115 - Workplace Harassment

In June 1999, the Equal Employment Opportunity Commission (EEOC) issued new enforcement guidelines for Title VII of the 1964 Civil Rights Act. The guidelines expanded the definition of harassment beyond sexual harassment to include harassment involving discriminatory treatment based on race, color, sex, religion, national origin, age, disability or protected activity.

Harassment is prohibited under DHRM rule 477-15. Unlawful harassment includes behavior or conduct that is unwelcome, pervasive, demeaning, ridiculing, derisive, or coercive, and results in a hostile, offensive, or intimidating work environment; or behavior or conduct that results in tangible employment action being taken against the harassed employee. Individuals affected by unlawful harassment may file complaints and engage in an administrative process free from bias, collusion, intimidation or retaliation under DHRM Rule 477-15. Any act of retaliation toward the complainant, witnesses, or others involved in the investigation will be subject to corrective or disciplinary action.

A complaint of unlawful harassment may be submitted in a written report to the director or Executive Board who will authorize an investigation to be conducted by CUES officials or a third party designee. The investigative party will provide a written report on the status of the investigation within 10 working days to the director or Chairman of the Executive Board. Upon receipt of an investigative recommendation that is valid, CUES will take such action as appropriate based upon the results.