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Award Bid - Raclin Murphy Encore Center Proj No. 123-056 - Larson-Danielson
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Award Bid - Raclin Murphy Encore Center Proj No. 123-056 - Larson-Danielson
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7/9/2024 2:56:29 PM
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Board of Public Works
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Projects
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7/9/2024
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EEO, D&I, ADA, & HARASSMENT POLICY <br />Updated September 1, 2023 <br />Equal Opportunity Employer No application of this policy will violate any applicable local, state, or federal law. <br />Employee Policies are subject to change at any time without notice to employees. <br /> <br /> <br /> <br /> <br />individual’s work performance or creating an intimidating, hostile, or an offensive <br />work environment. <br /> <br />Other sexually oriented conduct, whether intended or not, that is unwelcome and has the effect of <br />creating a work environment that is hostile, offensive, intimidating, or humiliating to workers may also <br />constitute sexual harassment. <br /> <br />While it is not possible to list all those additional circumstances that may constitute sexual harassment, <br />the following are some examples of conduct that, if unwelcome, may constitute sexual harassment <br />depending on the totality of the circumstances, including the severity of the conduct and its pervasiveness: <br /> <br /> Unwanted sexual advances, whether they involve physical touching or not; <br /> Sexual epithets; jokes; written or oral references to sexual conduct; gossip regarding one’s sex <br />life; comments about an individual’s body; and comments about an individual’s sexual activity, <br />deficiencies, or prowess. <br /> Displaying sexually suggestive objects, pictures, or cartoons. <br /> Unwelcome leering, whistling, brushing up against the body, sexual gestures, or suggestive or <br />insulting comments. <br /> Inquiries into one’s sexual experiences; and <br /> Discussion of one’s sexual activities. <br /> <br />All employees should take special note that, as stated above, retaliation against an individual who has <br />complained about sexual or other harassment and retaliation against individuals for cooperating with an <br />investigation of sexual or other harassment complaints violate L-Ds policy. <br /> <br />Expectations & Complaint Procedure <br /> <br />Responsibility of Harassed Employee or Who Witnessed Harassment <br />If an employee believes they have been subject to or have witnessed unlawful discrimination, including <br />sexual or other forms of unlawful harassment, or other inappropriate conduct, they are requested and <br />encouraged to make a complaint. They may complain directly to their immediate supervisor or <br />department manager, the HR department, or any other member of management with whom they feel <br />comfortable bringing such a complaint. Similarly, if employees observe acts of discrimination toward or <br />harassment of another employee, they are requested and encouraged to report this to one of the <br />individuals listed above.
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