Clerk Of Court Employment/Harassment Policies
from PPCC Employee Handbook, 6.27.19
EMPLOYMENT AT WILL
Employment with the Clerk of Court is an at-will relationship. This means you and the Clerk of Court have the right to terminate your employment at any time, with or without cause or notice.
EQUAL EMPLOYMENT OPPORTUNITY
The Clerk of Court's office is an equal opportunity employer. Employment here is based solely upon one's individual merit and qualifications directly related to professional competence. We don't discriminate on the basis of race, color, religion, national origin, pregnancy status, sex, age, disability, military veteran status, citizenship status, or any other characteristic or classification protected by federal, state or local law. This policy applies to recruiting, hiring, training, promotions, compensation, benefits, transfers, education and all other aspects of employment with the Clerk of Court. All employment decisions are based on job-related requirements.
Further, we prohibit retaliation against applicants and employees for filing a good faith complaint or assisting in an investigation under federal, state or local employment discrimination laws.
All employees are allowed to work in a positive, respectful and productive work environment free from all forms of discrimination and harassment based on sex, race, color, religion, gender, age, national origin, disability, citizenship status, veteran status, pregnancy, or any other reason prohibited by federal, state or local laws. We do not allow or condone harassment from co-workers, supervisors, the Clerk of Court, customers or clients.
The bottom line is that all forms of harassment are strictly forbidden. We won't tolerate anything less.
Sexual harassment is one form of unlawful harassment. Sexual harassment is defined as:
Forms of Sexual Harassment
Sexual harassment on the job may take several forms, including:
Managers or Supervisors may never threaten or insinuate that an employee's refusal to submit to sexual advances will affect the employee's employment, evaluation, wages, advancement, or other terms and conditions of employment.
Other Forms of Harassment
The principles for defining sexual harassment in the workplace apply as well to harassment based on other protected categories. More specifically, it is a violation of policy to engage in conduct with the purpose or effect of substantially interfering work environment on a basis of an employee status in a category protected by law.
All employees have an obligation to contribute to a harassment - and discrimination - free workplace by immediately reporting if they:
All employees have an obligation to cooperate in company workplace investigations.
Individuals who believe they have experienced or witnessed harassment are required to immediately report the incident to the Clerk of Court or Chief Deputy at the first instance. If the employee feels uncomfortable reporting the incident of harassment to the Clerk of Court or Chief Deputy, or feels that sufficient attention has not been given to his or her complaint, the employee should contact Debbie D. Hudnall, the Executive Director of the Louisiana Clerk of Court's Association, by calling 1-800-256-6660.
All complaints of unlawful harassment, discrimination and retaliation will be investigated and appropriate action will be taken to prevent and promptly correct any discriminatory harassing behavior. Complaints will be kept confidential, to the extent reasonably possible; however, complete confidentiality cannot be guaranteed.
Employees may be disciplined, up to and including immediate discharge, for violations of the Equal Employment Opportunity or Harassment policies.
Employees who report a violation of the Equal Employment Opportunity or Harassment policies in good faith or participate in an investigation will not be retaliated against. This means employees engaging in this protected activity will not suffer an adverse employment action (such as termination, demotion, reassignment, reduction in pay, change in pay, working hours or benefits, amongst other actions) because they made a good faith report of the violation. Anyone who engages in such retaliatory behavior will be subject to appropriate discipline, up to and including termination.