Metro Centers for Community Advocacy does not tolerate sexual harassment, including, but not limited to, unwelcome sexual advances, requests for sexual favors, and other verbal, physical, or inappropriate conduct of a sexual nature when the conduct explicitly or implicitly affects an individual’s employment, unreasonably interferes with an individual’s work performance, or creates an intimidating, hostile, or offensive work environment.
Metro’s grievance procedures include taking immediate and appropriate action when a complaint of sexual harassment involving any employee in the agency is received. The grievance procedures shall detail who may make a complaint, to whom a complaint may be made, and shall provide for alternative designees to receive complaints. Actions taken on the complaint shall be documented as per Metro’s grievance procedure.
Metro prohibits retaliation against an individual for filing a complaint or testifying or participating in any way in an investigation or other proceeding involving a complaint of sexual harassment.
Annual sexual harassment training is held and is mandatory for all Metro employees. The training is provided either in person or via the internet through training and education materials approved by the Executive Director or her designee. The Executive Director or her designee shall ensure that each employee in the agency is notified of the agency’s policy against sexual harassment and the mandatory training requirement on preventing sexual harassment. The Executive Director, or her designee, shall be responsible for maintaining records of the compliance of each public servant in the agency with the mandatory training requirement. The Executive Director or her designee shall ensure that its policy against sexual harassment and its grievance procedure are posted in a conspicuous location in each of the agency’s offices.
Metro will comply with the required annual reporting as dictated by LRS 42:344.