Ordinance No. 7,259950309 -14
ORDINANCE NO. 7259
AN ORDINANCE OF THE CITY COUNCIL OF THE CITY OF BAYTOWN
AMENDING THE CITY OF BAYTOWN PERSONNEL RULES RELATING TO
SEXUAL HARASSMENT AND HARASSMENT /HOSTILE WORK ENVIRONMENT
TO DESIGNATE A POLICY SPECIFIC TO HARASSMENT /HOSTILE WORK
ENVIRONMENT; CONTAINING A SAVINGS CLAUSE; AND PROVIDING
FOR THE EFFECTIVE DATE HEREOF.
BE IT ORDAINED BY THE CITY COUNCIL OF THE CITY OF BAYTOWN,
TEXAS:
Section 1: That the City of Baytown Personnel Rules are
hereby amended by changing Chapter 1, Section 3 "Sexual Harassment"
to Chapter 1, Section 3a "Sexual Harassment."
Section 2: That the City of Baytown Personnel Rules are
hereby amended by adding Chapter 1, Section 3b "Harassment /Hostile
Work Environment," to read as follows:
CHAPTER 1
Section 3b. Harassment /Hostile Work Environment
It is the policy of the City of Baytown to treat all
employees, citizens, contractors, and other customers
with dignity and respect. Consistent with this policy,
the City is fully committed to a workplace that is
founded on equal opportunity and is free from unlawful
discriminatory actions.
The City's policies (Equal Employment
Opportunity /Affirmative Action, Americans' With
Disabilities Act, and Sexual Harassment - The City of
Baytown Personnel Policy Manual) state the City of
Baytown will take disciplinary actions against any
employee found to be discriminating or harassing any
individual because of race, color, religion, sex,
national origin, age, marital status, disability, or
veterans' status. Harassment and creation of hostile
work environments are not only prohibited by the City's
policies, they may also constitute a violation of law.
Such activity will not be tolerated by the City and
should not be condoned by its employees.
The City is committed to providing a work environment
where each employee can contribute to his /her fullest
potential. It is the responsibility of individual
employees to ensure that no one engages in practices
where an individual is subjected to harassment, insults,
intimidation, or ridicule. Further, it is the
responsibility of the employee to report any incidents of
harassment or suspected harassment to his /her supervisor
and /or the Human Resources Department as soon as
possible, so that an investigation may be conducted and
appropriate actions taken to resolve the alleged
problems. No adverse actions will be taken against
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anyone bringing a concern in good faith to the City's
is attention or for assisting the City in the investigation
of a harassment complaint. Anyone found responsible for
creating a hostile work environment, harassing another
individual, or making false allegations will be subject
to disciplinary actions, up to and including termination
of employment.
Section 3: All ordinances or parts of ordinances inconsistent
with the terms of this ordinance are hereby repealed; provided
however, that such repeal shall be only to the extent of such
inconsistency and in all other respects this ordinance shall be
cumulative of other ordinances regulating and governing the subject
matter covered by this ordinance.
Section 4: If any provisions, section, exception, subsection,
paragraph, sentence, clause or phrase of this ordinance or the
application of same to any person or set of circumstances, shall
for any reason be held unconstitutional, void or invalid, such
invalidity shall not affect the validity of the remaining
provisions of this ordinance or their application to other persons
or sets of circumstances and to this end all provisions of this
ordinance are declared to be severable.
Section 5: This ordinance shall take effect immediately from
and after its passage by the City Council of the City of Baytown.
INTRODUCED, READ and PASSED by the affirmative vote of the
City Council of the City of Baytown this the 9th day of March,
1995.
PETE C. ALE1qRO, Mayor
ATTEST:
&�e� 1)4�1-
EILEEN P. HALL, City Clerk
APPROVED AS TO FORM:
4nwei;? AW, �q<
ACIO RAMIREZ, SR., City Attorney
legal / council /march/3- 9- 95amdPERSONNELrules
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