Equal employment opportunity, discrimination, and sexual harassment policy for the Town of Princeton

I. Introduction

It is the policy of the Town of Princeton ("the Employer") to promote a professional and productive workplace in which all employees are treated with dignity and respect. Employees are expected to act in a positive manner and contribute to a productive work environment that is free from harassing or disruptive activity. Discrimination (including harassment), whether based upon race, color, gender, national origin, religion, ancestry, age, sexual orientation, disability, maternity leave, genetic information, gender identity, active military status, or another basis prohibited under state or federal anti-discrimination statutes, will not be tolerated. To achieve our goal of providing a workplace free from discrimination, we will implement the procedure described below to address any potential inappropriate conduct.

This policy applies to all employment practices and employment programs sponsored by the Employer. This policy shall apply, but not be limited to, the areas of:

• Recruitment,
• Selection,
• Compensation and benefits,
• Professional development and training,
• Reasonable accommodation for disabilities or religious practices,
• Promotion,
• Transfer,
• Termination,
• Layoff, and
• Other terms and conditions of employment.

This policy may apply to discrimination (including harassment) that occurs between co-workers that takes place outside the workplace (including, but not limited to, online conduct or conduct utilizing the internet or other electronic media). When the conduct complained of occurs outside of the workplace, the Employer may consider the following and other factors in assessing whether the conduct constitutes conduct in violation of this policy:

• whether the event at which the conduct occurred is linked to the workplace in any way, such as at an Employer-sponsored function;
• whether the conduct occurred during work hours;
• the severity of the alleged outside-of-work conduct;
• the work relationship of the complainant and alleged harasser, which includes whether the alleged harasser is a supervisor and whether the alleged harasser and complainant come into contact with one another on the job;
• whether the conduct adversely affected the terms and conditions of the complainant's employment or impacted the complainant's work environment.