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Workplace harassment is verbal or physical conduct that denigrates or shows hostility or aversion toward an
<br />individual because of age, color, disability, national origin, political affiliation, race, religion, or sex which has
<br />the purpose or effect of creating an intimidating, hostile, or offensive work environment or interferes with an
<br />individual's work performance or otherwise adversely affects an individual's employment opportunities. Sexual
<br />harassment includes unwelcomed verbal behavior such as comments, suggestions, jokes or derogatory remarks
<br />based upon sex; physical behavior such as inappropriate or offensive touching; visual harassment such as
<br />posting of sexually suggestive or derogatory pictures, cartoons or drawings; or sexual advances.
<br />Unlawful harassment, including sexual harassment of an employee or client/consumer by another employee or
<br />outside party affects morale, motivation, and job performance. It is inappropriate, offensive, and illegal and
<br />shall be reported.
<br />Harassing conduct includes, but is not limited to: epithets, slurs, negative stereotyping, or threatening,
<br />intimidating, or hostile acts. Additionally, written or graphic material which denigrates or indicates hostility or
<br />aversion toward an individual or group is prohibited from display on the employer's premises or circulation in
<br />the workplace.
<br />Any employee who believes that they have experienced unlawful harassment or observed unlawful harassment
<br />in the workplace must report it immediately to his or her supervisor. If the employee is uncomfortable in
<br />discussing the matter with the supervisor, the employee shall report the incident within 10 days to the Human
<br />Resources Director or County Manager, or the sheriff for law enforcement employees. Supervisors who receive
<br />or are made aware of a workplace or sexual harassment complaint shall immediately notify the Human
<br />Resources Director.
<br />All complaints will be investigated promptly, impartially and discreetly and, upon completion of the
<br />investigation, the appropriate parties will be notified of the findings. Any employee/manager who has been
<br />found to have harassed an employee will be subject to appropriate disciplinary action, up to and including
<br />dismissal. No employee will suffer retaliation for reporting, assisting, testifying, or participating in an
<br />investigation or proceeding of an unlawful workplace harassment claim.
<br />It is expected that County employees will act responsibly to maintain a professional working environment -free
<br />of discrimination, harassment, and retaliation -allowing each employee to perform to his or her maximum
<br />potential.
<br />Section 9. Technology Use
<br />Cabarrus County utilizes tecluiology resources for business purposes in serving the interest of the citizens of
<br />Cabarrus County. Technology resources are the property of Cabarrus County and include, but are not limited to,
<br />computer equipment, software, operating systems, storage media, telephone equipment, wireless/portable
<br />equipment, office equipment, email, voice mail, network access and associated systems, networks, equipment,
<br />and their various derivatives. Technology resources and their use are subject to NC GS 132 Public Records Law
<br />and may be monitored, reviewed, and analyzed for business purposes and compliance. The Cabarrus County
<br />Technology Appropriate Use Policy describes requirements in detail.
<br />Section 10. Searches and Inspections
<br />Cabarrus County reserves the right to conduct searches or inspections of property assigned to an
<br />employee and their personal belongings whenever a supervisor or manager has reasonable grounds for
<br />suspecting that the search will result in evidence of a violation of County policies. Such searches or
<br />inspections may include an employee's work area, desk, cotputer, and assigned vehicles. The
<br />employee's supervisor or department head and at least one individual from Human Resources, another
<br />department, or others as reasonably necessary will conduct the search or inspection.
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<br />F-5
<br />Attachment number 6
<br />Page 242 of 362
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