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September 21, 2009 (Regular Meeting) Page 1582
<br />adopted relationships that can be derived from those named.
<br />(c) Immediate family members may work in the same department when they are
<br />assigned to different independently supervised units within the
<br />department.
<br />(d) NCGS, Chapter 153A-103 requires the Board of Commissioners to approve
<br />an appointment by the Sheriff or Register of Deeds of a relative by
<br />blood or marriage of nearer kinship than first cousin.
<br />(e) No immediate family member of a County Board of Social Services member
<br />or County Board of Commissioners member may be employed in the
<br />Department of Social Services during the period in which that family
<br />member serves on the respective Board. Immediate family member is
<br />defined as spouse, parent, sibling, child, grandparent, grandchild,
<br />stepparent, mother-in-law, father-in-law, son-in-law, daughter-in-law,
<br />brother-in-law, sister-in-law, aunt, uncle, niece or nephew. (North
<br />Carolina Administrative Code Title l0A Chapter 68.0301)
<br />Section 8. Unlawful Workplace Harassment Policy
<br />Cabarrus County is committed to ensure a work environment for all employees
<br />that is free from all forms of unlawful harassment. Harassment on the job
<br />because of age, color, disability, national origin, political affiliation,
<br />race, religion, or sex will not be tolerated. Harassment may take the form of
<br />physical or verbal conduct which may lead to, among other things,
<br />intimidation, aggression, hostility or unequal treatment. These unwelcome
<br />activities create a disruptive work environment and are inconsistent with
<br />County Policy.
<br />Workplace harassment is verbal or physical conduct that denigrates or shows
<br />hostility or aversion toward an individual because of age, color, disability,
<br />national origin, political affiliation, race, religion, or sex which has the
<br />purpose or effect of creating an intimidating, hostile, or offensive work
<br />environment or interferes with an individual's work performance or otherwise
<br />adversely affects an individual's employment opportunities. Sexual harassment
<br />includes unwelcomed verbal behavior such as comments, suggestions, jokes or
<br />derogatory remarks based upon sex; physical behavior such as inappropriate or
<br />offensive touching; visual harassment such as posting of sexually suggestive
<br />or derogatory pictures, cartoons or drawings; or sexual advances.
<br />Unlawful harassment, including sexual harassment of an employee or
<br />client/consumer by another employee or outside party affects morale,
<br />motivation, and job performance. It is inappropriate, offensive, and illegal
<br />and shall be reported.
<br />Harassing conduct includes, but is not limited to: epithets, slurs, negative
<br />stereotyping, or threatening, intimidating, or hostile acts. Additionally,
<br />written or graphic material which denigrates or indicates hostility or
<br />aversion toward an individual or group is prohibited from display on the
<br />employer's premises or circulation in the workplace.
<br />Any employee who believes that they have experienced unlawful harassment or
<br />observed unlawful harassment in the workplace must report it immediately to
<br />his or her supervisor. If the employee is uncomfortable in discussing the
<br />matter with the supervisor, the employee shall report the incident within 10
<br />days to the Human Resources Director or County Manager, or the sheriff for
<br />law enforcement employees. Supervisors who receive or are made aware of a
<br />workplace or sexual harassment complaint shall immediately notify the Human
<br />Resources Director.
<br />A11 complaints will be investigated promptly, impartially and discreetly and,
<br />upon completion of the investigation, the appropriate parties will be
<br />notified of the findings. Any employee/manager who has been found to have
<br />harassed an employee will be subject to appropriate disciplinary action, up
<br />to and including dismissal. No employee will suffer retaliation for
<br />reporting, assisting, testifying, or participating in an investigation or
<br />proceeding of an unlawful workplace harassment claim.
<br />It is expected that County employees will act responsibly to maintain a
<br />professional working environment - free of discrimination, harassment, and
<br />retaliation - allowing each employee to perform to his or her maximum
<br />potential.
<br />Section 9. Technology Use
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