DEPARTMENT OF JUVENILE JUSTICE
AND DELINQUENCY PREVENTION
NUMBER: DJJDP16/HR 1.2 PAGES: 7
SECTION: Equal Employment Opportunity
SUBJECT: Unlawful Workplace Harassment Policy
AMENDS: DJJDP 16/HR 1.2 AMENDS POLICY ISSUED: 6/07/04
APPROVED BY: DATE SIGNED: 5/15/09
DATE IMPLEMENTED: 8/11/09
RELATED ACA STANDARDS: N/A
RELATED NCAC CITATION:
1. 25 NCAC 01L .0100, Equal Employment Opportunity Plan and Programs
2. 25 NCAC 01C .0214, Unlawful Workplace Harassment
1. Title VI & VII of the Civil Rights Act of 1964 (as amended by the Equal Employment
Opportunity Act of 1972)
2. Civil Rights Acts of 1966 & 1971
3. Equal Pay Act of 1963
4. Age Discrimination and Employment Act of 1967
5. Rehabilitation Act of 1973
6. Vietnam-era Veterans Readjustment Act of 1974
7. Americans With Disabilities Act (ADA) of 1990
8. Judicial Reform Act of 1991
9. Civil Rights Restoration Act of 1988
10. N.C. Gen. Stat. §§ 168A, Persons With Disabilities Protection Act
11. N.C. Gen. Stat. §§ 126-16, Equal opportunity for employment and compensation by State
departments and agencies and local political subdivisions.
12. N.C. Gen. Stat. §§ 126-16.1, Equal employment opportunity training.
13. N.C. Gen. Stat. §§ 126-17, Retaliation by State departments and agencies and local political
14. N.C. Gen. Stat. §§ 126-18, Compensation for assisting person in obtaining State employment
15. N.C. Gen. Stat. §§ 126-19, Equal employment opportunity plans; reports; maintenance of
services by State Personnel Director.
16. State Personnel Manual, Section 1, Equal Employment Opportunity
INDEX AS: Human Resources/Equal Employment Opportunity/Unlawful Workplace
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PURPOSE: This policy is intended to provide employees of the Department with an
explanation of the State’s mechanism for addressing any complaint of conduct that falls under
the definition of unlawful workplace harassment.
POLICY STATEMENT: The policy of the Department is that all employees shall conduct
themselves in a professional manner in all their interactions with colleagues, students and the
public in general. It is further required by law that no employee may engage in conduct that falls
under the definition of unlawful workplace harassment indicated below. All state employees are
guaranteed the right to work in an environment free from unlawful workplace harassment and
The Department will conduct a prompt and impartial inquiry into the complaint of any
allegations of unlawful conduct and review the totality of the circumstances to determine
whether the alleged conduct constitutes unlawful workplace harassment. Any interference,
coercion, restraint or reprisal against a person complaining of unlawful workplace harassment is
strictly prohibited by this policy.
Staff shall cooperate with Human Resources to ensure that an impartial and thorough inquiry into
the complaint is conducted. Staff shall be truthful, complete and accurate in written and oral
responses, reports, and statements. Refusal of any staff member to cooperate in an inquiry of a
complaint or to provide information requested as part of the inquiry may be grounds for
disciplinary action up to and including dismissal. Staff shall not discuss any aspect of the inquiry
with other employees of the Department of Juvenile Justice and Delinquency Prevention
(DJJDP) or other individuals involved in the inquiry.
A. Covered Employees: Former employees, full-time or part-time employees with
permanent, probationary, trainee, time-limited; or temporary appointments are
covered under this policy. Applicants, while not covered under the State statute, are
covered under other State and Federal Civil Rights Acts.
NOTE: Sexual Harassment does not include personal compliments welcomed by the
recipient, or social interaction or relationships freely entered into by staff or
NOTE: The U.S. Supreme Court recently held “that nothing in Title VII necessarily
bars a claim of discrimination “because of ….sex” merely because the
grievant and the alleged harasser “are of the same sex.”
NOTE: Hostile includes offensive, aggressive, antagonistic belligerent, and/or
contentious behavior involving unlawful workplace harassment based on age,
sex, race, color, national origin, religion, creed, or handicapping condition as
defined by G.S. 168A-3. A hostile work environment is determined by looking
at the following: 1) whether the environment is objectively offensive in the
eyes of a reasonable person, 2) whether the environment is subjectively
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offensive in the eyes of the person who is the object of the alleged harassment,
and 3) the nature of the alleged hostility.
NOTE: Employees conduct toward an outside vendor or contractor that would
constitute unlawful workplace harassment could constitute unacceptable
B. Hostile Work Environment: Is one that both a reasonable person would find hostile
or abusive and one that the particular person who is the object of the harassment
perceives to be hostile or abusive. Hostile work environment is determined by
looking at all of the circumstances, including the frequency of the alleged harassing
conduct, its severity, whether it is physically threatening or humiliating, and whether
it unreasonably interferes with an employee’s work performance.
C. Quid Pro Quo Harassment: Consists of unwelcome sexual advances, requests for
sexual favors, or other verbal or physical conduct when (1) submission to such
conduct is made either explicitly or implicitly a term or condition of an individual’s
employment, or (2) submission to or rejection of such conduct by an individual is
used as the basis for employment decisions affecting such individuals.
NOTE: Retaliation is defined as adverse treatment, which occurs because of
opposition to unlawful workplace harassment.
D. Unlawful Workplace Harassment: The state defines unlawful workplace
harassment as unwelcome or unsolicited speech or conduct based upon race, sex,
creed, religion, national origin, age, color or handicapping condition as defined by
N.C.G.S. 168A-3 that creates a hostile work environment or circumstances involving
quid pro quo.
II. GRIEVANCE PROCEDURES AND APPEAL
A. Any employee or former employee who is covered by this policy who feels that s/he
has been unlawfully harassed in the workplace and wishes to file a grievance must
follow the Department’s Unlawful Workplace Harassment Grievance Procedures
1. Step 1: Grievant must submit a written complaint simultaneously to his/her
supervisor and the Department Human Resources Director within 30 calendar
days of the alleged harassing action. The grievant should specifically state the
alleged harassing act, and the date(s) of the harassment. The grievant has the
right to bypass any step in the reporting procedure involving review of or
decisions by the alleged harasser.
2. Step 2: The Department shall take appropriate remedial action within 60 calendar
days from receipt of the written complaint unless the Department has waived the
60 calendar day period, and the grievant has acknowledged such waiver. The
waiver and acknowledgement shall be in writing. During this period, if
necessary, a Department Human Resources designee shall conduct a thorough
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inquiry into the complaint. The Department Human Resources Director will be
given the results of the 'inquiry into the complaint and shall submit the findings
and make recommendations to the Secretary. The Equal Employment
Opportunity (EEO) Officer or Coordinator will coordinate the signing of all
waiver forms. All acknowledgment of waiver forms will be returned to the EEO
Officer or Coordinator.
3. Step 3: The Secretary or his/her designee shall provide a written response to the
grievant when the agency has determined what action, if any, will result from the
grievant’s written complaint.
4. Step 4: If the grievant is not satisfied with the Secretary’s response, the grievant
may appeal directly to the Office of Administrative Hearings (OAH), Civil Rights
Division, P.O. Drawer 27447, Raleigh, NC 27611-7447 and the State Personnel
Commission within 30 calendar days from receipt of the Secretary’s response. If
the Department fails to respond to the grievant within 60 calendar days (for less,
if waived), the grievant may appeal directly to the OAH at the address indicated
5. Step 5: If appealed, the grievant’s case will be heard in a contested case hearing
before an Administrative Law Judge (ALJ) assigned by the OAH.
6. Step 6: The ALJ makes a recommended decision to the State Personnel
7. Step 7: The State Personnel Commission will render the final decision. This step
exhausts the administrative appeals of a State employee’s grievance.
NOTE: The grievant has the right to file a simultaneous complaint under Title VII
with the Equal Employment Opportunity Commission (EEOC), 1309
Annapolis Drive, Raleigh N.C. 27608. The complaint must be filed with
EEOC within one hundred and eighty (180) calendar days of the alleged
NOTE: An individual with a grievance concerning a denial of employment,
promotion, training, or transfer, or concerning a demotion, layoff, transfer
or termination due to discrimination based on age, sex, race, color,
national origin, religion, creed, political affiliation or handicapping
condition as defined by G.S. 168-A-3 or grievance based on retaliation for
opposition to alleged discrimination may still appeal directly to the Office
of Administrative Hearings and the State Personnel Commission.
A. Any speech or conduct determined to constitute unlawful workplace harassment will
be considered a violation of this policy. Interference, coercion, restraint or reprisal
against any person complaining of unlawful workplace harassment is prohibited and
is in violation of this policy.
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B. Employees determined to be in violation of this policy will be subject to disciplinary
action. Actions may range from a written warning to dismissal, depending upon the
nature and severity of the offending action.
C. The Department will make every effort to ensure that all actions are applied in a
consistent and fair manner. Allegations of unlawful workplace harassment will be
reviewed on a case-by-case basis on presented facts. All parties will be entitled to a
fair and impartial hearing.
A. The Secretary has issued a signed policy statement, which assures his/her
commitment on the prevention and correction of unlawful workplace harassment or
B. This policy will be disseminated to all new and existing employees and posted on
bulletin boards throughout the Department. An overview of this policy will be
provided to new employees in orientation.
V. DEPARTMENTAL RESPONSIBILITIES
A. The Department policy shall:
1. Address ways to maintain an environment free of any conduct which constitutes
unlawful workplace harassment;
2. Identify steps to prevent and correct unlawful workplace harassment and
3. Provide a process whereby employees feel comfortable in reporting incidents of
workplace harassment without fear of retaliation;
4. Sensitize employees to the subject through disseminating the Unlawful
Workplace Harassment Policy to all existing and new employees, as well as
through orientation, training, and;
5. Ensure a prompt response to all allegations of workplace harassment.
B. The EEO Office and/or Coordinator shall:
1. Disseminate and communicate the policy to all Department staff;
2. Conduct training for supervisors and employees to sensitize them to the subject;
3. Educate new employees regarding the policy and procedures during orientation;
4. Post the policy on bulletin boards in all sections of the Department;
5. Report unlawful workplace harassment grievances through the established
grievance reporting mechanism in the Building Enterprise Access for North
Carolina’s Core Operation Needs (BEACON) system;
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6. Inquire and obtain information needed to conduct a thorough inquiry into the
complaint of allegations of workplace harassment;
7. Provide assistance, as needed, to any employee involved in the grievance process
to include a supervisor, the grievant and alleged harasser, and;
8. Monitor complaints and actions taken in response to all allegations of harassment.
C. The supervisor shall:
1. Inform employees of the Unlawful Workplace Harassment Policy in an effort to
create and maintain a work environment free of workplace harassment;
2. Address behavior that may lead to complaints of workplace harassment and
counsel an offending employee as necessary and;
3. Report complaints of workplace harassment to the EEO Officer and communicate
steps taken to address and correct any concerns raised.
D. All Department employees shall:
1. Adhere to the Department’s policy and refrain from actions that may constitute
2. Inform the Department’s Human Resources Director or EEO Officer of any
discrimination or conduct which may be viewed as workplace harassment: and
3. Be informed of the policy in an effort to maintain a work environment free of
workplace harassment and retaliation.
VI. PROCEDURES FOR SUPERVISOR TO FOLLOW IN REPORTING UNLAWFUL
A. If a supervisor witnesses or has knowledge of possible workplace harassment, it is the
supervisor’s obligation to address the issue(s) raised by such behavior. The
supervisor must also consult with the EEO Officer.
B. Upon notice of any complaint, the supervisor/manager shall take whatever steps
necessary to eliminate any future complaints, including those based on
misunderstandings or communication problems, and facilitate the creation of a
workplace free from harassing speech or conduct.
A. Training will be provided for supervisors and employees to sensitize them to the
subject of workplace harassment.
B. Training will be made available for supervisors on:
a. The State’s policy on Unlawful Workplace Harassment;
b. The Department’s Unlawful Workplace Harassment Policy;
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c. The Unlawful Workplace Harassment Grievance Procedures;
d. State and Federal laws concerning illegal discrimination and workplace
e. Corrective steps and appropriate disciplinary actions.
C. Training will be made available for employees on:
a. The State’s policy on Unlawful Workplace Harassment;
b. The Department’s Unlawful Workplace Harassment Policy;
c. State and Federal laws concerning illegal discrimination and workplace
d. Employees’ rights; and
e. The grievance procedures.
A. Progress under this policy is reviewed quarterly by the Department Human Resources
Director and the EEO Officer.
B. Documentation is maintained and any alleged complaint of unlawful workplace
harassment is reported through the established grievance reporting mechanism in the
Unlawful Workplace Harassment Policy Statement