Equal Opportunity Statement
The Town of Brattleboro is committed to the principles of equal employment. We are committed to complying with all federal, state, and local laws providing equal employment opportunities, and all other employment laws and regulations. It is our intent to maintain a work environment that is free of unlawful harassment, discrimination, or retaliation because of age, race, color, national origin, ancestry, place of birth, religion, sex, sexual orientation (including transgender status, gender identity, or expression), pregnancy (including childbirth, lactation, and related medical conditions), AIDS/HIV status, physical or mental disability, genetic information (including testing and characteristics), arrest and conviction information, credit history, veteran status, uniformed servicemember status, crime victim status, or any other status protected by federal, state, or local laws. The Town is dedicated to the fulfillment of this policy in regard to all aspects of employment, including, but not limited to, recruiting, hiring, placement, transfer, training, promotion, rates of pay, and other compensation, termination, and all other terms, conditions, and privileges of employment.
The Town will conduct a prompt and thorough investigation of all allegations of discrimination, harassment, or retaliation, or any violation of the Equal Employment Opportunity Policy in a confidential manner. The Town will take appropriate corrective action, if and where warranted. The Town prohibits retaliation against employees who provide information about, complain about, or assist in the investigation of any complaint of discrimination or violation of the Equal Employment Opportunity Policy.
We are all responsible for upholding this policy. You may discuss questions regarding equal employment opportunities with your Department Head or Supervisor or any other designated member of management.
Policy Against Workplace Harassment
The Town of Brattleboro has a strict no tolerance policy against all types of workplace harassment, including sexual harassment and other forms of workplace harassment based upon an individual's age, race, color, national origin, ancestry, place of birth, religion, sex, sexual orientation (including transgender status, gender identity or expression), pregnancy (including childbirth, lactation, and related medical conditions), AIDS/HIV status, physical or mental disability, genetic information (including testing and characteristics), arrest and conviction information, credit history, veteran status, uniformed servicemember status, crime victim status, or any other status protected by federal, state, or local laws. All forms of harassment of, or by, employees, individuals engaged to perform work or services, vendors, visitors, customers, and clients are strictly prohibited and will not be tolerated.
Sexual Harassment
Sexual harassment is defined as unwelcome sexual advances; requests for sexual favors; and other verbal, physical, written, auditory, or visual conduct of a sexual nature when: (1) submission to such conduct is made either explicitly or implicitly as a term or condition of an individual's employment; (2) submission to, or rejection of, such conduct by an individual is used as the basis for employment decisions affecting such individual; or (3) such conduct has the purpose or effect of interfering with an individual's work or creating an intimidating, hostile, or offensive work environment.
While it is not possible to identify every act that constitutes or may constitute sexual harassment, the following are some examples of sexual harassment:
- Unwelcome requests for sexual favors.
- Lewd or derogatory comments or jokes.
- Comments regarding sexual behavior or the body of another.
- Sexual innuendo and other vocal activity such as catcalls or whistles.
- Obscene letters, notes, emails, invitations, photographs, cartoons, articles, or other written or pictorial materials of a sexual nature.
- Repeated requests for dates after being informed that interest is unwelcome.
- Retaliating against another for refusing a sexual advance or reporting an incident of possible sexual harassment to the Town or any government agency.
- Offering or providing favors or employment benefits such as promotions, favorable evaluations, favorable assigned duties or shifts, etc., in exchange for sexual favors; and
- Any unwanted physical touching or assaults or blocking or impeding movements.
Other Harassment
Other workplace harassment is unwelcome conduct that creates an intimidating, hostile, or offensive work environment and is based on an individual's age, race, color, national origin, ancestry, place of birth, religion, sex, sexual orientation (including transgender status, gender identity or expression), pregnancy (including childbirth, lactation, and related medical conditions), AIDS/HIV status, physical or mental disability, genetic information (including testing and characteristics), arrest and conviction information, credit history, veteran status, uniformed servicemember status, crime victim status, or any other status protected by federal, state, or local laws.
Again, while it is not possible to list all the circumstances that may constitute other forms of workplace harassment, the following are some examples of conduct that may constitute workplace harassment:
- The use of disparaging or abusive words or phrases, slurs, negative stereotyping, or threatening, intimidating, or hostile acts that relate to the above protected categories.
- Written or graphic material that insults, stereotypes, or shows aversion or hostility towards an individual or group because of one of the above protected categories and that is placed on walls, bulletin boards, or elsewhere on our premises, in emails or voicemails, or otherwise circulated in the workplace; and
- A display of symbols, slogans, or items that are associated with hate or intolerance towards any select group.
Reporting Discrimination and Harassment
If you feel that you have witnessed or have been subjected to any form of discrimination or harassment, immediately notify the Human Resources Director or any member of management.
The Town prohibits retaliation against employees who, based on a reasonable belief, provide information about, complain, or assist in the investigation of any complaint of harassment or discrimination.
We will promptly and thoroughly investigate any claim and take appropriate action where we find a claim has merit. To the extent possible, we will retain the confidentiality of those who report suspected or alleged violations of the harassment policy.
Discipline for violation of this policy may include, but is not limited to, reprimand, suspension, demotion, transfer, and discharge. If the Town determines that harassment or discrimination occurred, corrective action will be taken to effectively end the harassment. As necessary, the Town may monitor any incident of harassment or discrimination to ensure the inappropriate behavior has stopped. In all cases, the Town will follow up as necessary to ensure that no individual is retaliated against for making a complaint or cooperating with an investigation.
Alternative Reporting and Remedies
The Town encourages you to report incidents of discrimination and harassment internally. However, if you believe you have been subjected to discrimination or harassment in violation of this policy, you may file a private civil action or file a complaint with either the Vermont Attorney General's Office or the federal Equal Employment Opportunity Commission (EEOC). You are not required to file a complaint with the Town before taking such action.
Contact Information
Vermont Attorney General's Office Civil Rights Unit
Address: 109 State Street, Montpelier, VT 05609-1001
Toll Free VT: 888-745-9195
Voice/TDD: 802-828-3657
Email: [email protected]
Complaints should be filed within 360 days of the adverse action.
Equal Employment Opportunity Commission (EEOC)
Address: John F. Kennedy Federal Building, 475 Government Center, Boston, MA 02203
Phone: 800-669-4000
Fax: 617-565-3196
TTY/TDD: 800-669-6820
ASL Video Phone: 844-234-5122
Website: https://www.eeoc.gov/employees/charge.cfm
Complaints must be filed within 300 days of the adverse action.