Procedure 918-Harassment / Discrimination in the Workplace Flashcards
.01 INTRODUCTION
A. This procedure is intended to promote and maintain a healthy working environment which affords officers the
opportunity to perform their duties to the fullest potential, and to provide a process for reporting, investigating, and
resolving complaints of discrimination and harassment, including sexual harassment.
B. The reporting, investigating, and resolving complaints of discrimination and harassment, including sexual
harassment involving civilian employees are handled in accordance with City Administrative Directive 4.67, Equal
Employment Opportunity/Anti-Harassment.
.02 POLICY AGAINST HARASSMENT AND DISCRIMINATION
The San Antonio Police Department strictly prohibits and will not tolerate any discrimination, harassment, inappropriate
behavior, or sexual harassment of any person. The Department will take direct and immediate action to prevent and
correct any such behavior involving instances of discrimination, harassment, inappropriate behavior, or sexual
harassment.
.03 TERMINOLOGY (For specific use within this procedure, see Glossary)
Discrimination Harassment Inappropriate Behavior Sexual Harassment
.04 PROHIBITED ACTIVITIES
A. Officers of the Department shall not explicitly or implicitly ridicule, mock, deride, or belittle any person on the basis
of sex, age, race, national origin, ancestry, citizenship, religion, disability, or sexual orientation.
B. Officers shall not make offensive or derogatory comments to any person, either directly or indirectly, based on sex,
age, race, national origin, ancestry, citizenship, religion, disability, or sexual orientation.
C. Officers shall not circulate written or graphic materials which ridicule, belittle, or embarrass any person on the basis
of sex, age, race, national origin, ancestry, citizenship, religion, disability, or sexual orientation.
.05 OFFICERS’ RESPONSIBILITIES
A. Each officer is responsible for assisting in the prevention of discrimination, harassment, inappropriate behavior, or
sexual harassment of any person by:
1. Refraining from participating in or encouraging any actions or statements that could be perceived as
discrimination, harassment, inappropriate behavior, or sexual harassment;
2. Reporting acts of discrimination, harassment, inappropriate behavior, or sexual harassment; and
3. Encouraging any officer who confides that he/she is being discriminated against, harassed, or subjected to
inappropriate behavior or sexual harassment to report these acts.General Manual Procedures – Section 900 Personnel Procedures Page 2 of 3 Effective Date:July 31, 2010
San Antonio Police Department
GENERAL MANUAL
Procedure 918 – Harassment and Discrimination in the Workplace
.06 SUPERVISORY OFFICER RESPONSIBILITIES
A. Refraining from participation in or encouragement of actions that could be perceived as discrimination, harassment,
inappropriate behavior, or sexual harassment.
B. Ensuring the workplace has an atmosphere free from discrimination, harassment, inappropriate behavior, or sexual
harassment.
C. Taking immediate and appropriate remedial action whenever they observe, or are made aware of, any actions or
conduct that may be interpreted as discrimination, harassment, inappropriate behavior, or sexual harassment.
D. Immediately document any complaint or observed incident, noting the person(s) performing or participating in the
discrimination, harassment, inappropriate behavior, or sexual harassment, the dates on which it occurred, and any
action taken to correct or address the offensive behavior.
E. Within twenty-four (24) hours, submit all reports of discrimination, harassment, inappropriate behavior, or sexual
harassment which is complained of or observed to the Internal Affairs Unit.
.07 REPORTING AND COMPLAINT PROCEDURE
A. The Department strongly urges any officer who believes he/she has been subjected to conduct (verbal or physical)
prohibited by any part of this policy, to report the matter immediately. Officers are assured there will not be any
retaliation for making any report. Reports should be made as follows:
1. Immediately report the prohibited conduct to your immediate supervisor, unless the supervisor is a participant in
the prohibited conduct.
2. If the supervisor is a participant in the prohibited conduct, or if for any reason, you feel uncomfortable reporting
the complaint to the immediate supervisor, the report should be made to the next level of supervision.
B. After a report or complaint has been received by a supervisory officer, the officer is responsible for complying with
Subsections .06C through E above, as well as for immediately taking all appropriate steps to prevent any further
discrimination, harassment, inappropriate behavior, or sexual harassment. A report of prohibited conduct must be
submitted to the Internal Affairs Unit by the supervisory officer within twenty-four (24) hours of the receipt of the
complaint or her/his observance of the prohibited conduct, whichever is applicable.
C. The Internal Affairs Unit will commence the investigation of the complaint within twenty-four (24) hours of the
receipt of the complaint. The investigation will also be conducted as confidentially as possible under the
circumstances, consistent with the need to talk to potential witnesses, and to otherwise gather information.
D. If at any time a person believes inadequate action is being taken to resolve their complaint that person should bring
this matter to the attention of the Internal Affairs Unit. If other issues or other instances of prohibited conduct arise
after the complaint, the person should immediately bring these to the attention of the Internal Affairs Unit.
E. At the conclusion of the investigation, the person will be advised of the Department’s determination. If the
investigation determines the evidence substantiates the complaint, the Department will promptly take additional
appropriate remedial action, if necessary, and the complainant will be notified of the action to be taken by the
Department. Officers determined to have violated the policy will be dealt with severely and will be subject to
disciplinary action up to and including termination.General Manual Procedures – Section 900 Personnel Procedures Page 3 of 3 Effective Date:July 31, 2010
San Antonio Police Department
GENERAL MANUAL
Procedure 918 – Harassment and Discrimination in the Workplace
F. If a person believes the investigation or the remedial action taken was insufficient, that person should promptly
advise the Internal Affairs Unit and explain why the person believes it was insufficient and also advise it of any
additional matters that should be considered so these matters may be addressed.
G. If violations of these policies continue despite the remedial action undertaken by the Department or if any retaliation
should occur contrary to the Department’s policies, the persons affected should immediately report same to the
Internal Affairs Unit.
.08 NON-RETALIATION
The Department prohibits any retaliation against any person for making reports of discrimination, harassment,
inappropriate behavior, or sexual harassment. As noted above, the Department emphatically urges all violations of this
procedure be reported immediately.
.09 DISCIPLINARY ACTIONS
A. The San Antonio Police Department considers discrimination, harassment, inappropriate behavior, or sexual
harassment a serious form of employee misconduct. The Department shall take direct and immediate actions to
prevent such behavior, and to remedy all reported instances of discrimination, harassment, inappropriate behavior,
or sexual harassment.
B. Officers who are found to have engaged in discrimination, harassment, inappropriate behavior, or sexual harassment
in violation of this policy will be subject to appropriate corrective action including, but not limited to, discipline
such as discharge.
C. Officers accused of discrimination, harassment, inappropriate behavior, or sexual harassment may appeal in
accordance with Department procedures when they disagree with the final disposition of a complaint.
.10 PREGNANCIES
A. The San Antonio Police Department is prohibited by law from requiring pregnant employees to be placed on limited
or light duty assignment. A pregnant officer may request assignment to limited duty as provided in GM Procedure
904, Limited Duty Assignments. A pregnant civilian employee may request assignment to “light duty” as provided
in City Administrative Directive 4.37.
B. A request from a pregnant employee for a limited duty assignment will be reviewed, and acted upon promptly on the
same basis as a request for limited duty made by similarly-situated, non-pregnant employee.
C. An employee who feels she has been discriminated against due to her pregnancy may complain verbally or in
writing to the Executive Officer in the Office of the Chief or through the City’s Equal Employment Opportunity
Office, and all such complaints will be promptly investigated as directed by the Chief.
D. The San Antonio Police Department will make a good faith effort to investigate an employee’s complaint of
discrimination due to her pregnancy. A complainant will be notified of the findings, in writing, no later than thirty
(30) days after the date the complaint is received.
General Manual Procedures – Section 900 Personnel Procedures Page 1 of 3 Effective Date:July 31, 2010
San Antonio Police Department
GENERAL MANUAL
Procedure 918 – Harassment and Discrimination in the Workplace
Office with Primary
Responsibility:
COP Effective Date:
Prior Revision Date:
July 31, 2010
October 01, 2009
Office(s) with Secondary
Responsibilities: PSC, PNC, TSC, FTC, IDC, SSO Number of Pages: 3
Forms Referenced in Procedure: None Related Procedures: 904
