Equal Employment Opportunity (EEO) policy in the City and County

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I. Discrimination and harassment is illegal

Discriminating against or harassing City and County of San Francisco (City) employees, applicants, or people providing services to the City by contract (including supervisory and non-supervisory employees) because of their following characteristics is not allowed by law:

• Sex
• Race
• Age
• Religion
• Color
• National origin
• Ancestry
• Physical disability
• Mental disability
• Medical condition (associated with cancer, a history of cancer, or genetic characteristics)
• HIV/AIDS status
• Genetic information
• Marital status
• Sexual orientation
• Gender
• Gender identity
• Gender expression
• Military and veteran status
• or another protected category under the law

For the purpose of this policy only, the term “employees” includes unpaid interns and volunteers.

Discrimination is the unequal treatment of individuals with respect to the terms and conditions of their employment, based on their membership in a protected category.

Harassment is unwelcome visual, verbal, or physical conduct engaged in on account of a person's actual or perceived membership in a protected category.

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II. Sexual harassment is illegal

Sexual harassment is illegal under federal and state law.

Federal law defines sexual harassment as:

• Unsolicited and unwelcome sexual advances
• Requests for sexual favors and other verbal, physical, visual, or written conduct of a sexual nature directed to persons of the same or opposite sex when:
   
  • Submitting to such conduct is made explicitly or implicitly as a term or condition of employment
  • Submitting to or rejecting such conduct by an employee or applicant is used as a basis for employment decisions affecting the employee or applicant, or
  • Such conduct has the purpose or effect of unreasonably interfering with an employee's work performance or creating an intimidating, hostile, or otherwise offensive working environment

State law defines sexual harassment as unwanted sexual advances or verbal, visual, or physical conduct of either a sexual nature, or other conduct based on sex.

These are some examples of sexual harassment:

• Requests for sexual favors or unwanted sexual advances
• Offering employment benefits in exchange for sexual favors
• Making or threatening reprisals after a negative response to sexual advances
• Verbal harassment (graphic comments, derogatory comments, sexually suggestive or obscene jokes or telephone calls)
• Physical harassment (assault, impeding or blocking movement, gestures, or any physical interference with normal work or movements), or
• Visual forms of harassment (leering, derogatory or sexually explicit emails, posters, letters, poems, graffiti, cartoons, computer screen savers, or drawings)

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III. Retaliation is illegal

It is illegal to retaliate against an individual who reports, files a complaint of, or otherwise opposes conduct the individual reasonably believes to be unlawful discrimination, harassment, or retaliation, or assists in the investigation of a complaint.

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Responsibilities for responding to and reporting discrimination, harassment, and retaliation

All employees are encouraged to report discriminatory, harassing, or retaliatory behavior, whether directed at themselves or at co-workers.

Supervisory employees are required to take corrective action if employees are subjected to discrimination, harassment, or retaliation on the basis of a protected category.

If a complaint is made to a supervisor, or if a supervisor becomes aware of potential discrimination, harassment, or retaliation, the supervisor must immediately report it to the department's Equal Employment Opportunity (EEO) or Human Resources personnel.

Any supervisor who receives a complaint of discrimination, harassment, or retaliation and fails to report it may be subject to disciplinary action.

Departments must report all complaints of discrimination, harassment, and retaliation to the Human Resources director within five days of becoming aware of such complaints. Departments are responsible for ensuring that all employees know of and are trained periodically regarding this policy.

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