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Office of Equal Opportunity
Our objectives within the Municipality are to:
- Investigate employer/employee discrimination complaints
- Ensure that companies that do business with the Municipality of Anchorage follow contract compliance regulations
- Ensure that Minority, Disadvantaged and/or Woman-Owned Businesses have equal opportunity
- Ensure Non-Discrimination in federally assisted projects
- Promotes diversity within the Municipal workforce and the community
Policy Against Harassment
Municipality of Anchorage Operating Policy/Procedure #40-16 states:
POLICY
It is the policy of the Municipality to provide a harmonious working atmosphere for all employees, which is free of harassment of an employee or supervisor. Harassment based on religion, race, color, sex, national origin, disability, age, marital status, pregnancy or parenthood is prohibited. Municipal employees engaging in such actions will be subject to discipline and/or discharge.
DEFINITIONS
- Harassment-Unjustified or unwarranted annoyance or incitement (physical or verbal conduct) that occurs and:
- acceptance of such conduct is made either explicitly or implicitly a term or condition of an individual's employment;
- reaction to such conduct by an employee is used as a basis for employment decisions affecting such individual; or
- such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment.
- Prohibited acts include slurs, epithets, sexual advances, request for sexual favors, and other verbal or physical conduct of an intimate nature such as uninvited touching or sexually suggestive comments; and other acts which threaten or intimidate because of race, color, sex, national origin, disability, age, marital status, pregnancy/parenthood, or religion such as disparaging terms, jokes, cartoon, and physical or property assaults.
- Harassment occurs when a supervisor or employee creates or condones a discriminatory work environment, regardless of whether an employee loses any tangible job benefits as a result of the discrimination. NOTE: Criticism of an employee's work habits or work products is considered part of the evaluation process and is not considered harassment under the guidelines of this policy.
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