Cibolo Volunteer Fire Department

Standard Operating Guidelines (SOGs)

CVFD Handbook

ANTI-HARASSMENT POLICY

Cibolo Volunteer Fire Department prohibits and does not tolerate sexual harassment in the workplace or during any organization-related activity. CVFD provides internal procedures for victims of sexual harassment to report sexual harassment and disciplinary penalties for those who commit sexual harassment. No employee, member, third party or board member, no matter his or her title or position has the authority to commit or allow sexual harassment.

Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and any other verbal, physical, or visual conduct of a sexual nature that unreasonably interferes with an individuals’ work performance or creates an intimidating, hostile, or offensive working environment.

CVFD prohibits and does not tolerate any employee, member, board member or visitor, male or female, to harass an employee I member or, to create a hostile or intolerable working environment by exhibiting, committing or encouraging:

1. Direct or implied threats that submission to sexual advances will be a condition of employment or continued service with CVFD.

2. Sexually explicit or pornographic materials such as, posters, calendars, pictures or objects including electronic media.

3. Not welcomed advances, including, but not limited to, requests, comments or innuendoes regarding sex, sexual jokes, gestures, statements, e-mail or voicemail messages, leering or stalking.

4. Physical conduct that is sexual in nature, including, but not limited to touching, pinching, patting, brushing, massaging someone’s neck or shoulders and for pulling against another’s body or clothes.

5. Physical assaults on other employees / members, including, but not limited to rape, sexual battery, or any attempt to commit such acts.

CVFD will take all allegations of sexual harassment seriously and determine what constitutes sexual harassment based on a review of the facts and circumstances of each situation. CVFD will ensure that those named in the report, will not be part of the investigation team. CVFD reserves the right and provides notice that third parties may be used to investigate harassment claims.

Even conduct that is intended to be “innocent” may still constitute sexual harassment if it falls within the terms of this SOG. If any member expresses concern that your behavior may have violated this SOG, please respect his / her concerns. Regardless of your intent, how others interpret your behavior is important.

This SOG is not meant to interfere with or discourage friendships among members. Members must be sensitive to acts or conduct that may be considered offensive by others.

CVFD prohibits retaliation made against any member who lodges a good faith complaint of sexual harassment, or who participates in any related investigation. CVFD recognizes that making false accusations of harassment in bad faith can have serious consequences for those who are wrongly accused. CVFD prohibits deliberately making false and / or malicious harassment allegations, as well as deliberately providing false information during an investigation. Anyone who violates this rule is subject to disciplinary action, up to and including termination.

REPORTING PROCEDURE

If you are aware of sexual harassment taking place, you must immediately report to your direct supervisor. If you feel uncomfortable doing so or your direct supervisor is the source of the complaint, condones or ignores the harassment, immediately report to the next in command.

If neither of these alternatives is satisfactory to you, then you should immediately direct your reports to the Fire Chief and / or Board Member. You are not required to directly confront the person who is the source of your report before notifying any of those individuals listed.

Nevertheless, you are required to make a reasonable effort to make the harassment known to the Organization.