Employee Manual 2023 - Flipbook - Page 59
the laws require employers to consider whether a reasonable accommodation could remove such
barriers and assist the employee with performing all of the essential functions of their position.
Under Michigan law only, a disabled employee who feels accommodation is needed to perform a
job must notify the human resources director, in writing, of the need for accommodation within
182 days after the date the employee knew, or reasonably should have known, that an
accommodation was needed. Federal law also provides that any employee needing an
accommodation for a disability should request it of their employer.
Upon receipt of an accommodation request, the human resources director and your manager will
meet with you to discuss your limitations resulting from the disability and the potential
accommodation that the City might make to help overcome those limitations. We believe in an
interactive process and support the policy behind these laws.
Discrimination and Harassment Prohibition:
Federal and state laws and/or the policies of the City prohibit discrimination and harassment
against individual employees or groups of employees on the basis of age, color, disability,
citizenship, national origin, race, religion, sex (including pregnancy and conditions related to
pregnancy), weight, height, sexual orientation, transgendered status, genetic information,
misdemeanor arrest record, marital or veteran status and any other status protected under law.
This prohibition applies to all terms and conditions of employment including but not limited to
hiring practices, working environment, job status, compensation, employee benefits, promotional
opportunities and termination.
Federal and state laws and/or the policies of the City also prohibit verbal or physical conduct or
communication of a racial or sexual nature, or harassment based on any protected status which
relates to one’s employment, interferes with work performance, or creates an intimidating, hostile
or offensive working environment, and prohibits unwelcome sexual advances or requests for sexual
favors.
The purpose of this policy is to assure that no employee is discriminated against or harassed in the
work place and that no employee is led to believe that his or her employment depends on, or is
affected in any way by their submission to, or rejection of, such improper conduct or
communication including where any of the following occurs:
1.
2.
3.
Submission to such conduct or communication is made a term or condition,
either explicitly or implicitly, to obtain employment.
Submission to or rejection of such conduct or communication by an individual is
used as a factor in decisions affecting such individual’s employment.
Such conduct or communication has the purpose or effect of substantially
interfering with an individual’s employment or creating an intimidating, hostile
or offensive employment environment.
The City also prohibits romantic or close personal relationships between supervisors and their
subordinates and prohibits any such conduct between peers (or management/non-management
employees who do not have a reporting relationship) if it is unwelcome. Should a romantic or close
City of Plymouth Employee manual - Page 59 – March 2023
