Employee Manual 2023 - Flipbook - Page 58
APPENDIX A:
POLICY ON NON-DISCRIMINATION AND HARRASSMENT
Purpose:
It is the City's policy that any unlawful discrimination against any employee or applicant based on
race, color, sex (including pregnancy and conditions related to pregnancy), genetic information,
transgendered status, sexual orientation, political affiliation, religion, national origin, age, disability,
height, weight, misdemeanor arrest record, veterans status, marital status, or other factor
prohibited by law will not be allowed nor tolerated, per the U.S. Equal Opportunity Employment
Commission. This policy applies to all employment practices including recruiting, hiring, pay rates,
conditions of employment and termination. For purposes of this policy, the term employee will
include all City of Plymouth personnel including appointed, elected, full-time, part-time,
temporary/seasonal, contract and volunteer workers.
ANTI-NEPOTISM
This policy is established to: (a) prevent favoritism in hiring, promotion, discipline, transfer or layoff
decisions; (b) avoid the possibility of an employee supervising someone with whom they have a
personal relationship; (c) avoid a potential conflict of interest for a supervisor in the resolution of
employee grievances or other employment decisions; (d) prevent compounding morale problems if
an employee, who is related to another employee, is disciplined, terminated or laid off; and (e)
avoid potential sexual harassment claims or any disruption to operations.
For purposes of this policy, “related” shall cover the following relationships: parent, child, sibling,
spouse, significant other, grandparent, grandchild or legal guardian. These relationships include
natural and step, or others who stood in that relationship on an informal basis during childhood.
The City prohibits employees who are related to one another from working in a direct or indirect
supervisor/subordinate role and may prohibit related employees from working directly with one
another as peers. Should such a relationship come to exist, the related employees are required to
promptly advise the human resources director. The City shall have broad discretion to reassign
employees, refuse to hire applicants, or even terminate employees where there is a direct/indirect
supervisor/subordinate role or should the relationship become disruptive.
The City will review prospective employees on the basis of job qualification first and foremost but
reserves the right to exercise the anti-nepotism policy at its sole discretion.
EMPLOYEES WITH DISABILITIES - ACCOMMODATIONS
The federal Americans with Disabilities Act and the Michigan Persons with Disabilities Civil Rights
Act are anti-discrimination laws which prohibit employers from discriminating against qualified
individuals with disabilities in job application procedures, hiring, firing, advancement,
compensation, job training and other terms, conditions and privileges of employment. These laws
are designed to remove barriers, which prevent qualified individuals with disabilities from enjoying
the same employment opportunities that are available to persons without disabilities. Generally
City of Plymouth Employee manual - Page 58 – March 2023
