ICMARC Associate Handbook August 2016

Confidential — for Internal Use Only

Associate Handbook August 2016 |

HARASSMENT-FREE WORK ENVIRONMENT

ICMA‑RC prohibits harassment of or by associates, job applicants, consultants, subcontractors, vendors

or clients and firmly believes it is the right of all associates to work in an environment free of all types of

harassing, discriminatory or retaliatory conduct. ICMA‑RC prohibits racial or race-based harassment,

sexual or gender-based harassment, and harassment based on color, religion, national origin, age, marital

status, personal appearance, sexual orientation, gender identity or expression, family responsibilities, genetic

information, matriculation, political affiliation, physical or mental disability, or veteran status. To prevent

incidents of discrimination, harassment or retaliation, all associates are expected to familiarize themselves

with, and adhere to, the Harassment and Sexual Harassment policy.

ICMA‑RC encourages associates to promptly report to their immediate supervisor, manager, Human

Resources or the toll-free Whistleblower Hotline at 888-261-1499 any incidents of discrimination, harassment

or retaliation against themselves or that they have witnessed. These reports can also be made online at

(See more information on our Whistleblower Policy on

ICMA‑RC will investigate

all reports of discrimination, harassment, or retaliation in an impartial, fair, appropriate and timely manner.

Definition of Harassment

Harassing behavior

is any verbal or physical conduct that unreasonably interferes with an associate’s work

performance or creates an intimidating, bullying, or offensive working environment.

Definition of Sexual Harassment

Sexual harassment

consists of unwelcome sexual advances, requests for sexual favors, and other verbal or physical

conduct of a sexual nature in situations in which one or more of the following apply:

Submission to such conduct is made an explicit or implicit term or condition of an associate’s employment

Submission to or rejection of such conduct by an associate is used as a basis for employment decisions

affecting the associate

Such conduct unreasonably interferes with an associate’s work performance or creates an intimidating,

hostile, or offensive working environment

Types of Prohibited Behavior

Prohibited behavior includes, but is not limited to, the following:

Physical assault

Any acts or behaviors based on an associate’s race, color, religion, national origin, sex, age, marital status,

personal appearance, sexual orientation, gender identity or expression, family responsibilities, genetic

information, matriculation, political affiliation, physical or mental disabilities, or veteran status, such as:

–– Negative comments or jokes

–– Epithets or offensive language

Graffiti

Sabotage of or interference in the performance of work

Threats to or intimidation of any individual through the use of threatening words and/or behaviors

Unwelcome advances or propositions