Violence in the Workplace and Sexual Harassment Policies
The State of Connecticut has adopted a statewide zero tolerance policy for workplace violence.
Therefore, except as may be required as a condition of employment:
No employee shall bring into any state workplace any weapon or dangerous instrument as defined herein.
No employee shall use, attempt to use, or threaten to use any such weapon or dangerous instrument in a state worksite.
No employee shall cause or threaten to cause death or physical injury to any individual in a state worksite.
Weapon means any firearm, including a BB gun, whether loaded or unloaded, any knife (including large, folding “buck” type knives or jackknives), including a switchblade or other knife having an automatic spring release device, a stiletto, any police baton or nightstick or any martial arts weapon or electronic defense weapon.
Dangerous instrument means any instrument, article, or substance, which, under the circumstances, is capable of causing death or serious physical injury.
The following are generally not regarded as weapons: department-issued instruments or objects when used by employees in an appropriate manner; self-defense sprays; and, in general, personal penknives and small pocketknives used for personal convenience. However, these or any other objects, when deployed to physically threaten or harm others will be considered weapons.
Any employee who violates this policy by carrying or using a weapon will be subject to disciplinary action up to and including dismissal and possible criminal charges.
Acts of sexual harassment are contrary to the mission and goals of the FOIC and are, therefore, prohibited. In accordance with federal law and state statute, sexual harassment is any sexual advances, requests for sexual favors or other verbal or physical conduct of a sexual nature when: submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment; submission to, or rejection of such conduct by an individual is used as a basis for employment decisions affecting such individual’s employment, evaluation, wages, advancement, assigned duties, shifts or career development; or, such conduct has the purpose or effect of substantially interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment. No employee may engage in any activity or behavior which may constitute sexual harassment. Examples of sexual harassment include, but are not limited to, the following: engaging in sexual flirtation, touching, advances or propositions, verbal abuse of a sexual nature; making graphic or suggestive comments about an individual’s dress or physical appearance; using sexually degrading words to describe an individual; displaying sexually suggestive objects or materials, such as sexually explicit photographs or drawings; making a comment or spreading a rumor which embarrasses, ridicules or demeans a person because of the individual’s gender or sexual orientation; threatening or insinuating, either explicitly or implicitly, that an employee’s refusal to submit to sexual advances shall adversely affect the employee’s continued employment, performance evaluation, wages, advancement, assigned duties, or any other privilege or condition of employment.
When interacting with others in the workplace, employees must be sensitive to the way in which words and actions may be perceived by others. Words or actions which could reasonably be perceived as offensive and unwelcome could be unlawful harassment. Normal, courteous, respectful, pleasant and non-coercive interaction between individuals that is acceptable to all is not sexual harassment.
Violations of this policy will result in disciplinary action, up to and including dismissal from state service. If you believe you are the victim of discrimination or sexual harassment, contact the Affirmative Action Officer Kathleen K. Ross.