Clerk Of Court Employment/Harassment Policies

from PPCC Employee Handbook, 6.27.19


EMPLOYMENT AT WILL

Employment with the Clerk of Court is an at-will relationship. This means you and the Clerk of Court have the right to terminate your employment at any time, with or without cause or notice.

EQUAL EMPLOYMENT OPPORTUNITY

The Clerk of Court's office is an equal opportunity employer. Employment here is based solely upon one's individual merit and qualifications directly related to professional competence. We don't discriminate on the basis of race, color, religion, national origin, pregnancy status, sex, age, disability, military veteran status, citizenship status, or any other characteristic or classification protected by federal, state or local law. This policy applies to recruiting, hiring, training, promotions, compensation, benefits, transfers, education and all other aspects of employment with the Clerk of Court. All employment decisions are based on job-related requirements.

Further, we prohibit retaliation against applicants and employees for filing a good faith complaint or assisting in an investigation under federal, state or local employment discrimination laws.

HARASSMENT

All employees are allowed to work in a positive, respectful and productive work environment free from all forms of discrimination and harassment based on sex, race, color, religion, gender, age, national origin, disability, citizenship status, veteran status, pregnancy, or any other reason prohibited by federal, state or local laws. We do not allow or condone harassment from co-workers, supervisors, the Clerk of Court, customers or clients.

The bottom line is that all forms of harassment are strictly forbidden. We won't tolerate anything less.

Sexual Harassment

Sexual harassment is one form of unlawful harassment. Sexual harassment is defined as:

  • unwelcome sexual advances,
  • requests for sexual favors, and
  • other visual, verbal, or physical conduct of a sexual nature or based on a person's sex
  • when:
  • a person's employment depends on submission to the conduct,
  • submission to or rejection of the conduct affects employment decisions concerning the person, or
  • such conduct unreasonably interferes with a person's work performance or creates an intimidating, hostile, or offensive working environment.
  • Forms of Sexual Harassment

    Sexual harassment on the job may take several forms, including:

  • unwelcome sexual flirtations, advances, propositions, or gestures,
  • requests for sexual favors,
  • discriminatory intimidation or ridicule,
  • sex-based slurs or epithets,
  • extremely insensitive conduct because of sex/ gender,
  • unwelcome or offensive touching,
  • continued or repeated verbal abuse of a sexual nature or because of a person's sex,
  • verbal harassment, such as jokes and innuendoes,
  • graphic, verbal comments about an individual's body,
  • the display of pornographic, racist, or sexually suggestive materials, or degrading materials relating to a person's protected status, including              materials displayed using electronic communication resources (such as internet, intranet, voice mail or e-mail system),
  • jokes or cartoons of a sexual nature on display or distributed
  • conduct based on sex, but not motivated by sexual desire, such as the use of sexual stereotypes.

  • Managers or Supervisors may never threaten or insinuate that an employee's refusal to submit to sexual advances will affect the employee's employment, evaluation, wages, advancement, or other terms and conditions of employment.

    Other Forms of Harassment

    The principles for defining sexual harassment in the workplace apply as well to harassment based on other protected categories. More specifically, it is a violation of policy to engage in conduct with the purpose or effect of substantially interfering work environment on a basis of an employee status in a category protected by law.

    Employee Responsibility

    All employees have an obligation to contribute to a harassment - and discrimination - free workplace by immediately reporting if they:

  • feel uncomfortable in a situation because of someone's harassing, sexually suggestive, abusive or discriminatory behavior,
  • feel that another's harassing, sexually suggestive, abusive or discriminatory comments or actions are improper in a work environment,
  • believe that another's harassing, sexually suggestive, abusive or discriminatory behavior impairs their ability to do their job, or
  • want the harassing, sexually suggesting, abusive or discriminatory behavior to stop.

  • All employees have an obligation to cooperate in company workplace investigations.

    Complaint Procedure

    Individuals who believe they have experienced or witnessed harassment are required to immediately report the incident to the Clerk of Court or Chief Deputy at the first instance. If the employee feels uncomfortable reporting the incident of harassment to the Clerk of Court or Chief Deputy, or feels that sufficient attention has not been given to his or her complaint, the employee should contact Debbie D. Hudnall, the Executive Director of the Louisiana Clerk of Court's Association, by calling 1-800-256-6660.

    All complaints of unlawful harassment, discrimination and retaliation will be investigated and appropriate action will be taken to prevent and promptly correct any discriminatory harassing behavior. Complaints will be kept confidential, to the extent reasonably possible; however, complete confidentiality cannot be guaranteed.

    Employees may be disciplined, up to and including immediate discharge, for violations of the Equal Employment Opportunity or Harassment policies.

    Non-Retaliation

    Employees who report a violation of the Equal Employment Opportunity or Harassment policies in good faith or participate in an investigation will not be retaliated against. This means employees engaging in this protected activity will not suffer an adverse employment action (such as termination, demotion, reassignment, reduction in pay, change in pay, working hours or benefits, amongst other actions) because they made a good faith report of the violation. Anyone who engages in such retaliatory behavior will be subject to appropriate discipline, up to and including termination.

    About Us

    The Plaquemines Parish Clerk of Court's Office is the repository of records dating back to the 1790s, although the parish itself was only established in 1807, just five years before Louisiana's admission into the Union. Interestingly, most of the records filed with the Clerk in the 1800s were written in French detailing property transactions, marriages, and civil lawsuits.

    Contact Information


    Office Hours:

    Monday - Friday 8:30am - 4:30pm

    Branch Locations:

    Pointe-a-la-Hache Courthouse
    18055 Highway 15
    Pointe-a-la-Hache, LA 70082

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    Plaquemines Parish Government Annex
    301 Main Street
    Belle Chasse, LA 70037

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    Mailing Address:

    Plaquemines Parish Clerk of Court
    P.O. Box 40
    Belle Chasse, LA 70037