Tompkins County is an Equal Opportunity Employer with an Affirmative Action Plan adopted by the Tompkins County Board of Representatives in 1985. Each department head has a copy of the Affirmative Action Plan, which you may review. A copy of the Plan may also be reviewed at the office of the Affirmative Action Officer. 
 

It is the policy of Tompkins County to maintain a work environment free of unlawful discrimination for all employees. Discrimination is defined as unequal treatment because of race, color, creed, national origin, ethnicity, sex/gender, sexual orientation, religion, age, disability, marital status, status as a special disabled veteran or Vietnam era veteran or status as an ex-offender. 
 

Unequal treatment for any of the above reasons is a violation of the policies of the Tompkins County Legislature. This applies to the conduct of a supervisor toward a subordinate, OR the conduct of one employee toward another employee, OR the conduct of an employee toward an employment applicant, OR the conduct of a non-employee toward one of our employees while conducting County business.
 

If you have any questions concerning this policy, or if you wish to file a complaint of discrimination, you should contact the County Affirmative Action Officer (274-5526) or the Tompkins County Workforce Diversity and Inclusion Committee, in care of the Tompkins County Legislature, which will facilitate contact with the Affirmative Action Officer and access to the procedures; or you may contact the Tompkins County Human Rights Commission  (277-4080) or the New York State Division of Human Rights, 100 New Street, Syracuse, New York 13202 (315-428-4633) to report alleged unlawful discrimination.
 

Allegations of discrimination will be investigated immediately and thoroughly. The facts will determine the response to each allegation. Substantiated acts of discrimination will be met with appropriate corrective action, up to and including discharge, and the victim of discrimination will be entitled to restitution. All information gathered in the disposition of each allegation will be handled in a confidential manner. Retaliation made against any person making a complaint of discrimination is both expressly forbidden and illegal.
 

* According to current State and Federal guidelines, sexual harassment is defined as follows: 
 

“Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when: 

1) submission to such conduct is made explicitly or implicitly a term or condition of an individuals employment;

2) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individuals; or

3) such conduct has the purpose or effect of reasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment.”
 

9/7/86, 18-A dcpolicy