Sex dating in bastrop louisiana
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All names presented here were gathered at a past date.
Anyone who uses this information to commit a crime or to harass an offender or his or her family is subject to criminal prosecution and civil liability.
In resolution of this action, the parties hereby AGREE and the Court expressly APPROVES, ENTERS and ORDERS the following: I. The parties to this Decree are the United States, by the Department of Justice ("United States") and the City of Bastrop, Louisiana. The City of Bastrop, Louisiana, its Department of Public Works, its Streets Department, and its current, former and future agents, employees, officials, designees and successors in interests are referred to hereinafter as "Bastrop" or "the City." 3. the City adopts and maintain a clear, meaningful and well-publicized policy prohibiting sexual and racial harassment that includes provisions regarding the responsibilities of supervisors to report and respond to complaints of sexual or racial harassment, provides employees with multiple avenues for registering complaints, and includes specific schedules of graduated disciplinary measures associated with the type and number of violations of these policies; e. The City shall require all current and future employees to sign and date an acknowledgment of receipt of this Policy when the employee obtains a copy of the Policy. The City shall post the revised Sexual and Racial Harassment/Employment Discrimination Policy in a prominent, conspicuous, centrally-located place commonly used for posting notices (e.g., bulletin boards) in all City buildings and facilities and in the City's administrative offices. Within thirty (30) days of the date of entry of this Decree, the City shall amend its General Personnel Policies to include the following language: HARASSMENT The City forbids harassment of employees because of age, race, sex, color, religion, disability, or national origin, or because an employee has made a formal or informal complaint about discrimination or harassment based on any of those characteristics (retaliatory harassment).
In its Complaint, the United States alleges that the City has discriminated against Kimberly Mullins, a white female formerly employed as an operator in the City's Streets Department, because of her race, white, and her sex, female, in violation of Section 703(a) of Title VII of the Civil Rights Act of 1964, as amended, 42 U. This Decree, being entered with the consent of the parties, shall not constitute an admission, adjudication or finding on the merits of this action, and the City denies that any unlawful discrimination has occurred. The Equal Employment Opportunity Commission is referred to hereinafter as "EEOC." Title VII of the Civil Rights Act of 1964, as amended, 42 U. "Sexual harassment" includes, but is not limited to: unwelcome sexual advances, requests for sexual favors, verbal, physical or other conduct of a sexual nature, or acts of gender-based animosity or hostility (whether or not sexual in nature), any of which creates or tends to create a hostile work environment based on sex for an employee or employees of the City. "Racial harassment" includes, but is not limited to: unwelcome racial comments, use of racial slurs, jokes or derogatory descriptions of an employee (or others with whom the employee associates), racially derogatory descriptions or comments regarding other members of an employee's racial group in the presence of that employee, derogatory or adverse treatment that is not explicitly racial in nature when it is motivated by racial animus, any of which creates or tends to create a hostile environment based on race for an employee or employees of the City. "Day" or "days" refers to calendar and not business days. "Date of entry of this Decree" refers to the date that the Court gives final approval to this Decree by signing and entering the Decree as an Order of the Court. employees in the City are not retaliated against or in any respect adversely affected for opposing employment practices that they reasonably believe constitute sexual or racial harassment, making a complaint alleging such practices, or cooperating with the investigation of any such complaint; d. retaliating against or in any respect adversely affecting any employee in the City because that individual has opposed employment practices that the individual reasonably believes are discriminatory, filed a complaint or charge alleging discriminatory employment practices, or cooperated with the investigation of any such complaint or charge (including cooperating with the United States' investigation of EEOC charge No. No later than forty-five (45) days after the date of entry of this Decree, the City shall provide the United States with written confirmation that it has completed issuance and distribution of the revised Policy. For all future employees, the City shall issue and distribute the revised Sexual and Racial Harassment/Employment Discrimination Policy (attached hereto as Exhibit 1) within fifteen (15) days of the employee's hire.
Walker is no longer willing or able to provide training services, or the City determines that a different trainer is required, before a new training instructor or organization is selected and/or retained, Bastrop shall inform the United States, in writing, of the intended selection, and shall forward a resume or other document setting forth the instructor's or organization's qualifications to provide such training.
If the United States agrees that the instructor or organization is qualified, the instructor or organization shall be selected and/or retained to conduct the training.
This is higher than the national average of 16.06 Sex Offender or Child Predators per 10,000 residents.
Records indicate there are 610 incarcerated Sex Offender or Child Predators in Louisiana, as well as *No representation is made that the person listed here is currently on the state's offenders registry.
The training for supervisory employees shall include instruction on supervisors' duties to detect and prevent sexual and racial harassment, the procedures for reporting and investigating complaints of sexual and racial harassment, and their duties to promptly forward any formal or informal reports of racial or sexual harassment brought to their attention to the individual or individuals responsible for responding to such reports on the City's behalf. During the training, all City employees shall be provided a copy of the revised Sexual and Racial Harassment/Employment Discrimination Policy attached hereto as Exhibit 1. 20530-5968 (202) 514-0548 Dated: Dated: DONE AND ORDERED this day of , 2001 Judge Robert G. Kirk United States Magistrate Judge EXHIBIT 1 This document sets forth the policy of the City of Bastrop ("the City") prohibiting sexual and racial harassment, as well as other forms of employment discrimination prohibited by Title VII (i.e., discrimination on the basis of race, color, religion, sex, and national origin, and retaliation) in the workplace.
All City employees shall sign and date an acknowledgment of attendance for any and all training instituted by the City concerning racial and sexual harassment and shall sign and date an acknowledgment that they have received a copy of the racial and sexual harassment policy upon obtaining that policy. After the initial training session(s), for a period of five years from the effective date of this Decree, the City shall hold annual mandatory sexual and racial harassment training for all City employees. This policy is effective immediately and applies to all of the City's employees.
More serious instances of harassment will carry more severe penalties, up to and including dismissal.
If an employee believes he or she has been subjected to harassment because of age, race, sex, color, religion, disability, national origin, or as a form of retaliation for a complaint of harassment, that employee may bring a complaint to the attention of any City supervisor or administrator, or to the designated EEO Monitor, Mr.
Those training sessions shall include the same information described in paragraph 21 above, and all of the same requirements shall apply. Bastrop shall adopt, as a criterion for evaluating the performance of all of its employees who have supervisory or managerial authority over other employees, a factor that takes into account such an employee's awareness of EEO requirements and procedures, and that employee's commitment to enforcing the City's sexual and racial harassment policies. The United States and the City shall jointly move the Court to appoint Charles Underwood as Equal Employment Opportunity ("EEO") Monitor at the same time the parties jointly submit this Decree to the Court for its approval. This policy establishes procedures and methods for department heads, managers, supervisors and employees to individually pursue a work environment free from sexual harassment, racial harassment, retaliation and other forms of employment discrimination prohibited by Title VII (hereinafter referred to as "other forms of employment discrimination").