Editorial: York County's new harassment policy is welcome

In the not-so-distant past many assumed that harassment in the workplace was rare and that when it occurred it would be easy to recognize. Gradually, though – often far too gradually – both employers and employees have come to recognize the importance of strictly defining harassment, diligently preventing it and dealing quickly with those who engage in it.

York County appears to have taken a significant step in addressing this issue with the adoption of a new anti-harassment policy last week. While this is the county’s first formal update of rules in the workplace in more than 20 years, it is a comprehensive overhaul of the old policy that was vetted by both the county attorney and a personnel attorney used by the county.

Some county council members, in fact, said they were worried that the changes went too far in some cases. But county staff members were able to alleviate the council’s concerns, and the revised policy was unanimously approved.

The changes were prompted by complaints against Phil Leazer, who had been with York County for 26 years prior to resigning in April. Leazer, who headed the county’s Pennies for Progress road construction program, said he left to pursue other job possibilities, but his exit was preceded by a formal investigation by the county’s human resources department into allegations that he made “inappropriate” and “suggestive” comments to coworkers.

The new policy explicitly defines which behaviors are unacceptable. It is designed to draw the line between admissible “joking” or “comments” and that which is prohibited.

Prohibited behaviors include “explicit sexual propositions, sexual innuendo, suggestive comments, sexually oriented kidding or teasing, practical jokes, jokes about gender-specific traits, foul or obscene language or gestures, displays of foul or obscene printed or visual material, put-downs or condescending or derisive comments or terms based on gender, and physical conduct, such as patting, pinching or brushing against another person.”

As noted, the definitions are precise.

In addition to spelling out what constitutes harassment, the policy also encourages both victims of harassment and those who witness it to report incidents to supervisors. And if supervisors don’t follow up with an investigation, they could be subject to a lawsuit.

Some critics undoubtedly will claim that a stringent policy such as this can have a chilling effect on relationships among workers. They will say the rules stifle natural interaction in the workplace.

But those complaints often come from unenlightened workers who are guilty of crossing the line into inappropriate behavior themselves. They either are unaware or don’t care that such behavior can be threatening and offensive to others.

Defining that behavior is the first, vital step to ensuring that everyone understands where the boundaries are. Then, it is a matter of training and enforcement to ensure that all workers observe the rules.

In most cases, this does not make everyday interactions among workers more difficult. Just the opposite, it makes them easier.

It’s unfortunate that it took significant complaints about a longtime supervisor to prompt this effort by the county. And, with no update in the county’s harassment policy in more than two decades, the county is late in addressing this issue.

But better late than never. We hope this new policy will go a long way toward eliminating whatever unacceptable behavior might be occurring now or in the future.

This story was originally published June 28, 2015 at 8:09 AM with the headline "Editorial: York County's new harassment policy is welcome."