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State of New Jersey Department of Environmental Protection
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DEP Policy & Procedure 2.48
It is the policy of the Department that all employees have a right to work in an environment free from unlawful discrimination. This policy applies to conduct which occurs in the workplace and also extends to conduct which occurs at any location that can reasonably be regarded as an extension of the workplace, such as any field location, any off-site business-related social function, or any facility where Department business is being conducted and discussed.

All forms of unlawful employment discrimination based upon race, creed, color, national origin, nationality, ancestry, age, sex/gender (including pregnancy), marital status, civil union status, domestic partnership status, familial status, religion, affectional or sexual orientation, gender identity or expression, atypical hereditary cellular or blood trait, genetic information, liability for service in the Armed Forces of the United States or disability are prohibited and will not be tolerated. Any employee who violated this policy may be subject to disciplinary action; and, in the case of vendors, removal of employees from the job site or suspension of the contract in keeping with State and Federal laws.

To the extent possible, the investigative proceedings will be conducted in a manner to protect the privacy interests of those involved. All parties involved in the proceedings will be advised to maintain strict confidentiality, from the initial meeting to the final agency decision, to safeguard the privacy and reputation of all involved. Failure to comply with this confidentiality directive may result in disciplinary action.

It shall be a violation of this policy to take reprisals against any person because she/he has filed a complaint, testified or assisted in any proceeding under this policy. Threats, other forms of intimidation and/or retaliation against the complainant or any other party based on involvement in the complaint process may be cause for disciplinary action.

If any employee knowingly makes a false accusation of unlawful discrimination/harassment or knowingly provides false information in the course of an investigation of a complaint, such conduct may be grounds for discipline. Complaints made in good faith, however, even if found to be unsubstantiated, will not be considered a false accusation.

Any employee found to have violated this policy will be subject to appropriate disciplinary action which may include: reprimand, suspension or termination of employment. The Department also reserves the right to take other remedial action deemed appropriate to resolve a problem or perceived problem. Such remedial action may include, but is not limited to, training, counseling or reassignment.

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Last Updated: December 6, 2013