The Act is designed to prevent conflict between personal interests and official duties of State officers and employees. The Act places limitations on outside activities by State policy-makersonly. The Department of Civil Serviceis responsible for enforcing that policy and for developing comprehensivestatewide affirmative action policies, goals, objectives, and implementationstrategies. Each state agency is required to develop a written affirmativeaction program and include specific goals and timetables for the promptachievement of full and equal employment opportunities for minorities,women, disabled persons, and Vietnam era veterans, at all occupationallevels of State government. The Governor's Executive Committee for AffirmativeAction advises the Governor and assists the President of the Civil ServiceCommission in the formulation, coordination, and effective implementationof all State departments' and agencies' affirmative action programs.
Sexual harassment is considered a form of employee misconduct.
The State has served notice that it will impose sanctions on individuals engaging in such conduct and on supervisory and managerial personnel whoknowingly allow such behavior to continue. As with other cases of discrimination,formal complaints should be handled through the affirmative action officer. The Office of Employee Relations was charged with the establishment ofguidelines and implementation of procedures for handling complaints toensure that such discrimination is prevented. Investigations into complaintsof discrimination are conducted with particular regard for confidentiality. TheAmericanswith Disabilities Act prohibits discrimination against individualswithdisabilities in employment, public service, public accommodation, transportation,and telecommunications.