All those in favor say #MeToo and #TimesUp. In a unanimous 18-0 vote, county lawmakers passed legislation last week that will set better standards and practices regarding sexual harassment and misconduct in the workplace for county employees.
During its Feb. 6 meeting, members of the Suffolk County Legislature pushed forward two bills sponsored by Legislator Monica Martinez (D-Brentwood).
“My hope with these laws is that we become a safer county, that it gives something to build a foundation on and that people can feel comfortable in the workforce here,” Martinez said. “To me, it was mind-boggling that we didn’t really have anything set in the county, especially being one of the biggest counties and employers, so I’m proud of it and I really thank my colleagues for supporting me.”
“My hope with these laws is that we become a safer county, that it gives something to build a foundation on and that people can feel comfortable in the workforce here.”
— Monica Martinez
The first bill mandates the director of the Office of Labor Relations provide county legislators statistics on “the number, type and disposition of employee disciplinary proceedings” involving sexual harassment or discrimination for 2015, 2016 and 2017 within 90 days; and submits this information by Feb. 28 of each year, starting in 2019. The bill also states that the county attorney must issue a report that contains a list of all sexual harassment and discrimination claims filed against Suffolk County in court, plus the settlement of any litigation claims, for 2015, 2016 and 2017 within 90 days; and, again, submit this annually starting in 2019.
“The way the resolution in the policy is designed is that it would be broken down between county departments and, within each department, the division within that department will have a more concise gathering of data,” Martinez said, adding that names will be redacted from the data to protect the privacy of those involved. “This will really help us hone in on what’s going on and who we need to focus on in each department.”
She added she hopes the bill can help prevent sexual harassment lawsuits and reduce costs for taxpayers in the future.
According to Martinez and the elected officials who co-sponsored and supported the bill — including Presiding Officer DuWayne Gregory (D-Amityville), Legislator Kara Hahn (D-Setauket) and Legislator
Sarah Anker (D-Mount Sinai) — the legislative body as a whole has never been made aware of these kinds of settlements or given insight into how many active complaints there are or the nature of those complaints, until now.
“In the past, if you didn’t ask, you didn’t get it,” Anker said. “But basically, here, we’re not asking, we’re telling them.”
Gregory said this will help make things more transparent.
“This will give us information so that we can fully exercise our oversight function as a policy-making branch of government.”
— DuWayne Gregory
“If we see there are things going on and there’s a pattern, then we have to be sure that the proper training is being provided to the various departments, or [an] individual department,” Gregory said. “This will give us information so that we can fully exercise our oversight function as a policy-making branch of government.”
Hahn agreed, saying that all the women in the legislature are eager to crack down on this issue.
“We want to be sure that our voices are heard,” she said. “When we say ‘me too,’ we are protecting all the women that work for the county and work within the county, and we’re all looking for ways to do more.”
She said there’s no question there have been incidents at the county level.
“There’s clear understanding that there’s a pervasive problem in our society, and a clear recognition that those statistics are important for us to understand,” Hahn said. “The better question now is, do we know how many? Do we know how pervasive this is? Do we know if we need more training or better training?”
The other bill passed will create a county policy in which all employees hired will be given a “Know Your Rights” pamphlet, maintained by the Department of Civil Services and Human Resources and issued by the director of the Office of Labor Relations. All new employees will be required to sign a document acknowledging they have received the pamphlet.
This will inform new employees who to contact if an issue arises and provide accountability.
“We need to get people aware that there is information pertaining to protecting their rights and protecting them from sexual harassment or discrimination, or both,” Anker said. “It’s a proactive measure … we are taking.”