Stephen C. Dwight was raised in Moss Bluff, Louisiana. He graduated from Louisiana State University in 1999 and then went on to graduate from Southern University Law School where he received his Juris Doctor in 2002. Upon graduation, he joined Dwight Law Firm, LLC where he has served as General Counsel for Sheriff Tony Mancuso and the Calcasieu Parish Sheriff's Office as well as serving the City of Westlake as City Attorney, City Prosecutor and Magistrate.
In 2015, Stephen was elected as the Louisiana State Representative for District 35 and served for 5 years until being Elected District Attorney.
Stephen took the Oath of Office as District Attorney for Calcasieu Parish on January 10, 2021. He has been appointed by the Governor of Louisiana to serve on the Louisiana Commission on Law Enforcement and Administration of Criminal Justice as well as the Peace Officer Standards & Training Council.
03-01.10 ANTI-HARASSMENT & SEXUAL HARASSMENT POLICY
A. The CPDAO is committed to providing a work environment that promotes equal
employment opportunities and prohibits unlawful discriminatory practices, including harassment.
B. It is the policy of CPDAO to ensure equal employment opportunity without
discrimination or harassment with respect to race, religion, color, sex, national
origin, age, disability or any other protected status. All such harassment is not
only unlawful but is specifically prohibited by the CPDAO.
C. Sexual harassment on the job violates Title VII of the Civil Rights Act of 1964.
Sexual Harassment means "any unwelcome sexual advances or requests for sexual
favors or any conduct of a sexual nature."
Training Requirement: The CPDAO requires, pursuant to Louisiana Revised
Statutes 42:343, all employees either temporary or permanent, under contract or
appearing in a representative capacity on behalf of the CPDAO to receive one (1)
hour of sexual harassment training annually.
The Human Resources Department will provide an opportunity to fulfill this
requirement and will provide an online option.
D. Types of Harassing Conduct
1. Sexual harassment is defined as unwelcome sexual advances, requests for
sexual favors and other verbal or physical conduct of a sexual nature when:
a. Submission to such conduct is explicitly or implicitly made with a
a term or condition of an individual's employment; or
b. Submission to or rejection of such conduct by an individual is used as
the basis of employment decisions affecting such individual; or
c. Such conduct has the purpose or effect of interfering unreasonably
with an individual's performance or creating an intimidating, hostile
or offensive environment.
2. Sexual harassment may include a range of subtle and not-so-subtle behaviors
and may involve individuals of the same or different gender. Depending on
the circumstances, these behaviors may include but is not limited to:
a. Sexual flirtations, advances, or propositions;
b. Verbal abuse of a sexual nature, including threats, off-color jokes,
or crude and offensive language;
c. Graphic or suggestive comments about an individual's appearance
d. Leering or whistling;
e. The display of sexually suggestive objects or pictures;
f. Any offensive or unwanted physical conduct such as indecent gestures, touching, patting or pinching;
g. Physical restraint or assault;
h. Sending sexually suggestive notes or messages;
i. Any other unwelcome physical, verbal or visual conduct of a sexual
3. Harassment on the basis of any other protected characteristic is also strictly
prohibited. The CPDAO policy prohibits harassment with respect to race, color, gender, religion, national origin, age, disability, and any other protected status. Harassing conduct includes slurs or negative stereotyping; threatening, intimidating or hostile acts; denigrating jokes; and written or graphic material that denigrates or shows hostility or aversion toward an individual or group that is posted or circulated in the workplace.
4. Harassing conduct communicated or transmitted electronically through
e-mail, phone messages, tweets, blogs, social networking sites, or other
means is prohibited.
E. Individuals Covered
This anti-harassment policy and sexual harassment policy applies to all employees
of the CPDAO, as well as CPDAO vendors, contractors, and customers.
F. Notification Procedure
1. Any employee who feels that he or she has been subjected to harassing
conduct or believes he or she has witnessed such conduct has a
responsibility to report the situation as soon as possible to their
supervisor, Administration, or any member of management.
2. When possible, the CPDAO encourages employees to promptly advise the
offender that his or her behavior is unwelcome and request that the
3. All complaints will be taken seriously and investigated. All employees
and witnesses are expected to cooperate with the investigation. Information
provided by employees will be treated as confidential. The information may
be disclosed to those who have a need for the information or when required
in the course of investigation, or by law. False information provided by an employee
may subject that employee to discipline, up to and including termination.
4. Harassment by any employee is grounds for disciplinary action, up to and
5. Retaliation against an individual for reporting harassment or discrimination
or for participating in an investigation of a claim is a serious violation of this
policy and will be subject to disciplinary action. Acts interpreted as retaliation should be reported immediately according to the notification procedure and will be promptly investigated and addressed.
G. Investigative Procedure
1. Upon receiving a sexual harassment/harassment complaint, it will become that supervisor’s responsibility to immediately report it to one of the following:
a. Chief of Staff
b. Chief of Litigation
c. First Assistant District Attorney
2. It will be the responsibility of the Chief of Staff, Chief of Litigation, or First Assistant
District Attorney to ensure the following is done in a timely manner:
a. The complaint is documented.
b. An investigator is assigned to conduct a complete and thorough investigation.
c. The investigator submits (in a timely manner) a detailed report and any
evidence (witness statements, electronic messages, etc.) pertinent to the
3. Once the investigation is complete, it will be the responsibility of the Chief of Staff,
Chief of Litigation, or First Assistant District Attorney to ensure the following:
a. Provide a written disposition that states findings (sustained, unsustained,
unfounded), corrective action (if applicable), and/or disciplinary action (if applicable).
b. There is no retaliation against any person who files a complaint or is a witness in
an investigation. Retaliation will not be tolerated and will result in severe