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<br />Responsibility: Supervisors should immediately report any incidents of sexual <br />harassment to the City Administrator. If the City Administrator is unavailable, <br />supervisors should report the incident immediately to the Mayor. The City <br />Administrator (or Mayor) will investigate such claims and consult with the City <br />attorney for advice on appropriate action. <br /> <br />In addition to notifying one of the above people and reporting the nature of the <br />harassment, the Employee is also urged to take the following steps: <br /> <br />A) Clearly indicate to the harasser that the conduct is unwelcome and document <br />that conversation; <br /> <br />B) Document the occurrences of harassment; <br /> <br />C) Submit the documented complaints to your supervisor, the City <br />Administrator, mayor or councilmember. It is required that the complaint is <br />in writing; <br /> <br />D) Document any further harassment or reprisals that occur after the complaint <br />is made. <br /> <br />Rights: Employees have the right to raise the issue of sexual harassment and to @e <br />complaints with respect to such harassment without reprisal. The City recognizes <br />that there are inherent difficulties in developing evidence and maintaining close <br />working relationships among Employees in instances where harassment has <br />occurred. Because of this, the City urges that conduct which is viewed as offensive, <br />be reported immediately to allow for corrective action to be taken through education <br />and initial counseling, if appropriate. <br /> <br />Obligations: Management has the obligation to provide an environment free of <br />sexual harassment. The City of Centerville is obligated to prevent and correct <br />unlawful harassment in a manner which does not abridge the rights of the accused. <br />To accomplish this task, the cooperation of all Employees is required. <br /> <br />Action: The City of Centerville, in all cases, will take action to correct any reported <br />harassment to the extent evidence is available to verify the alleged harassment and <br />any related retaliation. All allegations will be investigated. Strict confidentiality is not <br />always possible in all cases of sexual harassment as the accused has the right to <br />answer charges made against them, particularly if discipline is a possible outcome. <br />Reasonable efforts will be made to respect the confidentiality of the individuals <br />involved, to the extent possible. <br /> <br />19. RESIGNATION <br /> <br />19.1 Written Notice <br />General: Any Employee wishing to leave municipal service in good standing must <br />submit a written resignation to his or her supervisor at least fourteen (14) calendar <br />days before an Employee's anticipated leaving. The resignation must state the <br />effective date of the resignation may state the reason for leaving. The City <br /> <br />/tJ9 <br />