2002-09-16 CC WS Packet - Laserfiche WebLink

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decisions affecting that individuals' employment; or . The conduct or communication has the purpose or effect of unreasonable interfering with an individual's work performance or creating an intimidating, hostile or offensive working environment. c. Supervisory and Administrative Responsibili ty. No supervisor shall engage in sexual harassment. If any discriminatory or unreasonable conduct is observed by supervisors, the offending person or people should be asked to stop immediately and advised that discipline will follow if they continue in this behavior. Supervisors who become aware of violations of the sexual harassment policy and fail to take action, may be subj ect to disciplinary action. All incidents or recurrences should be reported as described below. d. Employee Responsibility. Employees shall conduct themselves in accordance with this policy and shall assist supervisors and department heads in maintaining a work environment free from sexual harassment. Any offensi ve conduct should be substantiated to the extent possible. Employees are encouraged to inform the offending person (s) that the employee finds the conduct offensive and request that it stop. If the conduct persists, such conduct should be immediately reported to the department head or the Ci ty Administrator, as described below. e. Complaints. In order for the City to address offensi ve or harassing conduct, such conduct must be brought to the City's attention. Complaints of sexual harassment shall be dealt with fairly and evenhandedly. The dignity of all the parties involved shall be considered. Any employee, who believes that the employee has been harassed, or has wi tnessed sexual harassment, should promptly report the facts of the incident or incidents and the names of the individuals involved to the employee's department head, or to the VI-4