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<br />The City of CenteNille recognizes the need to educate its employees on <br />the subject of sexual harassment and stands committed to provide <br />information and training. All employees are expected to treat each other <br />and the general public with respect and to assist in fostering an <br />environment that is free from unwanted harassment. Violations of this <br />policy may result in discipline, including possible discharge. Each <br />situation will be evaluated on a case by case basis depending on the <br />severity and the circumstances involved. <br /> <br />In order for a sexual harassment issue to be addressed, it must be <br />brought to the attention of management. In order for action to be taken, <br />information must be forwarded to the appropriate level of management. <br /> <br />An employee who believes he or she has been harassed by a co-worker, <br />supeNisor, or agent of the City should promptly report the facts of the <br />incident or incidents and the names of the individuals involved to his or her <br />supeNisor or in the alternative to the city administrator. city attorney, <br />mayor or a councilmomber. <br /> <br />SupeNisors should immediately report any incidents of sexual harassment <br />to the city coordinator administrator. If the city administrator is <br />unavailable, supeNisors should report the incident immediately to the <br />mayor or a councilmember. The city ooordinator administrator (or mayor <br />or council member) will investigate such claims and take appropriate <br />action. <br /> <br />In addition to notifying one of the above person and stating reportinq the <br />nature of the harassment, the employee is also urged to take the following <br />steps: <br /> <br />a. Clearly indicate to the harasser that the conduct is <br />unwelcome and document that conseNation. <br /> <br />b. Document the occurrences of harassment. <br /> <br />c. Submit the documented complaints to your <br />supeNisor, the city coordinator administrator, <br />mayor or councilmember. It is required that the <br />complaint is in writinq. <br /> <br />d. Document any further harassment or reprisals that <br />occur after the complaint is made. <br /> <br />Employees have the right to raise the issue of sexual harassment and to file <br />complaints with respect to such harassment without reprisal. The City <br />recognized that there are inherent difficulties in developing evidence and <br />