2004-04-28 WS & CC Meeting - Laserfiche WebLink

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B) Submission to or rejection of that conduct or communication by an .individual is used as a factor in decisions affecting that individual's employment; C) That conduct or co=unication has the purpose or effect of substantially interfering with an individual's employment or creating an intimidating, hostile or offensive employment environment and the Employer knows or should have known of the existence of the harassment and fails to take timely and appropriate action. 18.3 Expectations Examples of inappropriate conduct include but are n . Unwanted physical contact Unwelcome sexual jokes or commen Sexually explicit posters or pin-u Repeated and unwelcome requ Sexual gestures Any indication, expressed or or any other condition of empl rejection of unwel sexual req . . . . . es the need to educate its Employees on committed to provide information and t each other and the general public with vironment that is free from unwanted may result in discipline, including possible be evaluated on a case by case basis depending on the . volved. sexual harassment issue to be addressed, it must be brought ent. In order for action to be taken, information must propriate level of management Report to: Employee who believes he or she has been harassed by a co- worker, supervisor, or agent of the City should promprly report the facts of the incident or incidents and the names of the individuals involved to his or her supervisor or in the alternative to the City Administrator. Responsibility: Supervisors should immediately report any incidents of sexual harassment to the City Administrator. If the City Adtninisttator is unavailable, supervisors should report the incident immediately to the Mayor or a Councilmember. The City Administtator (or mayor or councilmember) will investigate such claims and take appropriate action. 32