2009-12-09 Addn'l Handout from Mtg.

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12 -09 -09 C) That conduct or communication 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. Examples of inappropriate conduct include but are not limited to: • Unwanted physical contact; • Unwelcome sexual jokes or comments; • Sexually explicit posters or pin -ups; • Repeated and unwelcome requests for dates or sexual favors; • Sexual gestures; • Any indication, exptessed or implied, that an Employee's job security or any other condition of employment depends on submission to or rejection of unwelcome sexual requests or behavior. 18.3 Expectations Violations: The City of Centerville recognizes the need to educate its Employees on the subject of sexual harassment and stands committed to provide information and training. All Employees are expected to treat each other and the general public with respect and to assist in fostering an environment that is free from unwanted harassment. Violations of this policy may result in discipline, including possible discharge. Each situation will be evaluated on a case by case basis depending on the severity and the circumstances involved. Notice: In order for a sexual harassment issue to be addressed, it must be brought to the attention of management. In order for action to be taken, information must be forwarded to the appropriate level of management. Report to: Any Employee who believes he or she has been harassed by a co- worker, supervisor, or agent of the City should promptly 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 Administrator is unavailable, or if the City Administrator is the perpetrator of the alleged harassment, the employee should report the incident immediately to the Mayor. The City Administrator (or Mayor) will investigate such claims and consult with the City attorney fot advice on appropriate action. In addition to notifying one of the above people and reporting the nature of the harassment, the Employee is also urged to take the following steps: A) Clearly indicate to the harasser that the conduct is unwelcome and document that conversation; Page 34 of 50 Adopted _, 2009