Agenda - Council - 03/13/2018 - Laserfiche WebLink

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1. Submission to such conduct is made either implicitly or explicitly as a term or condition of an individual's employment; 2. Submission to or rejection of such conduct by an individual is used as a basis for an employment decision affecting the individual's employment; 3. Such conduct has the purpose or effect of substantially interfering in an individual's employment or in creating an intimidating, hostile, or offensive working environment. All employees should keep in mind that the absence of intent to harass an individual is not a defense to a complaint of harassment. )t is the impact and nature of the conduct, not the intent, /f Formatted: Font: Not Bold which determines whether the conduct is harassing. Any employee who believes he or she is being subjected to sexual harassment or other protected class harassment in any form, or any employee with knowledge or belief of conduct on the part of another employee or other individual which may constitute a violation of this policy, is required to report the alleged conduct immediately to a supervisor or the Human Resources Manager. If the Human Resources Manager is the person alleged to have engaged in conduct prohibited by this policy, complaints should instead be made to the City Administrator. While the City encourages written reports of the alleged conduct, verbal reports will be accepted. The individual receiving the report should be prepared to supply the following information: 1. Date, time and location of incident 2. Identification of the offender(s) 3. A detailed description of the incident 4. Any materials in the complaining employee's possession related to the incident (e.g. cartoons, articles, pictures) 5. Identification of any potential witnesses to the incident Additionally at the time of the incident, if you are the employee being subjected to the inappropriate behavior and feel comfortable in so doing, you may, but are not required to, courteously, but firmly, tell the individual(s) engaging in the inappropriate behavior to stop the behavior because the behavior makes you feel intimidated, offended or uncomfortable. Include a summary of this discussion in your report to the supervisor, Human Resources Manager, or City Administrator. Supervisors are responsible for maintaining a work environment that is respectful and free from discrimination in any form. These responsibilities include proactively maintaining the compliance of all employees with this policy. Any supervisor who receives a formal or informal, oral or written report of harassment, or have personal knowledge or reason to believe that such harassment has occurred shall inform the Human Resources Manager immediately without screening or investigating the report, unless the Human Resources Manager is involved or have a conflict of interest, in which case the report shall be made to the City Administrator pursuant to the reporting procedures. Failure of any 421Page Formatted: Left, Indent: Left: 0.08", Right: 0.08", No widow/orphan control, Don't adjust space between Latin and Asian text, Don't adjust space between Asian text and numbers