Laserfiche WebLink
3. Such conduct has the purpose or effect of substantially interfering in an individual's <br /> employment or in creating an intimidating, hostile, or offensive working environment. <br /> All employees should keep in mind that the absence of intent to harass an individual is not a <br /> defense to a complaint of harassment. It is the impact and nature of the conduct, not the intent, <br /> which determines whether the conduct is harassing. <br /> Any employee who believes he or she is being subjected to sexual harassment or other protected <br /> class harassment in any form, or any employee with knowledge or belief of conduct on the part <br /> of another employee or other individual which may constitute a violation of this policy, is <br /> required to report the alleged conduct immediately to a supervisor or the Human Resources <br /> Manager. If the Human Resources Manager is the person alleged to have engaged in conduct <br /> prohibited by this policy, complaints should instead be made to the City Administrator. While <br /> the City encourages written reports of the alleged conduct, verbal reports will be accepted. The <br /> individual receiving the report should be prepared to supply the following information: <br /> 1. Date, time and location of incident <br /> 2. Identification of the offender(s) <br /> 3. A detailed description of the incident <br /> 4. Any materials in the complaining employee's possession related to the incident(e.g. <br /> cartoons, articles, pictures) <br /> S. Identification of any potential witnesses to the incident <br /> Additionally, at the time of the incident, if you are the employee being subjected to the <br /> inappropriate behavior and feel comfortable in so doing, you may, but are not required to, <br /> courteously, but firmly, tell the individual(s) engaging in the inappropriate behavior to stop the <br /> behavior because the behavior makes you feel intimidated, offended or uncomfortable. Include a <br /> summary of this discussion in your report to the supervisor, Human Resources Manager, or City <br /> Administrator. <br /> Supervisors are responsible for maintaining a work environment that is respectful and free from <br /> discrimination in any form. These responsibilities include proactively maintaining the <br /> compliance of all employees with this policy. <br /> Any supervisor who receives a formal or informal, oral or written report of harassment, or have <br /> personal knowledge or reason to believe that such harassment has occurred shall inform the <br /> Human Resources Manager immediately without screening or investigating the report, unless the <br /> Human Resources Manager is involved or have a conflict of interest, in which case the report <br /> shall be made to the City Administrator pursuant to the reporting procedures. Failure of any <br /> supervisory employee to forward such a report to the appropriate party may be grounds for <br /> discipline. If appropriate, the Human Resources Manager shall inform the Department Head of <br /> the report of harassment. <br /> 421Page <br />