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express any prejudice concerning race, religion, politics, national origin, lifestyle, or other personal
<br /> characteristics.
<br /> In the event a member of the public becomes abusive on the phone or in person, employees should
<br /> refrain from escalating the situation and if possible, employ tactics to defuse the situation, e.g. lower the
<br /> voice, ask the person to sit down. If the situation does not improve, the employee can refer the person
<br /> to a supervisor or request that a police officer be called to the scene. Employees are not required to
<br /> continue conversations that include profanity or threats. In those situations, the employee should refer
<br /> the call to a supervisor or inform the caller, as courteously as possible, that the employee is hanging up
<br /> and will talk with the caller after the caller has calmed down.
<br /> 3) Conduct Between Employees
<br /> Employees shall cooperate with and be courteous to co-workers at all levels. While everyone is entitled
<br /> to their feelings, they are not entitled to act on their feelings inappropriately in the workplace.
<br /> Employees shall control their tempers and refrain from behaviors that are hostile, offensive,
<br /> intimidating, degrading, or exploitative. Inappropriate displays include, but are not limited to slamming
<br /> doors, pounding tables, kicking furniture, unwanted physical contact of any nature, making threats,
<br /> berating or belittling others, speaking in raised voices, using coarse, violent or profane language or
<br /> gestures, refusing to speak or respond when spoken to, and refusing to provide assistance when
<br /> requested.
<br /> Employees shall treat each other with respect. They shall refrain from making remarks about or using
<br /> nicknames for other employees that are disparaging or based on a personal characteristic; producing
<br /> cartoons or other graphics displaying other employees in an unfavorable light; communicating
<br /> threatening or disparaging remarks via any medium (voice, e-mail, notes, etc.); engaging in unwanted
<br /> horseplay or practical jokes; failing to relay written, verbal or telephone messages; unwanted,
<br /> unwarranted physical contact of any nature, including "roughhousing" such as punching in the arm,
<br /> pinching, arm twisting, etc., and other, similar unwanted conduct.
<br /> 4) Reporting Inappropriate Workplace Behaviors
<br /> Any employee who feels he or she is being subjected to intimidating, offensive, or harassing behaviors
<br /> should take the following steps:
<br /> a) If possible, politely but firmly tell the person who is behaving inappropriately that you are
<br /> uncomfortable with or offended by the behavior and ask them to stop.
<br /> b) Write a memorandum for personal reference that describes the inappropriate behavior, the date the
<br /> inappropriate behavior occurred, how it made you feel, what you did, how the offending party
<br /> responded, and the names and titles of any witnesses.
<br /> c) If confronting the offending party is not practical or possible, or if the person refuses to discontinue
<br /> the inappropriate behavior, the employee should, adhering to the chain of command, contact
<br /> someone on the list below verbally or in writing:
<br /> 1. The employee's immediate supervisor
<br /> 2. The employee's Department Head
<br /> 3. The Administrative Services Director
<br /> 4. The City Administrator
<br /> 5. The Mayor
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