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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 Administrative Services <br /> Director. If the Administrative Services Director is the person alleged to have engaged in <br /> conduct prohibited by this policy,complaints should instead be made to the City Administrator. <br /> While the City encourages written reports of the alleged conduct,verbal reports will be accepted. <br /> The 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,Administrative Services Director,or <br /> City 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 /> Administrative Services Director immediately without screening or investigating the report, <br /> unless the Administrative Services Director is involved or have a conflict of interest,in which <br /> case the report shall be made to the City Administrator pursuant to the reporting procedures. <br /> Failure of any supervisory employee to forward such a report to the appropriate party may be <br /> grounds for discipline. If appropriate,the Administrative Services Director shall inform the <br /> Department Head of the report of harassment. <br /> 551Page <br />