Agenda - Council - 12/10/2024 - Laserfiche WebLink

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on the granting of sexual favors to any other employee or -supervisor; • Any action relating to an employee's job status that, which is taken as a direct result of the granting or refusing cal of social or sexual favors; • The deliberate or careless creation of an atmosphere of sexual harassment or intimidation; • The deliberate or careless expression of jokes or remarks of a sexual nature to, or in the presence of, employees who may fmd such jokes or remarks offensive; • The deliberate or careless dissemination or display of materials such as cartoons, articles, pictures, other graphics of a sexual nature that are not, etc., which have a sexual content and which are not necessary for work; • The use of suggestive facial expressions or gestures of a sexual nature. Other protected class harassment is offensive conduct or communication based on an individual's =race, color, creed, religion, national origin, sex, sexual orientation, disability, age, marital status, familial status, status with regard to public assistance, or any other characteristic protected by State or federal law when: Submission to such conduct is made either implicitly or explicitly as a term or condition of an individual's employment; 2,1. 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 iwrcreating an intimidating, hostile, or offensive working environment. All employees should keep in mind that the absence ofintent to harass an individual is not a defense to a complaint of harassment. It is the impact and nature of the conduct, not the intent, which determines whether the conduct is harassing. Any employee who believes they are he or she is being subjected to sexual harassment or other protected class harassment m 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 Administrative Services Director.— If the Administrative Services Director is the person alleged to have engaged in conduct prohibited by this policy, complaints should instead be made to the 6iCity Administrator. While the GityCity 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 the 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) &—Identification of any potential witnesses to the incident 531Page Formatted: No underline