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• Any action relating to an employee's job status that is taken as a direct result of granting <br />or refusing social or sexual favors; <br />• The deliberate or careless creation of an atmosphere of sexual harassment or <br />intimidation; <br />• The deliberate or careless expression of jokes or remarks of a sexual nature to, or in the <br />presence of, employees who may find such jokes or remarks offensive; <br />• The deliberate or careless dissemination or display of materials such as cartoons, <br />articles, pictures, other graphics of a sexual nature that are not necessary for work; <br />• The use of suggestive facial expressions or gestures of a sexual nature. <br />Other protected class harassment is offensive conduct or communication based on an <br />individual's race, color, creed, religion, national origin, sex, sexual orientation, disability, age, <br />marital status, familial status, status with regard to public assistance, or any other characteristic <br />protected by State or federal law when: <br />1. Submission to such conduct is made either implicitly or explicitly as a term or condition <br />of an individual's employment; <br />2. Submission to or rejection of such conduct by an individual is used as a basis for an <br />employment decision affecting the individual's employment; <br />3. Such conduct has the purpose or effect of substantially interfering in an individual's <br />employment or 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 they are being subjected to sexual harassment or other protected <br />class harassment in any foiin, 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 <br />Services Director. If the Administrative Services Director is the person alleged to have engaged <br />in conduct prohibited by this policy, complaints should be made to the City Administrator. <br />While the City encourages written reports of the alleged conduct, verbal reports will be <br />accepted. The individual receiving the report should be prepared to supply the following <br />information: <br />1. Date, time, and location of the 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 />5. Identification of any potential witnesses to the incident <br />51 <br />