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7 12/2024
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<br />vulgar obscenities, name-calling, disparaging language, or any other behavior regarded as offensive
<br />to a reasonable person based upon violent or discriminatory behavior as listed above. It is not
<br />possible to anticipate in this policy every example of offensive behavior. Accordingly, employees
<br />are encouraged to discuss with their fellow employees and supervisors what is regarded as
<br />offensive, considering the sensibilities of employees and the possibility of public reaction.
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<br />ABUSIVE CUSTOMER BEHAVIOR
<br />While the city has a strong commitment to customer service, the city does not expect employees to accept
<br />verbal and other abuse from any customer or resident. An employee may request that a supervisor
<br />intervene when a customer is abusive, or they may defuse the situation themselves, including
<br />professionally ending the contact.
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<br />If there is a concern over the possibility of physical violence, a supervisor should be contacted
<br />immediately. When extreme conditions dictate, 911 may be called. Employees should leave the area
<br />immediately when violence is imminent unless their duties require them to remain. Employees must notify
<br />their supervisor about the incident as soon as possible.
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<br />NAMES AND PRONOUNS
<br />Every employee will be addressed by a name and by pronouns that correspond to the employee’s gender
<br />identity. A court-ordered name or gender change is not required.
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<br />PROHIBITED BEHAVIOR
<br />The following behaviors are unacceptable and therefore prohibited, even if not unlawful in and of
<br />themselves because they are a disruption in the workplace and are, in many instances, unlawful.
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<br />Examples of inappropriate conduct that this policy prohibits may include but are not limited to unwanted
<br />physical contact; unwelcome sexual jokes or comments; sexually explicit posters or pinups; repeated and
<br />unwelcome requests for dates or sexual favors; sexual gestures or any indication, expressed or implied,
<br />that job security or any other condition of employment depends on submission to or rejection of
<br />unwelcome sexual requests or behavior. In summary, sexual harassment is the unwanted, unwelcome, and
<br />repeated action of an individual against another individual, using sexual overtones as a means of creating
<br />stress.
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<br />While it’s not possible to list all the additional circumstances that may constitute prohibited conduct under
<br />this policy, the following are some examples of conduct that, if unwelcome, may result in discipline up to
<br />and including unpaid suspension and/or immediate termination depending on the totality of the
<br />circumstances, including the severity of the conduct and its pervasiveness:
<br />• Unwelcome or unwanted sexual advances, whether they involve physical touching or not. This can
<br />include leering, whistling, making sexual gestures, stalking, patting, pinching, brushing up against,
<br />hugging, cornering, kissing, fondling, or any other similar physical contact considered unacceptable
<br />by another individual.
<br />• Verbal or written abuse, making jokes, or comments that are sexually oriented and considered
<br />unacceptable by another individual. This includes comments about an individual’s body or
<br />appearance where such comments go beyond mere courtesy, telling “dirty jokes” or any other
<br />tasteless, sexually oriented comments, innuendos or actions that offend others. The harassment
<br />policy applies to social media posts, tweets, etc., that are about or may be seen by employees,
<br />customers, etc.
<br />• Requests or demands for sexual favors. This includes subtle or obvious expectations, pressures, or
<br />requests for any type of sexual favor, along with an implied or specific promise of favorable
<br />treatment (or negative consequence) concerning one’s current or future job.
<br />• Displaying sexually suggestive objects, pictures, or cartoons.
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