09-15-1997 WS - Laserfiche WebLink

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"Sexual Harassment/inappropriate conduct" may come in various forms including, but not limited to: • Physical - unwelcome sexually motivated patting, pinching, cornering, hugging, kissing. • Verbal - sex-oriented teasing and use of offensive or demeaning terms which have sexual connotations. • Visual-suggestive cartoons, calendars, posters or jokes displayed or circulated in the workplace. • Sexual favors -subtle or explicit demands or pressure for sexual favors or sexual activity. • Nonsexual conduct that is demanding, degrading or harassing directed towards someone that would not have occurred but for the individual's gender. Reporting If any employee has knowledge of sexual harassment/inappropriate conduct or believes they are being harassed by a City employee (i.e., co-worker, Supervisor, subordinate) or by someone who is not a City employee but with whom the employee has contact because of work duties, the employee should make this known to the employee's Supervisor immediately. If the employee feels that the matter cannot be discussed with the immediate Supervisor, the employee should arrange a conference with the Department Head, Human Resource Representative, Clerk Administrator or City Attorney. The employee's Supervisor or the person to whom the employee spoke with, should notify the Clerk Administrator as soon as is practicable after receiving notice of the concerns. The matter will be investigated in a thorough • and timely manner by the Clerk Administrator or his/her designee and appropriate action will be taken. All investigations will be conducted in compliance with applicable state statutes, union contracts, and this policy. Any employee under investigation for possible violation of this policy will be informed of his/her rights and responsibilities under the Garrity/Tennessen advisory and, if covered by a collective bargaining agreement, will be given the opportunity to have a union representative present while a formal statement is taken. Garrity/Tennessen warning advises the employee why the data is being collected and how the City intends to use the data; whether the individual may refuse or is legally required to supply the data; any consequences to the individual of either supplying or refusing to supply the data; the identity of other persons or entities authorized by law to receive the data. Once the investigation is complete, the designee will forward all reports and statements along with a recommendation to the Clerk Administrator, or in the event the complaint is against the Clerk Administrator, to the City Attorney. if the facts support the allegations of sexual harassment or that violations of this policy have occurred, disciplinary action up to and including immediate termination may result. If the Clerk Administrator determines the complaint of sexual harassment is founded, he/she shall recommend that the City Council take immediate and appropriate disciplinary action against the employee guilty of sexual harassment, consistent with its authority under the municipal charter, ordinances, rules and regulations pertaining to employee discipline. The disciplinary action shall be consistent with the nature and severity of the offense, the rank of the employee, and any other factors the City Council believes relate to fair and efficient administration of the City, including but not limited to the affect of the offense on the employees morale, public perception of the offense, and the light in which it casts the