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differences between work groups about what is appropriate in other circumstances <br />unique to a work group. <br />If an employee is unsure whether a particular behavior is appropriate, the employee <br />should request clarification from their supervisor or the city administrator. <br />d) Sexual harassment: <br />Sexual Harassment can consist of a wide range of unwanted and unwelcome sexually <br />directed behavior such as unwelcome sexual advances, requests for sexual favors, and <br />other verbal or physical conduct of a sexual nature when: <br />• Submitting to the conduct is made either explicitly or implicitly a term or condition of <br />an individual’s employment; or <br />• Submitting to or rejecting the conduct is used as the basis for an employment decision <br />affecting an individual’s employment; or <br />• Such conduct has the purpose or result of unreasonably interfering with an <br />individual’s work performance or creating an intimidating, hostile or offensive work <br />environment. <br />e) Sexual harassment includes, but is not limited to, the following: <br />• Unwelcome or unwanted sexual advances. This means stalking, patting, pinching, <br />brushing up against, hugging, cornering, kissing, fondling or any other similar physical <br />contact considered unacceptable by another individual. <br />• Verbal or written abuse, kidding, or comments that are sexually oriented and <br />considered unacceptable by another individual. This includes comments about an <br />individual’s body or appearance where such comments go beyond mere courtesy, <br />telling “dirty jokes” or any other tasteless, sexually oriented comments, innuendos or <br />actions that offend others. The harassment policy applies to social media posts, <br />tweets, etc., that are about or may be seen by employees, customers, etc. <br />• Requests or demands for sexual favors. This includes subtle or obvious expectations, <br />pressures, or requests for any type of sexual favor, along with an implied or specific <br />promise of favorable treatment (or negative consequence) concerning one’s current <br />or future job. <br />Section 4. Employee Response to Disrespectful Workplace Behavior <br />All employees should feel comfortable calling their supervisor or another manager to request <br />assistance should they not feel comfortable with a situation. If situations involve violent behavior <br />call the police, ask the individual to leave the area, and/or take other reasonable action. <br />If employees see or overhear what they believe is a violation of this policy, employees should <br />advise a supervisor, the city administrator, or City attorney promptly. <br />Employees who believe disrespectful behavior is occurring are encouraged to deal with the <br />situation in one of the ways listed below. If there is a concern about the possibility of violence, <br />the individual should use his/her discretion to call 911, and as soon as feasible, a supervisor. In