Admin order 44-11-05 - Laserfiche WebLink

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condition of employment, is used as a basis for employment decisions, or has the purpose or effect of unreasonably interfering with performance or of creating an intimidating, offensive or hostile work environment. Each employee must exercise his or her own good judgment to avoid engaging in conduct that may be perceived by others as harassment. Sexual harassment is unlawful discrimination based on gender. Unwelcome sexual advances, requests for sexual favors and other unwelcome verbal or physical conduct of a sexual nature constitute sexual harassment when that conduct is directed toward a person because of his /her gender, and (1) submission to such conduct is made explicitly or implicitly a term or condition of employment; or (2 ) submission to or rejection of such conduct by an individual is used as the basis for a . ment decisions affecting that individual; or (3) that conduct has the purpose or effe' easonably interfering with work performance or creating an intimidating, hostile i i work enviro nment. Whether particular conduct constitutes sexua (Went is viewed from the perspective of a reasonable person in the circumstances on alleging harassment. The fact that the alleged harasselg9tintenffs not mean that his /her actions cannot constitute illegal harasgtpeb' Any employee who engages in objectionable conductls subject'tiYAiscipline up to and including termination. Supervisors and managers have additio responsibility to: A. Monitor the work place and sto,I l i t I ny discrimination and harassment; and B. Listen to and document complaint §ll f isiprimination or harassment and work directly wi% Human Resources staff Mvestigate and take corrective action where app lit tgriate. +t' Any Reta coe "," llldils'c'�IIIi 01 fit or retaliation against an individual who files a complaint or who testifies, assists "or participates in any manner in an investigation will not be tolerated. Emplo` should report retaliation immediately, using any of the avenues for making a complaint described above. All complaints will be investigated according to the investigation procedure described above. Corrective action, including discipline or termination, will be taken where appropriate. Policy Procedure: The City believes it is desirable to resolve problems and issues informally whenever possible. An employee who believes that they have been subjected to objectionable conduct must report it immediately to a Human Resources manager or their department supervisor or manager. No employee or agent of the City in this organization is exempt from this policy.