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PROCEDURES: <br /> Guidelines the City will follow and definitions and examples of harassment. <br /> A. All employees are expected to act in ways which establish a respectful professional <br /> work environment free of sexual and other harassment and discrimination. Each <br /> department head is responsible for monitoring employee conduct as well as the <br /> conduct of the department's customers, vendors, volunteers and suppliers. All <br /> employees have a duty to report any suspected sexual or other harassment and <br /> discrimination to the appropriate department head even if they are not the victim. If <br /> an employee does not feel comfortable reporting the suspected harassment to the <br /> department head, the employee should make the report to the City Manager or City <br /> Attorney. An employee's employment with the City will not be affected in any way <br /> by making a good faith report of suspected harassment nor shall any retaliation <br /> against such employee be tolerated. <br /> B. Harassment can take many forms. It may be, but is not limited to, slurs, offensive <br /> remarks, signs, jokes, pranks, intimidation, physical contact, threats of violence, or <br /> violence because of a legally protected characteristic. Any form of harassment <br /> related to an individual's legally protected characteristic is a violation of this policy <br /> and will be treated as a disciplinary matter. <br /> C. For purposes of this policy, sexual harassment includes: <br /> 1. Unwelcome sexual advances, requests for sexual favors, and other physical, <br /> verbal or visual conduct of a sexual nature constitute sexual harassment <br /> when: <br /> a. The conduct creates an intimidating, hostile or offensive work <br /> environment; <br /> b. The conduct has the purpose or effect of interfering with an <br /> employee's work performance; <br /> c. Submission to that conduct is an explicit or implicit term or condition <br /> of employment or continued employment; or <br /> d. Submission to or rejection of the conduct is used as a basis for <br /> employment decisions affecting an employee, such as promotion, <br /> demotion or evaluation. <br /> 2. Sexual harassment also includes any other sexually related behavior by an <br /> employee which is unwelcome by another person. Such conduct may <br /> include, but is not limited to: <br /> a. Repeated sexual flirtations, advances, staring or propositions; <br /> 2 <br />