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b. Verbal abuse of a sexual nature including sexually related comments <br /> or jokes, kidding or teasing, requests for sexual favors, sexual <br /> innuendos, graphic or degrading comments about a person's <br /> appearance or sexually degrading words to describe that person; <br /> c. Sexually suggestive comments or movements directed toward that <br /> person, and suggestive or obscene gestures; <br /> d. Any uninvited physical contact which is sexual or offensive in nature, <br /> such as petting, pinching, groping or constant brushing against <br /> another's body; <br /> e. Any display of sexually suggestive pictures or objects in the <br /> workplace; <br /> f. Using the computer to access websites, newsgroups, CDs, floppy <br /> disk, email or any other resource that contains material that is of a <br /> sexual nature. <br /> 3. Sexual harassment also includes gender-based harassment of a person of the <br /> same sex as the harasser. <br /> D. Harassment by an employee directed to a vendor, customer, volunteer, supplier or <br /> other non-employee whom the employee knows or is in contact with because of the <br /> employee's employment with the City is prohibited. This policy also prohibits <br /> conduct which witnesses reasonably believe constitutes harassment of another based <br /> on the employee's legally protected characteristic. <br /> II. The prevention of sexual harassment and other forms of harassment based on legally <br /> protected characteristics in the workplace is everyone's responsibility <br /> All personnel are responsible for maintaining a workplace that is free of harassment and <br /> intimidation. Any employee who experiences or witnesses any form of harassment in the <br /> workplace has an affirmative obligation to report such conduct to his or her supervisor immediately. <br /> If, after an investigation, it is determined that harassment has occurred and it is determined that an <br /> employee failed to fulfill their affirmative obligation to report such conduct, such a failure may be <br /> grounds for discipline. <br /> A. Supervisor or Department Head responsibility. <br /> In addition to the aforementioned responsibilities, supervisors and/or department heads are <br /> also responsible for taking the following steps to prevent sexual and other forms of <br /> harassment: <br /> 1. Assure that all subordinates and new hires have received a copy of the City's <br /> Sexual & Other Harassment Policy and have signed an acknowledgement <br /> that they have received and read the policy. <br /> 3 <br />