4.7. SR 02-01-2021 - Laserfiche WebLink

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Scope of Policy This policy prohibits same-sewharassment, sexual harassment, and disrespectful behavior -aftd hafassm by members of the samee or opposite sex. In addition, this policy prohibits se-mi-tl h,...,.ssm nt and any other form of harassment or disrespectful behavior by any individual, including managers and supervisors, employees, co-workers, and third parties such as clients, elected officials, consultants, contractors, or vendors who interact with employees. Responding to Disrespectful Workplace Behavior All employees should feel comfortable calling their supervisor or another manager to request assistance should they not feel comfortable with a situation. If situations involve violent behavior call the police, ask the individual to leave the area. and/or take other reasonable action. If employees see or overhear what they believe is a violation of this policy, employees should advise a supervisor. the city administrator. or human resources promptly. Employees who believe disrespectful behavior is occurring are encouraged to deal with the situation in one of the ways listed below. If there is a concern about the possibility of violence, the individual should use his/her discretion to call 911, and as soon as feasible, notify a supervisor. In the event the disrespectful behavior occurring involves the employee's supervisor, the employee should contact human resources. the supervisor's manaLer. or the city administrator. Step 1(a). If you feel comfortable doing so, professionally, but firmly, tell whoever is engaging in the the disrespectful behavior how you feel about their actions. Politely request the person to stop the behavior because you feel intimidated, offended, or uncomfortable. If practical, bring a witness with you for this discussion. Step 1(b). If you fear adverse consequences could result from telling the offender or if the matter is not resolved by direct contact, go to your supervisor, human resources, your supervisor's supervisor, or the city administrator. The person to whom you speak is responsible for documenting the issues and for giving you a status report on the matter. In some situations, such as with an offender from the public it is preferable to avoid one on one interactions. Talk to your supervisor about available options to ensure there are others available to help with transactions with the offender. Step 1(c). The city urges conduct which is viewed as offensive be reported immediately to allow for corrective action to be taken through education and immediate counseling, if appropriate. It is vitally important you notify a supervisor, the city administrator, or human resources promptly of your concerns. Any employee who observes sexual harassment or discriminatory behavior, or receives any reliable information about such conduct, must report it promptly to a supervisor, human resources, or the city administrator. Reporting Harassment including Sexual Harassment If at any time you feel you are being harassed, you should immediately contact: • your supervisor; and/or • a department director; and/or Human Resources; and/or ■ the city administrator. 53