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<br />. <br /> <br />. <br /> <br />. <br /> <br />supervisory employee of the City, the supervisor shall promptly <br />discuss all relevant circumstances with the employee, and the <br />employee's representative, if any. The supervisor shall consider <br />and examine the causes of the grievance and attempt to resolve it <br />to the extent that the supervisor possesses such authority. If the <br />supervisor is unable to resolve the dispute or an employee would <br />rather not approach his/her supervisor, the matter may be brought <br />to the next higher administrative level. If the dispute is not <br />resolved at that level, it may be brought to the attention of the <br />City Administrator. The decision of the City Administrator <br />regarding the grievance shall be final. <br /> <br />5. Sexual Harassment. It is the policy of the City that <br />sexual harassment and inappropriate conduct of employees are <br />prohibited. Any employee found to have acted in violation of this <br />policy will be subject to appropriate disciplinary action, which <br />may include immediate termination. <br /> <br />"Sexual harassment" includes unwelcome sexual advances, <br />requests for sexual favors, sexually motivated physical contact or <br />other verbal or physical conduct or communication of a sexual <br />nature when: <br /> <br />a. submission to the undesirable conduct or communication <br />is made a term or condition, either explicitly or <br />implicitly, of an individual's emploYment; <br /> <br />b. <br /> <br />submission to or rejection of that conduct or <br />communication by an individual is used as a factor in <br />decisions affecting that individual's emploYment; <br /> <br />c. that conduct or communication has the purpose or <br />effect of substantially interfering with an <br />individual's emploYment or creates an intimidating, <br />hostile, or offensive work environment; and the <br />employer knows or should know of the existence of the <br />harassment and fails to take timely and appropriate <br />action; or <br /> <br />d. such conduct or communication occurred because of the <br />sex of the victim even though it is not clearly sexual <br />in nature or an explicit sexual advance. <br /> <br />Any claims of a violation of this policy should be reported to <br />the employee's immediate supervisor, the City Administrator, or <br />anyone else in a position of authority at the City. Any claims of <br />sexual harassment or violations of the Sexual Harassment Policy <br />will be reported to and investigated by the City Administrator <br />unless another individual is deemed more appropriate. If the facts <br />appear to support the allegations of sexual harassment or violation <br />of this policy, disciplinary action up to and including immediate <br />termination may result. All reports of harassment will be handled <br />as confidentially as possible by the City. Any employee found to <br />have made a false complaint of a violation of this policy or found <br /> <br />21. <br />