II.
POLICY: It is the policy of
this Agency to provide an environment where employees can work together
comfortably and productively, free from sexual harassment. Sexual harassment is
prohibited by state and federal law and will not be tolerated.
This policy applies to all phases of employment, including
testing, training, hiring, promotion, demotion, transfer, and
termination.
IV.
DEFINITION:
Sexual Harassment - Unwelcome sexual
advances, requests for sexual favors, and other verbal or physical conduct of a
sexual nature constitute sexual harassment when:
1. submission to such conduct is made either
explicitly or implicitly a term or condition of an individual's
employment;
2. submission to or
rejection of such conduct by an individual is used as the basis - for
employment decisions affecting such individual; or
3. such conduct has the purpose or effect of
unreasonably interfering with an individual's work performance or creating an
intimidating, hostile, or offensive work environment.
V.
EXAMPLES OF PROHIBITED
BEHAVIOR:1. Unsolicited and unwelcome
contact that has sexual overtones, including:
a. written contact, such as sexually
suggestive or obscene letters, notes, or invitations;
b. verbal contact, such as sexually
suggestive or obscene comments, threats, slurs, epithets, jokes about
gender-specific traits, or sexual propositions;
c. physical contact, such as intentional
touching, pinching, brushing against another's body, impeding or blocking
movement, assault, or coercing sexual intercourse; and
d. visual contact, such as leering or staring
at another's body, gesturing, or displaying sexually suggestive objects,
pictures, cartoons, posters, or magazines.
2. Continuing to express sexual or social
interest after being informed that the interest is unwelcome.
3. Using sexual behavior to control,
influence, or affect the career, salary, or work environment of another
employee.
4. Suggesting,
threatening, or implying that failure to accept a request for a date or sexual
intimacy will affect an employee's job opportunities or performance
reports.
5. Offering benefits, such
as promotion, favorable performance evaluations, favorable assigned duties,
shifts, or recommendations in exchange for sexual favors.
VI.
COMPLAINT PROCEDURE:
All complaints of sexual harassment or retaliation for reporting
such behavior shall be made pursuant to the established Agency grievance
procedure. The grievance procedure will be modified so that employees will not
be required to confront the person accused of sexual harassment alone. All
complaints shall be handled as confidentially as possible.
VII.
RETALIATION:
Any employee bringing a sexual harassment complaint will not be
adversely affected in terms and conditions of employment, or discriminated
against or discharged because of the lodging of a complaint.
VIII.
DISCIPLINE:
Any employee found to have violated this policy shall be subject
to appropriate disciplinary action, up to and including discharge.
invitations;
