Chapter 2.27
SEXUAL HARASSMENT POLICY
Sections:
2.27.020 Harassment complaints.
2.27.010 Defined.
“Sexual harassment” is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature if:
A. Submission to such behavior is a condition of employment, whether explicitly or implicitly;
B. Submission to or rejection of such conduct is used as a basis for employment decisions;
C. Such behavior interferes with an individual's work performance; or if
D. Such behavior creates an intimidating, hostile, or offensive work environment. (Ord. 353 §1(part), 2000)
2.27.020 Harassment complaints.
If an employee believes that he or she is a victim of sexual harassment or harassment based on race, color, creed, religion, or national origin, the following complaint/investigation procedure should be observed:
A. The complainant shall bring the matter to the attention of the immediate non-involved supervisor. Complainant shall include the specific allegation, the date(s) the incident occurred, the individuals involved, and any witnesses. A “non-involved supervisor” is defined as the first person in an employee's chain of command who is not the object of the complaint of sexual harassment, or, if no such person is available within the chain of command, then the mayor. In the case where the complainant is the town clerk and the allegations are against the mayor, then he/she shall report to the town attorney.
B. The investigating supervisor shall investigate the complaint in a timely manner to determine if it has merit. Due regard shall be given to the wishes of the complainant, and confidentiality shall be maintained if desired and if feasible. If the complaint is founded, the investigating supervisor shall inform both parties (complainant and the offender) of the results of the investigation and of the nature of the disciplinary action. Any disciplinary action shall be in conformance with the sections on discipline set forth in this plan. Either party may appeal the decision to the mayor if it is felt that the findings were incorrect or the disciplinary action inappropriate.
C. If a matter is appealed, the investigating supervisor shall consult with the mayor, who shall review the matter. The mayor shall render a decision and inform all parties of same. (Ord. 353 §1(part), 2000)