RES 86-04 PERSONNEL MANUALLCI/naa
12/02/85
RESOLUTION NO. 86-04
A RESOLUTION OF THE CITY OF WINSLOW, WASHINGTON,
REVISING THE CITY'S PERSONNEL MANUAL TO PROVIDE
A POLICY RELATING TO THE PREVENTION OF HARASS-
MENT ON THE BASIS OF SEX.
WHEREAS, pursuant to Resolution No. 84-12 , passed
by the City Council on May 17, 1984, the City Council adopted a
Personnel Manual for the City, and
WHEREAS, that Personnel Manual did not establish
procedures for dealing with the issue of preventing sexual
harassment in the work place, and
WHEREAS, the City Council feels such a policy is
desirable, now, therefore,
THE CITY COUNCIL OF THE CITY OF WINSLOW, WASHINGTON,
HEREBY RESOLVES AS FOLLOWS:
Section 1. A new subsection, "Policy on Sexual
Harassment" is hereby added to Section 3 of the City of Winslow
Personnel Manual, to read as set forth in Exhibit A attached
hereto and incorporated herein by this reference.
Section 2. The City Clerk is directed to make the
appropriate changes in the Personnel Manual as set forth.
RESOLVED this 2nd day of January , 198 6.
APPROVED:
MAYOR, ALICE TAWRESEY
ATTEST/AUTHENTICATED:
~~~ON
FILED WITH THE CITY CLERK: December 3, 1985
PASSED BY THE CITY COUNCIL: January 2, 1986
RESOL[ITTON NO.
RESOLUTION NO. 86-04
EXHI BIT A
POLICY ON SEXUAL HARASSMENT
1. Sexual Harassment Explained
Harassment on the basis of sex is a form of sex
discrimination and is an unlawful employment practice in
violation of State and federal law. Sexual harassment includes
unwelcome sexual advances, requests for sexual favors, or other
verbal or physical conduct of a sexual nature when:
(1)
Submission to such conduct is made either explicitly or
implicitly a term or condition of an individual's
employment; or
(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 interfering
with an individual's work performance or creating an
intimidating, hostile, or offensive working
environment.
2. Statement of Policy
It is the policy of the City that sexual harassment will not
be tolerated. All employees are prohibited from engaging in the
harassment on the basis of sex of any other employee or other
person in the course of, or in connection with employment.
Retaliation against employees who file conplaints of sexual
harassment is prohibited.
3. Examples
The following is a list of behaviors which are inappropriate
and/or constitute illegal sexual harassment, and which shall be
in violation of City of Winslow personnel policies. This list is
meant to portray examples 0nly, and is not all-inclusive.
- Negative or offensive comments, jokes or suggestions
about another employee's gender;
- Obsceue or lewd sexual comments, jokes, or suggestions;
- Slang, names or labels such as "honey", "sweetie",
"boy", "girl", that others find offensive;
- Talking about or calling attention to another's sexual
characteristics in a negative or embarassing way;
- Laughing at, and in the case of a supervisor, ignoring
or not taking seriously an employee who experiences sexual
harassment;
- Displaying on City property any pictures, cartoons, or
calendars depicting nudity or sexual overtones;
- Persistent invitations for dates which do not stop when
the response is negative; and
- Uninvited and deliberate touching or "accidentally"
brushing against a perso~'s body.
Procedure for Reporting Harassment
A. An employee subjected to any form of sexual harassment
should report such activity to his/her supervisor, department
head, or directly to the Mayor.
B. In any case in which the supervisor is witness to or
aware of a situation of sexual harassment of any City employee,
the supervisor shall immediately notify the offending party that
such harassment is not appropriate and will not be tolerated.
Ultimate disciplinary action will await completion of the
reporting procedure.
C. A supervisor is required to promptly report sexual
harassment cases to his/her department head, who, in turn is
required to promptly report the matter to the Mayor. Such
reports to superiors and the Mayor are to be made regardless of
how knowledge of the case was acquired.
D. The departmen~ head shall with due diligence,
investigate and submit to the Mayor a report setting forth the
facts of the case and a recommendation for action.
5. Sexual Harassment b~ Non-City Employees.
It is acknowledged that it is possible for sexual harassment
of City employees to occur as the result of actions by non-City
employees. It is the policy of the City to create a working
environment free from such behavior. In the event any individual
is aware of any sexual harassment of any City employee by a non-
City employee, the reporting procedures set forth in paragraph
four shall be followed. It shall be the department head's
responsibility to take reasonable precautions necessary to ensure
the sexual harassment does not reoccur.
6. Disciplinary Action.
An employee who violates this policy shall be subject to
disciplinary action which may include discharge.
12/12/85
LCI/naa
SEXUAL HARASSMENT POLICY (EXHIBIT A) - 2