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2. The Pledge of Allegiance I pledge Allegiance to the flag of the United States of America and to the Republic for which it stands, one nation under God, indivisible,with Liberty and Justice for all.

3. COPS Sexual Harassment Training

4. Purpose The purpose of this policy is to provide all employees a work environment that free from sexual harassment, and any other form of illegal harassment of intimidation. See chapter I for further policy statements related to this matter. The purpose of this policy is to provide all employees a work environment that free from sexual harassment, and any other form of illegal harassment of intimidation. See chapter I for further policy statements related to this matter.

5. What is Harassment? HARASSMENT consists of unwelcome conduct, whether verbal, physical, or visual, that is based on a person's race, color, ancestry, religion, national origin, age, gender, marital status, disability, or veteran status. HARASSMENT consists of unwelcome conduct, whether verbal, physical, or visual, that is based on a person's race, color, ancestry, religion, national origin, age, gender, marital status, disability, or veteran status.

6. What is Sexual Harassment? SEXUAL HARASSMENT consists of unwelcome sexual advances, requests for sexual favors, or verbal or physical acts of a sexual or sex-based nature where: SEXUAL HARASSMENT consists of unwelcome sexual advances, requests for sexual favors, or verbal or physical acts of a sexual or sex-based nature where: (1) submission to the conduct is made an explicit or implicit term or condition of employment; (1) submission to the conduct is made an explicit or implicit term or condition of employment; (2) submission to or rejection of the conduct is used as the basis for an employment decision; or (2) submission to or rejection of the conduct is used as the basis for an employment decision; or (3) the conduct unreasonably interferes with an individual's work performance, or creates an intimidating, hostile, or offensive working environment. (3) the conduct unreasonably interferes with an individual's work performance, or creates an intimidating, hostile, or offensive working environment.

7. Prohibited Conduct The city considers the following conduct to represent the types of acts which violate this policy: The city considers the following conduct to represent the types of acts which violate this policy: (a) Physical assaults, such as: (a) Physical assaults, such as: (1) rape, sexual battery, molestation, or attempts to commit these assaults; and intentional physical contact that is sexual in nature, such as touching, pinching, patting, grabbing, brushing against another person's body, or poking another person's body. (1) rape, sexual battery, molestation, or attempts to commit these assaults; and intentional physical contact that is sexual in nature, such as touching, pinching, patting, grabbing, brushing against another person's body, or poking another person's body.

8. Prohibited Conduct (b) Unwanted sexual advances, propositions, or other sexual comments, such as: (b) Unwanted sexual advances, propositions, or other sexual comments, such as: (1) sexually-oriented gestures, noises, remarks, jokes or comments about a person's sexuality or sexual experience; (1) sexually-oriented gestures, noises, remarks, jokes or comments about a person's sexuality or sexual experience; (2) preferential treatment or promises of preferential treatment to an employee for submitting to sexual conduct, including soliciting or attempting to solicit any employee to engage in sexual activity for compensation or reward; or (2) preferential treatment or promises of preferential treatment to an employee for submitting to sexual conduct, including soliciting or attempting to solicit any employee to engage in sexual activity for compensation or reward; or (3) subjecting, or threats of subjecting, an employee to unwelcome sexual attention or conduct or intentionally making performance of the employee's job more difficult because of that employee's rejection of sexual advances, speech, or conduct. (3) subjecting, or threats of subjecting, an employee to unwelcome sexual attention or conduct or intentionally making performance of the employee's job more difficult because of that employee's rejection of sexual advances, speech, or conduct.

9. Prohibited Conduct (c) Sexual or discriminatory displays or publications kept in the workplace or when engaged in city business by employees, such as displaying pictures, posters, calendars, graffiti, objects, promotional materials, or reading materials that are sexually suggestive, sexually demeaning or pornographic, or bringing into the work environment or possessing the material to read, display, or view at work. A picture is presumed sexually suggestive if it depicts a person who is not fully clothed or in clothes that are not suited to or ordinarily accepted for accomplishing routine work and who is posed for the obvious purpose of displaying or drawing attention to the private portions of the body. (c) Sexual or discriminatory displays or publications kept in the workplace or when engaged in city business by employees, such as displaying pictures, posters, calendars, graffiti, objects, promotional materials, or reading materials that are sexually suggestive, sexually demeaning or pornographic, or bringing into the work environment or possessing the material to read, display, or view at work. A picture is presumed sexually suggestive if it depicts a person who is not fully clothed or in clothes that are not suited to or ordinarily accepted for accomplishing routine work and who is posed for the obvious purpose of displaying or drawing attention to the private portions of the body.

10. Prohibited Conduct (d) Subjecting, or threats of subjecting, an employee to unwelcome attention or conduct or intentionally making performance of the employee's job more difficult because of that employee's race, color, ancestry, religion, national origin, age, sex, marital status, disability, or veteran status. (d) Subjecting, or threats of subjecting, an employee to unwelcome attention or conduct or intentionally making performance of the employee's job more difficult because of that employee's race, color, ancestry, religion, national origin, age, sex, marital status, disability, or veteran status. (e) Retaliation for harassment complaints, such as disciplining, changing work environments of, providing inaccurate work information to, or refusing to cooperate or discuss work related matters with an employee because that employee has complained about or resisted harassment, discrimination or retaliation. (e) Retaliation for harassment complaints, such as disciplining, changing work environments of, providing inaccurate work information to, or refusing to cooperate or discuss work related matters with an employee because that employee has complained about or resisted harassment, discrimination or retaliation. (f) Other acts of a similar nature. (f) Other acts of a similar nature.

11. Complaints are Important (a) The city encourages employees who encounter harassment to firmly and promptly notify the offender that the behavior is unwelcome and that the conduct must stop. (a) The city encourages employees who encounter harassment to firmly and promptly notify the offender that the behavior is unwelcome and that the conduct must stop. (b) An employee who experiences or observes sexual harassment or retaliation must report the incident to a supervisor, department director, the director of human resources, or the city manager. See chapter V for details on how grievances related to protected employee rights are handled. (b) An employee who experiences or observes sexual harassment or retaliation must report the incident to a supervisor, department director, the director of human resources, or the city manager. See chapter V for details on how grievances related to protected employee rights are handled. (c) Anonymous complaints will be taken seriously and investigated. (c) Anonymous complaints will be taken seriously and investigated.

12. Supervisors Role (a) Supervisors must treat all complaints seriously and confidentially. Each case will be thoroughly investigated to determine whether the harassment complained of occurred. (a) Supervisors must treat all complaints seriously and confidentially. Each case will be thoroughly investigated to determine whether the harassment complained of occurred. (b) All reports or suspicions of harassment, sexual or otherwise, which come to a supervisor's attention must be referred immediately to the director of human resources and/or city manager. (b) All reports or suspicions of harassment, sexual or otherwise, which come to a supervisor's attention must be referred immediately to the director of human resources and/or city manager.

13. Discipline An employee found to have violated this policy will be subject to disciplinary action, including written reprimands, transfer, demotion, suspension, or termination. By enforcing this policy, the city will preserve the right of every employee and applicant for employment to enjoy a workplace free of harassment of any type. Reports of harassment will be investigated; however, disciplinary action as a part of resolution of the matter is not automatic nor understood. Each matter will be handled on its own merits, and disciplinary actions taken will depend upon the specific circumstances surrounding the complaint. An employee found to have violated this policy will be subject to disciplinary action, including written reprimands, transfer, demotion, suspension, or termination. By enforcing this policy, the city will preserve the right of every employee and applicant for employment to enjoy a workplace free of harassment of any type. Reports of harassment will be investigated; however, disciplinary action as a part of resolution of the matter is not automatic nor understood. Each matter will be handled on its own merits, and disciplinary actions taken will depend upon the specific circumstances surrounding the complaint.

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