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Personnel Policies and Procedure <br />02.03.11 <br />off-color jokes or offensive language; or any other tasteless, sexually oriented <br />comments, innuendoes, or offensive actions, including leering, whistling, or <br />gesturing. <br />• Participation in fostering a work environment that is generally intimidating, <br />hostile, or offensive because of unwelcome or unwanted sexually oriented <br />conversation, office d6cor, suggestions, requests, demands, physical contacts, or <br />attention. <br />For the purpose of this policy, "other harassment" (nonsexual) is defined as verbal or <br />physical conduct that denigrates or shows hostility or aversion toward an individual <br />because of such individual's protected status or characteristics as stated above that: <br />• Has the purpose or effect of creating an intimidating, hostile, or offensive work <br />environment-, or <br />• Has the purpose or effect of unreasonably interfering with an individual's work <br />performance; or <br />• Otherwise adversely affects an individual's employment opportunities. <br />Some examples of behavior that could constitute or contribute to harassment include but <br />are not limited to: using epithets, slurs, or stereotypes; threatening, intimidating, or <br />engaging in hostile acts that relate to protected status or characteristics such as those <br />referred to above; jokes or pranks that refer to or denigrate a protected status; or placing <br />on walls, bulletin boards, or elsewhere on the work premises or circulating in the <br />workplace written or graphic material that denigrates or shows hostility or aversion <br />toward a person or group because of a protected characteristic. <br />Complaint Process <br />An employee who feels harassed should immediately tell the offending individual how <br />they feel and ask them to stop. If that does not work to stop the harassment, or if the <br />employee is uncomfortable confronting the offending individual, the employee should <br />report the incident promptly. A complaint can be made verbally or in writing to the <br />Human Resources Director. In addition or in the alternative, as the employee may wish, <br />the complaint may be brought to the attention of the City Administrator. <br />The complaint form available from the Department Director or Human Resources <br />Director may be used to file a written complaint hereunder. A harassment complaint will <br />be handled as follows: <br />al <br />