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3 City of Eugene
<br /> Human Resource and Risk Services Policies
<br /> environment remains productive for all who work here. It is the
<br /> responsibility of all employees and agents of the City to treat each other
<br /> with courtesy, consideration, and respect and to create and. maintain a
<br /> work environment free from illegal harassment or discrimination based on
<br /> race, sex, sexual orientation, color, national origin, age, religion,
<br /> disability, marital status, familial status, source of income, or any other
<br /> legally protected status. With this policy, the City of Eugene prohibits not
<br /> only unlawful harassment and/or discrimination, but also unprofessional
<br /> and discourteous actions. Accordingly, derogatory racial, ethnic, religious,
<br /> age, gender, sexual orientation, sexual, or other inappropriate remarks,
<br /> slurs, or jokes will not be tolerated.
<br /> Any employee who engages in objectionable conduct is subject to
<br /> discipline up to and including termination.
<br /> Supervisors and managers have additional responsibility to:
<br /> 1. Stop discrimination and harassment in the work place; and
<br /> 2. Listen to and document complaints of discrimination or harassment
<br /> and work directly with Human Resource and Risk Services staff to
<br /> investigate and take corrective action where appropriate.
<br /> 3-115.2 Definitions (Revised 10/19/99)
<br /> Discrimination--different treatment of employees or applicants because of
<br /> race, sex, sexual orientation, color, national origin, age, religion, disability,
<br /> marital status, familial status, source of income, or any other legally
<br /> protected status with respect to hiring, promotion, demotion, transfer,
<br /> recruitment, termination, compensation, or any other term or condition of
<br /> employment.
<br /> Harassment--a form of unlawful discrimination defined as any unwelcome
<br /> verbal, physical or visual conduct based on race, sex, sexual orientation,
<br /> color, national origin, age, religion, disability, marital status, familial status,
<br /> source of income, or any other legally protected status, when that conduct
<br /> is made explicitly or implicitly a term or condition of employment, is used
<br /> as a basis for employment decisions, or has the purpose or effect of
<br /> unreasonably interfering with performance or of creating an intimidating,
<br /> offensive or hostile work environment. Each employee must exercise his
<br /> or her own good judgement to avoid engaging in conduct that may be
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<br /> Human Resource and Risk Services Revised: 12/19/00
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