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4 City of Eugene <br /> Human Resource and Risk Services Policies <br /> perceived by others as harassment. <br /> Sexual harassment is unlawful discrimination based on gender. <br /> Unwelcome sexual advances, requests for sexual favors and other <br /> unwelcome verbal or physical conduct of a sexual nature constitute sexual <br /> harassment when that conduct is directed toward a person because of <br /> ' his/her ender and 1 submission to such conduct is made ex licitl or <br /> 9 p Y <br /> implicitly a term or condition of employment; or (2) submission to or <br /> rejection of such conduct by an individual is used as the basis for <br /> employment decisions affecting that individual; or (3) that conduct has the <br /> purpose or effect of unreasonably interfering with work performance or <br /> creating an intimidating, hostile or offensive work environment. <br /> <br /> . Whether particular conduct constitutes sexual harassment is viewed from <br /> the perspective of a reasonable person in the circumstances of the <br /> person alleging harassment. The fact that the alleged harasser did not <br /> intend to offend does not mean that his/her actions cannot constitute <br /> illegal harassment. <br /> 3-115.3 Complaint Procedures (Revised 10/19799) ` <br /> Any employee who believes that he/she is, or may be, subjected to <br /> objectionable conduct must report it immediately to a Human Resource <br /> and Risk Services supervisor or manager or a supervisor or manager in <br /> his/her own department. (Department supervisors or managers should <br /> consult with Human Resources if they receive a complaint.) Do not allow <br /> an inappropriate situation to continue by not reporting it, regardless of who <br /> is creating that situation. No employee in this organization is exempt from <br /> this policy. In response to every complaint, the City will take prompt <br /> investigatory actions, and corrective and preventative actions where <br /> necessary. An employee who brings such a complaint to the attention of <br /> the City in good faith will not be adversely affected as a result of reporting <br /> the harassment or discrimination. <br /> If a complaint cannot be resolved informally, the HRRS Director and the <br /> Department Executive Manager will direct a timely and thorough <br /> investigation into the complaint. <br /> In conducting an investigation, the City will attempt to avoid <br /> embarrassment to the complaining party. Complaints and information <br /> gathered during an investigation will be kept confidential to the extent <br /> Human Resource and Risk Services Revised: 12/19/00 <br /> <br />