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City of Eugene <br /> Human Resource and Risk Services Policies <br /> of a sexual nature constitute sexual harassment when that conduct is directed toward <br /> a person because of his/her gender, and (1) submission to such conduct is made <br /> explicitly or 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 employment <br /> decisions affecting that individual; or (3) that conduct has the purpose or effect of <br /> unreasonably interfering with work performance or creating an intimidating, hostile <br /> or offensive work environment. <br /> <br /> i <br /> Whether particular conduct constitutes sexual harassment is viewed from the <br /> perspective of a reasonable person in the circumstances of the person alleging <br /> harassment. The fact that the alleged harasser did not intend to offend does not <br /> mean that his/her actions cannot constitute illegal harassment. <br /> 3-114.3 Complaint Procedures (Revised os/14/o4) <br /> Any employee who believes that he/she is, or may be, subjected to objectionable <br /> conduct must report it immediately to a Human Resource and Risk Services <br /> supervisor or manager or a supervisor or manager in his/her own department. <br /> (Department supervisors or managers should consult with Human Resources if they <br /> receive a complaint.) Do not allow an inappropriate situation to continue by not <br /> reporting it, regardless of who is creating that situation. No employee in this <br /> organization is exempt from this policy. In response to every complaint, the Citywill <br /> take prompt investigatory actions, and corrective and preventative actions where <br /> necessary. An employee who brings such a complaint to the attention of the City in <br /> good faith will not be adversely affected as a result of reporting the harassment or <br /> discrimination. <br /> If a complaint cannot be resolved informally, the HRRS Director and the Department <br /> Executive Manager will direct a timely and thorough investigation into the <br /> complaint. <br /> In conducting an investigation, the City will attempt to avoid embarrassment to the <br /> complaining party, as well as all other parties involved. Complaints and information <br /> gathered during an investigation will be kept confidential to the extent practicable, <br /> but the City cannot promise absolute confidentiality. If it is necessary to make the <br /> identity of the complainant known to others, the employee will be advised in <br /> advance. <br /> All discussions with employees about a complaint will be held in private, away from <br /> the employee's immediate work area. Employees may request to have a <br /> Human Resource and Risk Services Revised: 05/14/04 <br /> <br />