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judgement to avoid engaging in conduct that may be perceived by others as <br /> j harassment. <br /> i <br /> Sexual harassment is unlawful discrimination based on gender. Unwelcome <br /> sexual advances, requests for sexual favors and other unwelcome verbal or <br /> physical conduct of a sexual nature constitute sexual harassment when that <br /> conduct is directed toward a person because of his/her gender, and (1) <br /> submission to such conduct is made explicitly or implicitly a term or condition <br /> of employment; or (2) submission to or rejection of such conduct by an <br /> individual is used as the basis for employment decisions affecting that <br /> <br /> ' individual; or (3) that conduct has the purpose or effect of unreasonably <br /> interfering with work performance or creating an intimidating, hostile or <br /> offensive work environment. <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 /> 3-115.3 Complaint Procedures (Revised 1o/19i99) <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 and Risk <br /> Services supervisor or manager or a supervisor or manager in his/her own <br /> department. (Department supervisors or managers should consult with Human <br /> Resources if they receive a complaint.) Do not allow an inappropriate situation <br /> to continue by not reporting it, regardless of who is creating that situation. No <br /> employee in this organization is exempt from this policy. In response to every <br /> complaint, the City will take prompt investigatory actions, and corrective and - <br /> preventative actions where necessary. An employee who brings such a <br /> complaint to the attention of the City in good faith will not be adversely affected <br /> as a result of reporting 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 investigation <br /> into the complaint. <br /> In conducting an investigation, the City will attempt to avoid embarrassment to <br /> the complaining party. Complaints and information gathered during an <br /> investigation will be kept confidential to the extent practicable, but the City <br /> cannot promise absolute confidentiality. If it is necessary to make the identity <br /> of the complainant known to others, the employee will be advised in advance. <br /> All discussions with employees about a complaint will be held in private, away <br /> from the employee's immediate work area. Employees may request to have a <br /> <br />