(A) It is the policy of the town to provide a productive work environment and to prohibit all verbal or physical conduct by any employee, visitor or vendor that improperly harasses, disrupts or interferes with another’s work performance or creates an intimidating, offensive or hostile work environment. Actions, words, jokes or comments based on an individual’s sex, race, ethnicity, age, religion or any other legally protected characteristic will not be tolerated.
(B) While all forms of improper harassment are prohibited, special attention should be paid to the meaning of and prohibition of sexual harassment. This zero tolerance policy prohibits not only conduct and language that constitute unlawful sexual harassment, as defined by the law and the courts, but all inappropriate behavior having sexual content.
(C) Unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature that has the purpose or effect of creating a hostile, intimidating or offensive work environment is prohibited and will not be tolerated.
(D) Any employee who wants to report an incident of sexual or other unlawful harassment should promptly report the matter to any member of the Town Council.
(E) If a member of the Town Council is unavailable or the employee believes it would be inappropriate to contact that person, the employee should immediately contact the Clerk-Treasurer’s office. Employees can raise concerns and make reports without fear of reprisal.
(F) Any elected official who becomes aware of possible sexual or other unlawful harassment should promptly advise the President of the Town Council.
(G) All complaints of violations of this policy will be promptly referred to an investigation team appointed by the Town Council for investigation, findings and recommendation of sanctions, whenever warranted.
(H) All complaints under this policy will be handled as discretely as possible. However, due to the fact that employers are required by law to thoroughly investigate all complaints of harassment, anonymity and secrecy cannot be guaranteed to any party or witness in the course of an investigation. The law requires, and the town does reserve the right, to investigate complaints as appropriate and to inform individuals who have a legitimate right to know.
(I) (1) Employees engaging in sexual or other unlawful harassment will be subject to disciplinary action, up to and including termination of employment, and counseling may be required in addition to or in lieu of other disciplinary action.
(2) Vendors will be subject to contractual remedies up to and including forfeiture.
(Ord. 2016-07, passed 12-28-2016)