The township considers the following conduct to represent some of the type of acts which violate the sexual harassment policy:
1. Physical assaults of a sexual nature, such as:
A. Rape, sexual battery, molestation or attempts to commit these assaults; and
B. Intentional physical conduct which is sexual in nature, such as touching, pinching, patting, grabbing, brushing against another employee’s body or poking another employee’s body.
2. Unwanted sexual advances, propositions or other sexual comments such as:
A. Sexually oriented gestures, noises, remarks, jokes or comments about a person’s sexuality or sexual experience directed at or made in the presence of any employee who indicates or has indicated in any way that such conduct in his or her presence is unwelcome;
B. Preferential treatment or promise of preferential treatment to an employee for submitting to sexual conduct, including soliciting or attempting to solicit any employee to engage in sexual activity for compensation or reward; and
C. Subjecting, or threats of subjecting, an employee to unwelcome sexual attention or conduct or intentionally making performance of the employee’s job more difficult because of that employee’s sex.
3. Sexual or discriminatory displays of publications in the work place, such as:
A. (1) Displaying pictures, posters, calendars, graffiti, objects, promotional materials, reading materials or other materials that are sexually suggestive, sexually demeaning or pornographic.
(2) A picture will be presumed to be sexually suggestive if it depicts a person of either sex who is not fully clothed or in clothes that are not suited to or ordinarily accepted for the accomplishment of routine work at the township and who has posed for the obvious purpose of displaying or drawing attention to private portions of his or her body.
B. Displaying signs or other materials purporting to segregate an employee by sex in any area of the work place, other than restrooms and similar semi-private lockers/changing rooms.
4. Retaliation for sexual harassment complaints, such as:
A. Disciplining, changing work assignments of, providing inaccurate work information to, or refusing to cooperate or discuss work-related matters with any employee because that employee has complained about or resisted harassment, discrimination or retaliation; and
B. Intentionally pressuring, falsely denying, lying about or otherwise covering up or attempting to cover up conduct.
5. Other acts.
A. The above is not to be construed as an all-inclusive list of prohibited acts under this policy.
B. Sexual harassment is unlawful and hurts other employees. Any of the prohibited conduct described here is sexual harassment of any one at whom it is directed or who is otherwise subjected to it. Each incident of harassment, moreover, contributes to a general atmosphere in which all persons who share the victim’s sex suffer the consequences. Sexually oriented acts or sex based conduct have no legitimate business purpose; accordingly, the employee who engages in such conduct should be and will be made to bear the full responsibility for such unlawful conduct.
(Res. 2015-13, passed 8-10-2015)