(A) Statement of policy. Harassment on the basis of sex is a violation of Chapter 95 of the City of Danville Code of Ordinances. All employees of the City should be aware of the City’s prohibition regarding any form of sexual harassment in the workplace. All employees must be allowed to work in an environment free from sexual overtones and intimidation.
(B) Definitions.
“SEXUAL HARASSMENT.” Includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature, when: (a) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment; (b) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting that individual; or (c) such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive work environment.
(C) Prohibited conduct. No employee shall directly or indirectly: (a) threaten or insinuate that another employee’s refusal to submit to sexual advances will adversely affect that employee’s relationship with the City, work status evaluation, wages, advancement, assigned duties, or any other condition of employment; (b) promise, imply or grant preferential treatment in connection with another employee engaging in sexual conduct; or, (c) abuse the dignity of another employee through insulting or degrading sexual remarks or conduct.
(D) Reporting of incident.
(1) Any incident of perceived sexual harassment shall be reported as quickly as possible, in confidence to an immediate supervisor, the Human Resources Manager, or the Human Relations Manager. The employee is encouraged to seek the assistance of others, if it is necessary in order to be able to report any incident perceived to be sexual harassment. Every effort will be made to promptly investigate any allegation of sexual harassment in as confidential a manner as possible, and appropriate action will be taken where warranted.
(2) In addition, any incident of perceived sexual harassment may be reported to the Illinois Department of Human Rights and the Equal Employment Opportunity Commission.
(E) Discipline. Anyone who is determined, after an investigation, to have engaged in sexual harassment in violation of this policy will be subject to disciplinary action up to and including termination. If the responsible party is found to be someone not employed by the City who does business with the City, appropriate action may be taken to terminate the business relationship and prohibit the responsible party from doing further business with the City. In addition, because false accusations regarding sexual harassment can have serious effects on the person or persons accused, any person who deliberately and in bad faith makes a false accusation of sexual harassment shall be subject to appropriate disciplinary action when warranted, up to and including termination.
(F) Retaliation. Retaliation, reprisals, or discrimination against an employee for good-faith reporting of a perceived incident of sexual harassment is strictly prohibited and will not be tolerated by the City.
(G) Questions. Employees are encouraged to raise any questions they may have regarding this policy with the Human Resources Manager or the Human Relations Manager.
(Ord. 7724, passed 9-6-94; Am. Ord. 8570, passed 2-5-08)