(a) The Town of Nutter Fort believes that all employees have the right to be treated with equal dignity in the work place. Town officials recognize that a hostile work environment reduces the effectiveness of business operations and usually results in lower productivity. The Town of Nutter Fort considers the respectful treatment of all employees to include the absence of sexual harassment from the work place. These realizations provide the basis for the Town of Nutter Fort’s policy against sexual harassment in the daily operations of the Town of Nutter Fort.
(b) SEXUAL HARASSMENT is defined as unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature when:
(1) Submission to such conduct is made, either explicitly or implicitly, a term or a condition of an individual’s employment or successful score on a performance evaluation;
(2) Submission to or rejection of such conduct by an individual is used as the basis for employment affecting such individuals; or
(3) Such conduct has the purpose or effect of unreasonably interfering with all individual’s work performance or creating an intimidating, hostile or offensive working environment.
(c) Town employees and officials are prohibited from engaging in any of the conduct described above.
(d) The Town of Nutter Fort’s continuing policy is to provide employees with a workplace free from any form of sexual harassment. Sexual harassment in any manner or form is expressly prohibited.
(e) All claims of sexual harassment shall be promptly and thoroughly investigated and corrective action taken if warranted by the results of the investigation. Such action may include disciplinary measures up to and including immediate discharge.
(f) Any employee who feels that he or she has been subjected to sexual harassment by his or her supervisor, fellow employees, citizens, and/or guests of the Town of Nutter Fort, should report the incident in writing to his or her immediate supervisor or the Mayor directly. If the complaint involves the supervisor, the incident shall be reported to the Mayor. If the complaint involves the Mayor, the complaint should be reported to Council.
(g) Investigations shall be designed to protect the reasonable privacy interests of all parties involved. Appropriate disciplinary and corrective actions shall be taken, dependent upon the circumstances. A written record on all discussions, decisions and actions will be kept in the employee’s personnel file.