(a) Policy. It is the policy of the Village of Waite Hill that all employees should be able to enjoy a work environment free from all forms of discrimination, including sexual harassment. Sexual harassment is a form of misconduct that undermines the integrity of the employment relationship. No employee, either male or female, should be subjected to unsolicited and unwelcome sexual overtures or conduct, either verbal or physical. Sexual harassment does not refer to occasional compliments of a socially acceptable nature. It refers to behavior that is not welcome, that is personally offensive, that lowers morale and that, therefore, interferes with employee effectiveness. Specifically, no person shall threaten or insinuate, either explicitly or implicitly, that an employee's refusal to submit to sexual advances will adversely affect the employee's employment, evaluation, wages, advancement, assigned duties, shifts, or any other condition of employment or career development.
(b) Education Procedure. Each supervisor has a responsibility to maintain the workplace free of sexual harassment. This duty includes discussing this policy with all employees and assuring them that they are not to endure insulting, degrading or exploitive sexual treatment.
(1) Upon the effective date hereof, each supervisor shall distribute a copy of this policy to each employee in his or her department and obtain a written acknowledgment of receipt, which shall be placed in that employee's personnel file.
(2) Each new hire shall receive a copy of this policy and sign a written acknowledgment of receipt which shall be placed in the employee's personnel file.
(c) Complaint Procedure. An employee who believes he or she is the subject of sexual harassment shall report the same as follows:
(1) An employee should report the alleged charge immediately to his/her immediate supervisor.
(2) If the alleged charge involves the employee's immediate supervisor, then the employee should immediately report the incident to his/her Department Head.
(3) If the alleged charge involves the employee's Department Head then the employee should immediately report the incident to the Mayor.
(4) Complaints involving the Mayor shall be directed to the President of Council.
(5) The persons receiving the complaint shall immediately advise the Law Director, who shall thoroughly investigate the complaint.
(d) Confidentiality. Complaints of sexual harassment will be handled confidentially, to the extent possible.
(e) Disciplinary Action. Meritorious allegations of sexual harassment will result in severe disciplinary action against the person or persons responsible therefor, up to and including termination. Knowingly false accusations will result in severe disciplinary action against the accuser, up to and including termination.
(Ord. 2004-13. Passed 12-13-04.)