(A) Conduct which may constitute sexual harassment includes:
(1) VERBAL. Sexual innuendos, suggestive comments, insults, humor, and jokes about sex, anatomy, or gender-specific traits; sexual propositions; threats; repeated requests for dates; or statements about other employees, even outside of their presence, of a sexual nature;
(2) NON-VERBAL. Suggestive or insulting sounds (whistling), leering, obscene gestures, sexually suggestive bodily gestures, “catcalls,” “smacking,” or “kissing” noises;
(3) VISUAL. Posters, signs, pin-ups, or slogans of a sexual nature; viewing pornographic material or websites;
(4) PHYSICAL. Touching, unwelcome hugging or kissing, pinching, brushing the body, any coerced sexual act or actual assault; and/or
(5) TEXTUAL/ELECTRONIC. “Sexting” (electronically sending messages with sexual content, including pictures and video), the use of sexually explicit language, harassment, cyber stalking and threats via all forms of electronic communication (e-mail, text/picture/video messages, intranet/online postings, blogs, instant messages, and social network websites like Facebook and Twitter).
(B) The most severe and overt forms of sexual harassment are easier to determine. On the other end of the spectrum, some sexual harassment is more subtle and depends, to some extent, on individual perception and interpretation. The courts will assess sexual harassment by a standard of what would offend a “reasonable person.”
(Ord. 572, passed 11-5-2018)