Employees are the most important part of this organization.
They deserve to be treated with respect and dignity. It is the policy
of the Village of Sloan that all of our employees be able to enjoy
a work environment free from all forms of employment discrimination,
including all forms of illegal harassment based upon sex, sexual orientation,
race, color, religion, national origin, age, physical or mental disability
or legally protected activities. It is equally important that all
employees interacting with Village residents treat them with the same
respect and dignity they would their fellow employees.
To prevent harassment in the workplace, the Village of Sloan
has adopted this policy against harassment. This policy applies to
all work-related settings, activities and property (e.g., telephones,
copy machines, facsimile machines, computers and computer applications
such as e-mail and Internet access). This policy covers conduct between
all employees, including, in the case of sexual harassment, male/female,
female/male and members of the same sex. This policy also covers conduct
between employees and nonemployees while the employee is acting as
a representative of the Village or involved in a Village-sponsored
activity or function.
The following are examples of acts which violate the Village
of Sloan's sexual harassment policy. This is not to be construed
as an all-inclusive list of prohibited acts under the policy.
A. Physical assaults of a sexual nature, such as:
(1) Rape, sexual battery, molestation or attempts to commit those offenses,
or committing an act with intent to cause fear in another of immediate
bodily harm or death; and
(2) 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, or touching the clothing
covering the immediate area of the complainant's intimate parts.
B. Unwelcome sexual advances, propositions or other sexual comments,
such as:
(1) Sexually oriented gestures, sounds, remarks, jokes or comments about
a person's sexuality or sexual experience directed at or made
in the presence of any individual;
(2) Preferential treatment or promise of preferential treatment for submitting
to sexual conduct, including soliciting or attempting to solicit any
individual to engage in sexual activity for compensation or reward;
and
(3) Subjecting or threatening to subject an individual to unwelcome sexual
attention or conduct or intentionally making job performance more
difficult because of the individual's gender.
C. Display of publications anywhere in the Village's workplace,
such as:
(1) Displaying pictures, posters, cartoons, calendars, graffiti, objects,
promotional materials, reading materials, music or other materials
that are sexually suggestive, sexually demeaning or pornographic;
exceptions will be considered in situations where nudity or sexually
explicit language is necessary to convey a message important to public
health and/or safety;
(2) Displaying or publicizing, in the work environment, materials that
are in any way sexually revealing, sexually suggestive, sexually demeaning
or pornographic;
(3) Displaying signs or other material purporting to segregate an individual
by gender in any area of the workplace (other than rest rooms and
similar semiprivate lockers/changing rooms);
(4) Production, transmission or display of any sexually explicit material
electronically via fax, e-mail, Internet postings or similar modes
of communication; and
(5) Possession of such material in a manner that they may be seen by
others.
D. Sexual favoritism. Impact on other employees.
(1) The granting or withholding of employment opportunities and benefits,
including, but not limited to, job assignments, unequal discipline,
promotion, evaluation and compensation, constitutes sexual harassment
when it is based on sexual favoritism, and is prohibited.
E. Other forms of prohibited sexual harassment. Other conduct that has
the purpose or effect of unreasonably interfering with work performance
or working conditions on the basis of gender may also constitute sexual
harassment and, therefore, is prohibited. Examples of conduct which,
when based upon gender, constitute prohibited sexual harassment include:
(1) Assigning disagreeable or unsafe duties or not making comparable
assignments that would tend to disadvantage an employee's development
or career;
(2) Withholding information, materials, equipment or supplies which are
necessary for the efficient performance of a job;
(3) Unreasonably failing to cooperate or assist employees with work-related
matters;
(4) Interfering with an employee's efforts to satisfactorily complete
a job assignment;
(5) Maintaining unequal standards of performance;
(6) Ostracizing individuals or otherwise making it known that they are
not welcomed in the workplace because of their gender;
(7) Referring to individuals by sexually denigrating or insulting names
because of their gender; and
(8) Slurs, disparaging remarks, spreading rumors, participating in conversations
about another's real or perceived sexual activity.
F. Retaliation for sexual harassment complaints. Examples of retaliation
may include:
(1) Arbitrary discipline, unwarranted change of work assignments, providing
inaccurate work information, or failing to cooperate or discuss work-related
matters with any individual because that individual has complained
about, been a witness to or resisted harassment, discrimination or
retaliation; and
(2) Intentionally pressuring, falsely denying, lying about, or covering
up or attempting to cover up conduct such as that described in any
item above.