The City of Ogdensburg is committed to maintaining a workplace
free from sexual harassment. Sexual harassment is a form of workplace
discrimination. All employees are required to work in a manner that
prevents sexual harassment in the workplace. This Policy is one component
of the City of Ogdensburg's commitment to a discrimination-free work
environment. Sexual harassment is against the law and all employees have a legal right to a workplace free
from sexual harassment and employees are urged to report sexual harassment
by filing a complaint internally with the appropriate designee as
outlined in Policy, Section 3 below. Employees can also file a complaint
with a government agency or in court under federal, state or local
antidiscrimination laws.
A. The City of Ogdensburg's policy applies to all employees, applicants
for employment, interns, whether paid or unpaid, contractors and persons
conducting business, regardless of immigration status, with the City.
In the remainder of this document, the term "employees" refers to
this collective group and the term "city" refers to the City of Ogdensburg.
B. Sexual harassment will not be tolerated. Any employee or individual
covered by this policy who engages in sexual harassment or retaliation
will be subject to remedial and/or disciplinary action (e.g., counseling,
suspension, termination).
C. Retaliation prohibition: No person covered by this Policy shall be
subject to adverse action because the employee reports an incident
of sexual harassment, provides information, or otherwise assists in
any investigation of a sexual harassment complaint. The City will
not tolerate such retaliation against anyone who, in good faith, reports
or provides information about suspected sexual harassment. Any employee
of the City who retaliates against anyone involved in a sexual harassment
investigation will be subjected to disciplinary action, up to and
including termination. All employees, paid or unpaid interns, or non-employees working in the workplace who believe they have been subject
to such retaliation should inform their direct supervisor, department
head, Safety Committee Chair or City Manager. All employees, paid
or unpaid interns or non-employees who believe they have been a target
of such retaliation may also seek relief in other available forums,
as explained below in the section on Legal Protections.
D. Sexual harassment is offensive, is a violation of our policies, is
unlawful, and may subject the City to liability for harm to targets
of sexual harassment. Harassers may also be individually subject to
liability. Employees of every level who engage in sexual harassment,
including department heads and supervisors who engage in sexual harassment
or who allow such behavior to continue, will be penalized for such
misconduct.
E. The City will conduct a prompt and thorough investigation that ensures
due process for all parties, whenever management receives a complaint
about sexual harassment, or otherwise knows of possible sexual harassment
occurring. The City will keep the investigation confidential to the
extent possible. Effective corrective action will be taken whenever
sexual harassment is found to have occurred. All employees, including
department heads and supervisors, are required to cooperate with any
internal investigation of sexual harassment.
F. All employees are encouraged to report any harassment or behaviors
that violate this policy. The City will provide all employees a complaint
form for employees to report harassment and file complaints.
G. Department heads and supervisors are required to report any complaint
that they receive, or any harassment that they observe or become aware
of, to the City Manager.
H. This policy applies to all employees, paid or unpaid interns, and
non-employees and all must follow and uphold this policy. This policy
must be provided to all employees and should be posted prominently
in all work locations to the extent practicable (for example, in a
main office, not an offsite work location) and be provided to employees
upon hiring.
Reporting sexual harassment.
A. Preventing sexual harassment is everyone's responsibility. The City
cannot prevent or remedy sexual harassment unless it knows about it.
Any employee, paid or unpaid intern or non-employee who has been subjected
to behavior that may constitute sexual harassment is encouraged to
report such behavior to their direct supervisor, department head,
Safety Committee Chair or City Manager. Anyone who witnesses or becomes
aware of potential instances of sexual harassment should report such
behavior to their direct supervisor, department head, Safety Committee
Chair or City Manager.
B. Reports of sexual harassment may be made verbally or in writing.
A form for submission of a written complaint is attached to this Policy,
and all employees are encouraged to use this complaint form. Employees
who are reporting sexual harassment on behalf of other employees should
use the complaint form and note that it is on another employee's behalf.
C. Employees, paid or unpaid interns or non-employees who believe they
have been a target of sexual harassment may also seek assistance in
other available forums, as explained below in the section on Legal
Protections.
D. If you feel conduct is of a criminal nature, please notify the Police
Department, see section H. Contact the Local Police Department.