For purposes of this Part 7, the term "sexual harassment" means unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:
A. 
Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment. A "term or condition of employment" includes, but is not limited to, evaluation, duty assignments, retention, advancement, rate of compensation, or entitlement to benefits;
B. 
Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or
C. 
Such conduct has the purpose or effect of substantially interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment. This can include conduct by third parties (i.e., nonemployees); although the Town cannot discipline such persons, remedial action can be taken.
The purpose of this policy is to provide a work environment free from all forms of sexual harassment or intimidation. Chesapeake Beach regards sexual harassment of its employees as a very serious matter.
A. 
It is the policy of Chesapeake Beach that sexual harassment of its employees in the workplace by any person is strictly prohibited.
B. 
It is the policy of Chesapeake Beach to encourage employees who feel they have been subjected to discriminatory treatment or sexual harassment to bring these problems immediately to the direct attention of their immediate supervisor, their department head or the Mayor, at the discretion of the victim of such harassment. In addition, the employee may utilize the complaint procedure described in Article XXVII of this Part 7.
C. 
Any superior who receives any information or a report of sexual harassment shall, in confidence, convey that report to the Mayor. The Mayor shall be responsible for causing an investigation of the facts and circumstances of such harassment and taking any such remedial measures as the Mayor shall deem proper. This can include the implementation of work rule changes and new employment policies in furtherance of the prohibition against sexual harassment contained in this Part 7.