It is the policy of the Village of Island Park
to promote a productive work environment that is free of conduct that
harasses, disrupts, or interferes with work performance or that creates
an intimidating, offensive, or hostile environment.
A.
All employees are expected to maintain and promote
a productive working environment free of harassing or disruptive conduct
and to report to management any harassment.
B.
No form of harassment will be tolerated, including
harassment because of an individual's race, national origin, religion,
disability, pregnancy, age, military status, gender, or sex. Although
no form of harassment is to be tolerated, sexual harassment is specifically
and expressly prohibited.
A.
Sexual harassment.
(1)
Unwelcome sexual advances, requests for sexual favors,
and other verbal or physical conduct of a sexual nature constitutes
sexual harassment when submission to such conduct is made a term or
condition of employment (expressly or implicitly), when submission
to or rejection of such conduct by an individual is used as the basis
for employment decisions affecting such individual, or when such conduct
unreasonably interferes with an individual's work performance or creates
an intimidating, hostile, or offensive working environment.
(2)
Sexually harassing conduct includes, but is not limited
to, the following actions:
(a)
Unwelcome sexual flirtations, propositions,
offensive touching, commenting on a person's physical characteristics.
(b)
Verbal abuse of a sexual nature, repetitive
use of offensive words of a sexual nature describing body parts or
the sexual act, telling suggestive ("dirty") stories, conversation
between employees about subjects which are sexual in nature and perceived
as offensive.
(c)
Displaying in the workplace sexually suggestive
objects, pictures, pornographic magazines, or representations of any
action or subject sexual in nature which can be perceived as offensive.
(d)
Retaliation against employees for complaining
about sexually harassing behavior.
B.
Offensive conduct between members of the same gender
may constitute harassment, as well as conduct between members of the
opposite sex.
C.
Forms of harassment other than sexual harassment include
slurs and other verbal or physical conduct relating to an individual's
race, national origin, religion, disability, pregnancy, age, military
status, or gender, which creates an intimidating, hostile, or offensive
working environment or otherwise adversely affects an individual's
employment opportunities.
Any employee who believes that the conduct or
words of a supervisor, manager, other employee or nonemployee constitute
harassment has a duty to report or complain about the situation to
management as soon as possible.
A.
Any complaint or report of harassment should be directed
to the Village Clerk. If the complaint or report concerns the Village
Clerk, or if for any other reason the person making the complaint
is uncomfortable bringing the complaint to the Village Clerk, then
the complaint should be made to the Mayor.
B.
Complaints or reports of harassment will be investigated
promptly. Employees are required to cooperate with any investigation.
Retaliation against any employee for making a complaint or report
or for providing information in an investigation is prohibited and
will be grounds for disciplinary action.
C.
Any violation of this harassment policy will be grounds
for disciplinary action, including but not limited to warning, suspension,
discharge, demotion, transfer, and/or probation. The Village of Island
Park may also impose other remedial actions in appropriate circumstances
in response to any complaint or report of harassment or upon investigation
of any complaint or report, including but not limited to counseling,
training, treatment, and/or the placing of conditions on continued
employment.
D.
If it is concluded that a complaint or report of harassment
was intentionally false or that information provided in an investigation
was intentionally false, the individual(s) providing such false complaint,
report, or information will be subject to disciplinary action, up
to and including discharge.
