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City of Colton Number <br />Administrative Policy Date <br />Authority <br />Page 2 <br />SUBJECT: HARASSMENT POLICY STATEMENT <br />AND COMPLAINT PROCEDURE (continued) <br />B. HOSTILE WORK ENVIRONMENT <br />An offensive work environment caused <br />employees to various kinds of behavior, <br />sexual advances. <br />C. SEXUAL HARASSMENT <br />4.04.030 <br />August 16, 1994 <br />City Council <br />by exposing an employee or <br />harassment, or to unwanted <br />Sexual harassment is defined as unsolicited or unwelcome sexual <br />advances, requests for sexual favors, and other verbal, physical or <br />visual conduct of a sexual nature when (1) submission to such <br />conduct is made either explicitly or implicitly as a term or <br />condition of an individual's employment; (2) submission to or <br />rejection of such conduct by an individual is used as the basis for <br />employment decisions affecting such individual; or (3)such conduct <br />has the purpose or effect of unreasonably interfering with an <br />individual's work performance or creating an intimidating, hostile, <br />or offensive working environment. <br />For purposes of clarification, sexual harassment may include but is not <br />limited to: <br />1. Making unsolicited written, verbal, physical and/or visual contact with <br />sexual overtones. (Written examples: suggestive or obscene letters, <br />notes, invitations. Verbal examples: derogatory comments, slurs, jokes <br />and epithets. Physical examples: assault touching, impeding or <br />blocking movements. Visual examples: leering, gestures, or display of <br />sexually suggestive objects or pictures, cartoons, or posters.) <br />2. Continuing to express sexual interest after being informed that the <br />interest is unwelcome. (Reciprocal attraction is not considered sexual <br />harassment.) <br />3. Making reprisals, threats of reprisal, implied threats of reprisal <br />following a negative response. For example, either implying or actually <br />withholding support for an appointment, promotion, or change of <br />assignment; suggesting a poor work performance evaluation will be <br />prepared, or suggesting a probationary period will be failed. <br />4. Engaging in implicit or explicitly coercive sexual behavior which is <br />used to control, influence, or affect the career, salary, and/or work <br />environment of another employee. <br />5. Offering favors of employment benefits, such as promotions, favorable <br />work performance evaluations, favorable assigned duties or shifts, <br />recommendations, reclassification, etc., in exchange for sexual favors. <br />