Book 1

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309 H - Employee Relations
City of Greensboro Personnel Policy Manuał
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5.0 ORGANIZATIONAL RULES
5.1 Prohibited Conduct - The following are examples of conduct that would be considered sexual
harassment or unlawful retaliation. These examples are provided to illustrate the kind of conduct
prohibited by this policy. However, this is not an exhaustive list.
A. Physical assaults of a sexual nature, such as: rape, sexual battery, molestation, or any attempt
to commit these assaults; or intentional physical conduct which is sexual in nature, such as
touching, pinching, patting, grabbing, or brushing against another body.
B. Unwanted sexual advances, propositions, or other sexual comments, such as: obscene
and insulting terms related to gender; unwelcome persistence in requesting social contacts;
comments about a person’s sexuality or sexual experience, or other sexually oriented or sexually
demeaning jokes or comments; preferential treatment or promises of preferential treatment for
submission to sexual behaviors.
C. Behavior which has an adverse effect on employees who are not directly subjected to
harassment but whose employment status or work environment are impacted by sexual
conduct directed toward others, whether that behavior is welcome or not.
D. Displaying or publicizing in the work place sexually oriented or discriminatory displays or
publications, such as sexually oriented pictures, posters, calendars, graffiti, sexually oriented
objects, or other material.
E. Adverse employment action taken as a result of an employee filing a complaint of sexual
harassment.
5.2 This policy shall be communicated to employees in the following ways: during employee
orientation, as part of the employee handbook, in supervisory and management training programs,
and through posters displayed at work sites.
5.3 Any level of supervision or management that knowingly fails to report incidents of sexual
harassment to the appropriate officials shall be subject to corrective action up to and including
dismissal.
6.0 PROCEDURES
6.1 Complaint Process
A. Any employee who feels that she or he has been sexually harassed should directly inform
the harasser in a polite but firm manner that the conduct is unwelcome and must stop. If the
employee is afraid to talk to the harasser because it is her/his immediate supervisor or because
of fear of the harasser’s possible actions, the employee may report the matter to the next higher
level supervision or anyone listed in Section 6.1 B below.
B. Any employee who feels that she or he has been sexually harassed should contact a supervisor
(unless the harasser is an offending supervisor). If allegations involve the immediate supervisor,