19-DIRECTION TO CITY MANAGER ON AMENDING THE CITY PERSONNEL POLICIES AND PROCEDURE MANUAL REGARDING DISCRIMINATION

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SECTION Z- EQUAL OPPORTUNITY & HARASSMENT SECTION 2.01- Epual Opportunitv Employer In compliance with the state and federal laws including Title VII of the Civil Rights Act of 1964 and the American with Disabilities Act of 1991, the City is an equal opportunity employer. No person shall be discriminated against because of race, color, religion, sex, national origin, or disability. Disgualification on the basis of physical requirements is prohibited unless such disqualification constitutes a bona fide occupational qualification or essential function necessary to proper and efficient administration of a job. Employees or applicants, who need reasonable accommodations due to a disability or feel they have been the subject of discrimination, should discuss these circumstances with their Department Head and/or the Human Resources Director or desigmee. Harassment of any nature, when based on race, religion, color, sex, national origrin, age or disability, will not be tolerated. SECTION 2.02 - Sexual Harassment The City of Paris is committed to maintaining a work environment free from sexual harassment for all employees. Business decisions regarding employment, transfers, promotions, discipline or terminations based on an employee's submission or refusal of sexual advances will not be tolerated. SECTION 2.021 - Definition Sexual harassment is a form of gender-based discrimination prohibited by Title VII of the Civil Rights Aet of 1964. Sexual harassment is, as defined by the Equal Employment Opportunity Commission, "unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when submission to the conduct enters into employment decisions andlor the conduct unreasanably interferes with an individual's work performance or creates an intimidating, hostile or offensive work environment." The two most common forms of sexual harassment are "quid pro qud" and "hostile work environment." Quid pro quo harassment forces an emplayee to choose between the job and the demands being made by the harasser. Hostile work environment harassment occurs when there is a repeated pattern of verbally abusive, threatening, crude, impolite or various other types of unprofessional conduct that impairs an employee's ability to perform a job. Examples of behavior that may be considered sexual harassment are: e-mails or text messages that contain sexually explicit or vulgar demeaning information based on gender, telling sexual jokes or stories, making sexual innuendos, spreading rumors about a person's sex life, continuous staring at someone, obscene gestures, blocking a person's path, invading a person's body space, brushing up against a person, and massaging a person's neck, or other similar activity.