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jokes or stories, making sexual innuendos, spreading rumors about a person's sex life,
<br />continuous staring at someone, obscene gestures, blocking a person's path, invading a person's
<br />body space, brushing up against a person, and massaging a person's neck, or other similar
<br />activity.
<br />SECTION 2.023 Racial Harassment and Other Illegal Harassment
<br />In addition to the City's prohibition against sexual harassment, harassment on the basis of any
<br />other legally protected characteristic is also strictly prohibited. This means that verbal or
<br />physical conduct that singles out, denigrates, or shows hostility or aversion toward someone
<br />because of race, color, religion, sex, age, national origin, disability, or any other characteristic
<br />protected by law is also prohibited. Prohibited conduct includes, but is not limited to, epithets,
<br />slurs and negative stereotyping; threatening, intimidating, or hostile conduct; denigrating jokes
<br />and comments; and writings or pictures, that singles out, denigrates, or shows hostility or
<br />aversion toward soineone on the basis of race, color, religion, sex, age, national origin, disability,
<br />or any other characteristic protected by law. Conduct, comments, or innuendoes that may be
<br />perceived by others as offensive are wholly inappropriate and are strictly prohibited. This policy
<br />also prohibits sending, showing, sharing, or distributing in any form, inappropriate jokes,
<br />pictures, comics, stories, etc., including but not limited to via electronic or digital communication
<br />such as cell phone, instant messaging, text, tweets, e-mail, social networking sites and other
<br />Internet transmissions.
<br />SECTION 2.024 - Responsibility of Department Heads/ManaEers/Supervisors
<br />All department heads, managers and supervisors are expected to address and correct unlawful
<br />harassment in the workplace. Any empioyee with supervisory or managerial responsibility who
<br />becomes aware of unlawful harassment in the workplace must take corrective steps whether or
<br />not a formal complaint has been filed and must report all incidents of unlawful harassment to the
<br />Human Resources Officer. Managers who fail to properly address unlawful harassment in the
<br />workplace may be disciplined up to and including termination of employment. It is the ongoing
<br />responsibility af department heads, managers and supervisors to monitor work areas for unlawful
<br />harassment and to timely implement the City's policy against unlawful harassment.
<br />SECTION 2.025 - Responsibilitv of Emplovees; Discipline for Violation of this Policv
<br />The City does not tolerate any form of unlawful harassment. Employees are to refrain from
<br />engaging in any fonn of unlawful harassment with co-workers, subordinates, citizens,
<br />contractors, vendors or any other third-party that they come into contact with as part of their
<br />employment with the City of Paris. Employees who are found to have engaged in unlawful
<br />harassment will be disciplined. For a first verified violation of this Policy, the offending
<br />etnployee will be suspended without pay for a minimum of three days. The minimum
<br />punishment does not preclude the Departinent Head and/or City Manager from imposing
<br />stronger disciplinary action, up to and including termination of employment for a first offense, if
<br />the offense merits stronger disciplinary action. A second verified violation of the City's anti-
<br />harassment policy by the same employee will result in termination of employment.
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