Harassment Policy

This harassment policy follows the guidelines set forth in the harassment policy adopted by the Waukon City Council (section 2.11.) These statements will apply to all employees of the Robey Memorial Library.

Harassment of employees will not be tolerated by the City of Waukon. Harassment includes, but not be limited to, racial, religious, national origin, age, disability and sexual harassment. Employees whose behavior is found to be in violation of this policy will be subject to the investigation procedure which may result in discipline, up to and including discharge or other
appropriate action.

  1. Sexual harassment shall include, but not be limited to, unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of sexual nature when: 1. submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment, or
  2. submission to or rejections of such conduct by the victim is used as the basis for employment decisions affecting such individual, or
  3. such conduct has the purpose or effect of unreasonably interfering with an individual work performance or creating an intimidating, hostile, or offensive working environment.

Other types of harassment may include, but not be limited to, jokes, stories, pictures or objects that are offensive, tend to alarm, annoy, abuse or demean certain protected individuals and groups.

Employees who believe they have suffered sexual harassment shall report such matter to the City Attorney who shall be the investigator for harassment complaints. However, claims regarding harassment may also be reported to the Mayor who shall be the alternate investigator for harassment complaints.

Upon receiving a complaint, the investigator shall confer with the complainant to obtain an understanding and a statement of facts. It shall be the responsibility of the investigator to promptly and reasonably investigate the claims of harassment.

Once the initial investigation is completed, it shall be the responsibility of the investigator to inform the Mayor of the complaint and the initial findings. Upon completion of the investigation the investigator and the Mayor shall determine what further action should be taken. If termination is determined to be necessary, the City Attorney shall make a recommendation to the City Council regarding the termination.

Complaint Procedure

An employee who believes that they have been harassed shall notify the City Attorney who is the designated investigator. The alternate investigator is the Mayor. The investigator may request that the employee complete the Harassment Complaint form available at his/her office and turn over evidence of harassment, including, but not limited to, letters, tapes, or pictures. Information received during the investigation shall be kept confidential to the extent possible.

The investigator has the authority to initiate a harassment investigation in the absence of a written complaint.

Investigation Procedure

The investigator shall reasonably and promptly commence the investigation upon receipt of the complaint. The investigator shall interview the complainant and the alleged harasser. The alleged harasser may file a written statement refuting or explaining the behavior outlined in the complaint. The investigator may also interview witnesses as deemed appropriate.

Resolution of the Complaint

Upon completion of the investigation a determination regarding appropriate action shall be made by the investigator (the City Attorney) and the Mayor. A written report shall be filed in the City Clerk’s office. The complainant and the alleged harasser shall receive notice as to the conclusion of the investigation.

Points to Remember in the Investigation

  • Evidence uncovered in the investigation is confidential.
  • Complaints must be taken seriously and investigated.
  • No retaliation will be taken against individuals involved in the investigation process.
  • Retaliators will be disciplined up to and including discharge.

Conflicts

If the investigator is the alleged harasser or witness to the incident, the alternate investigator shall be the investigator.

No one shall retaliate against an employee because they have filed a harassment complaint, assisted or participated in a harassment investigation, proceeding, or hearing regarding a harassment charge or because they have opposed language or conduct that violates this policy.

It shall be the responsibility of the Mayor, City Council, all employees including part-time employees, to act appropriately under this policy. It shall be the responsibility of the Mayor to inform and educate employees and anyone involved with the City about harassment and the City’s policy prohibiting harassment.

Adopted February, 1999
Reviewed October, 2004
Reviewed October, 2007
Reviewed October, 2010
Reviewed March, 2013
Reviewed December, 2015
Reviewed August, 2018
Revised October 2021