Legal Documents of Rockford

Code of Rockford

Table of Contents » Title 4 Municipal Personnel » Chapter 2 Work, Vacation And Sick Leave And Holiday Regulations » § 4-219 Sexual harassment policy.
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Title 4
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Title 4, Chapter 1
4-101
§ 4-101
Rockford
Title 4 : Municipal Personnel
Chapter 2 : Work, Vacation And Sick Leave And Holiday Regulations

4-219 : Sexual harassment policy.

  1. The sexual harassment of any employee of the City of Rockford by any other employee or non-employee is demeaning to both the victim of the harassment and to the city and is absolutely prohibited. The city will not tolerate the sexual harassment of any of its employees, and will take immediate, positive steps to stop it when it occurs.
  2. Sexual harassment is a violation of title VII of the Civil Rights Act of 1964 and in some cases it has been found to be a violation of the victim's U.S. constitutional rights.
  3. Sexual harassment is unwelcome conduct in the form of physical touching; propositioning; making either explicit or implied job threats or promises in return for submission to sexual favors; making of inappropriate sexual-oriented comments on appearance, including dress or physical features; telling of embarrassing sex-oriented stories; displaying sexually explicit or pornographic material, no matter how it is displayed; or sexual assaults on the job by supervisors, fellow employees, or non-employees, when any of the foregoing unwelcome conduct affects decisions, makes the job environment hostile, distracting or unreasonably interferes with work performance.
  4. This sexual harassment policy applies to all officers and employees of the City of Rockford, including, but not limited to, full- and part-time employees, elected officials, permanent and temporary employees and employees working under contract for the city.
  5. Any employee who believes that he or she is being subjected to sexual harassment should immediately contact one (1) of the persons below with whom the employee feels most comfortable:
    1. Immediate supervisor;
    2. Department head;
    3. City manager;
    4. City commissioner;

    5. Mayor.

      The city will handle the matter with as much confidentiality as possible, and there will be no retaliation against any employee who makes a claim of sexual harassment or who is a witness to the harassment.

  6. The city will conduct an immediate investigation in an attempt to determine all the facts concerning any alleged harassment. If it is determined that sexual harassment has occurred, corrective disciplinary action will be taken, including a reprimand, demotion, discharge or other appropriate action.
  7. If it is determined that no harassment has occurred, or that there is insufficient evidence of harassment, this will be communicated to the employee who made the complaint, along with the reasons for this determination.
  8. If it is found that a false and malicious claim has been filed, the employee who filed such a claim may thereupon be subject to disciplinary action. (as added by Ord. #022605, April 2005)
Date Last Updated: 01/10/2013
Codification Date: 05/01/2003

Officials at Date of Last Codification:

Mayor - Carl Koella, III
Vice Mayor - Sandra L. Hitson
Commissioner - Jennifer L. Brown
City Manager/Recorder - Terry Willett
Attorney - David T. Black

Date Last Updated: 01/10/2013
Codification Date: 05/01/2003

Officials at Date of Last Codification:

Mayor - Carl Koella, III
Vice Mayor - Sandra L. Hitson
Commissioner - Jennifer L. Brown
City Manager/Recorder - Terry Willett
Attorney - David T. Black