Sexual Harassment Policy

Prohibited behavior in the City of Omaha. It includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature that creates a hostile work environment.

A type of sexual harassment where someone is forced to tolerate unwanted sexual behavior as a condition of keeping their job.

The City of Omaha has a clear stance against sexual harassment - it is not tolerated in any form.

A procedure to manage unlawful discrimination claims, including sexual harassment.

The City of Omaha expects all employees to report any suspected or observed harassment.

All City employees, elected officials, contractors, and affiliated parties are subject to the sexual harassment policy.

The City of Omaha's sexual harassment policy aims to provide a definition, reporting procedures, and clarify rights and responsibilities of employees.

The City of Omaha's sexual harassment policy prioritizes a professional work environment ensuring the well-being of employees and the public.

Conduct of a sexual nature deemed unreasonable and inappropriate in the workplace.

Any behavior that creates a hostile work environment based on sex.

When an employee experiences negative consequences after reporting sexual harassment or participating in an investigation.

The City will investigate and discipline any employee found guilty of a state or federal crime involving sexual misconduct committed while employed by the City.

The City's focus is on creating a safe work environment free from harassment.

All allegations of sexual harassment will be treated confidentially to the extent possible.

Supervisors or managers are responsible for preventing and addressing sexual harassment in their workplaces.

Disciplinary action, including termination, will be taken if an employee violates the City's sexual harassment policy.

The Labor Relations Division of the city investigates complaints of sexual harassment. They may involve the department directors of the affected employee(s).

If the investigation concludes that sexual harassment occurred, or a supervisor knew and did nothing, corrective action will be taken. This might include disciplinary measures against the perpetrator(s), up to and including termination, as well as employee counseling and training as deemed necessary.

The Human Resources Director receives a written report on every sexual harassment complaint, including the investigation results. They also inform both the complainant and the victim.

The City's Human Resources Department oversees the sexual harassment policy's enforcement and maintenance. They also work with the City Law Department and other departments to ensure compliance.

The City of Omaha's sexual harassment policy prohibits discrimination based on factors like race, color, creed, ethnicity, religion, sex, marital status, sexual orientation, gender identity, national origin, age, or disability.

Any employee who believes they are being sexually harassed in the workplace has a responsibility to report it to their supervisor or designated individuals.

A supervisor, upon receiving a sexual harassment report, must document the allegations and evidence.

Employees who are uncomfortable approaching the harasser directly can report to their supervisor, division manager, department director, or Human Resources Director.

An employee who is harassed by a department director should inform the mayor.

Employees are protected from retaliation for reporting sexual harassment, providing evidence, or assisting in investigations.

The City of Omaha is obligated to thoroughly investigate all alleged sexual harassment cases.

A supervisor who receives a report must take immediate action to stop the harassment and notify Human Resources.

The Human Resources Director, under the direction of the Labor Relations Director, will conduct an investigation into allegations of sexual harassment.