City of Salina Brochure - Sexual Harassment

1. SALINA HUMAN
RELATIONS DEPARTMENT
Provides
CONSULTANTS: On
race relations to employers, unions,
educators, civic groups, etc.
ASSISTANCE: In filing
complaints to those who have been
subjected to discrimination.
MATERIALS: On human
relations for distribution to
clubs, groups, etc.
SPEAKERS: On civil rights
for luncheons, meetings, classes,
etc.
FILMS: On a variety of civil
rights issues.
THESE SERVICES ARE
PROVIDED FREE OF CHARGE
Write, telephone, or
come in person to:
The SALINA HUMAN
RELATIONS DEPARTMENT
300 West Ash, Room 101
SALINA, KANSAS 67401
Telephone: (785) 309-5745
The Salina Code
Prohibits
Discrimination
in Employment,
Housing & Public
Accommodations
For Information Contact
Salina Human
Relations
Department
300 West Ash - Room 101
Salina, Kansas 67401
TEL: (785) 309-5745
FAX: (785) 309-5769
TDD: (785) 309-5747
LEGAL PROTECTION
Federal Law
Sexual harassment is a violation of
Section 703 of Title VII of the Civil
Rights Act of 1964, as amended by
the Equal Employment Opportunity
Act of 1972.
Unwelcome sexual advances,
requests for sexual favors, and
other verbal or physical conduct of a
sexual nature constitute sexual
harassment when (1) submission to
such conduct is made either
explicitly or implicitly a term or
condition of an individual’s
employment, (2) submission to or
rejection of such conduct by an
individual is used as the basis for
employment decisions affecting such
individual, or (3) such conduct has
the purpose or effect of
unreasonably interfering with a
person’s work performance or
creating an intimidating, hostile, or
offensive working environment.
Kansas Law
Sexual harassment in the work place
is prohibited by the public
employment sexual harassment
executive order, which protects
employees of covered state entities,
but does not define the term
“employee.” The law applies to
employers, employment agencies and
labor unions. Employers with four or
more employees are covered under
the law.
Prohibited Conduct
Sexual harassment may be verbal,
visual or physical in nature. It
includes sexual advances, requests
for sexual favors, or granting or
withholding benefits (e.g., pay,
promotion, time off) in response to
sexual conduct.
More subtle forms of harassment,
such as displaying sexually
suggestive posters, cartoons,
caricatures, telling jokes of a sexual
nature, and comments about a
person’s bodily parts are also
prohibited.
Uninvited and deliberate touching,
leaning over, cornering, or pinching;
uninvited sexually suggestive looks
or gestures; uninvited letters, phone
calls, or materials of a sexual
nature; uninvited pressure for dates;
and uninvited sexual teasing, jokes,
remarks, or questions are all
possible forms of sexual
harassment.
Sexual harassment is not a joke!
Employers’ Responsibilities
The employer is responsible for its
acts and those of its agents and
supervisory employees, regardless of
whether the specific acts
complained about were authorized or
even forbidden by the employer and
regardless of whether the employer
knew, or should have known, of their
occurrence.

2. Employers’ Responsibilities
Continued…
An employer should take all steps
necessary to prevent sexual
harassment from occurring, such
as:
1. Adopt a strong policy
statement prohibiting sexual
harassment stating that action will
be taken against proved offenders,
and disseminate such policy
statement throughout the
departments;
2. Provide training which
sensitize managers,
supervisors and employers on
the subject of sexual
harassment;
3. Develop and provide
employees with proper
procedures for expressing
complaints or concerns on
sexual harassment, including
information on procedures for
filing complaints with
enforcement agencies when
requested;
4. Should not give special
favors (approved leave, longer
lunches and breaks, preferred
work assignments).
5. Do not ignore behavior
that may be considered
sexually harassing.
Employees’
Responsibilities
1. Know your company’s policy
On sexual harassment to
assure that your behavior
towards others does not
contribute.
2. Tell the harasser (in person
or by letter, when it is
reasonably
certain that such action will not
jeopardize personal safety or
employment status) that the
behavior is neither humorous nor
welcomed and should cease
immediately.
3. Be willing to take action in a
rational and responsible way. If the
offensive behavior continues, report
it to your supervisor, manager, or
personnel director. Or if the
harasser is the owner of the
business, go directly to an outside
agency.
4. Should not ask for special
Favors (approved leave when
not granted to others, longer
lunches and breaks, preferred
assignments).
5. Should refuse to
perform tasks that are not
job related.
6. Dress appropriately for a
working environment.
There are no guarantees that any
or all of the above will completely
prevent instances of sexual
harassment, but they are steps in
the right direction.
WHERE TO GO
 FOR HELP 
Salina Human Relations
Department
300 West Ash - Room 101
P.O. Box 736
Salina, KS 67402-0736
(785) 309-5745
(Reading material on
sexual harassment is
available to the public
at the Salina Human
Relations Office,
free of charge.)
Kansas Human Rights Commission
S.W. 900 Jackson
Topeka, KS 66612-1258
(785) 296-3206
(Ask for an Intake Worker)
Equal Employment
Opportunity Commission,
Regional Office
911 Walnut Street
Kansas City, MO 64106
800-669-4000
You may also wish to consult
with a private attorney.
SEXUAL
HARASSMENT
IN THE
WORKPLACE
ITS AGAINST
THE LAW!
Salina
Human
Relations
Commission