6 • Submission to or rejection of such conduct is used as a basis for decisions affecting an individual's employment. • Such conduct has the purpose or effect of substantially interfering with an individual's work performance or creating an intimidating, hostile or offensive work environment. All employees are expected to conduct themselves in a professional and businesslike manner at all times. Conduct that may violate this policy includes, but is not limited to, sexually implicit or explicit communications whether in: • Written form, such as cartoons, posters, calendars, notes, letters, e-mails; • Verbal form, such as comments, jokes, foul or obscene language of a sexual nature, gossiping, or questions about another's sex life, or repeated unwanted requests for dates; • Physical gestures and other non-verbal behavior, such as unwelcome touching, grabbing, fondling, kissing, massaging, and brushing up against another's body. COMPLAINT PROCEDURE If you believe there has been a violation of the EEO policy or harassment based on the protected classes listed above, including sexual harassment, please use the following complaint procedure. The City expects employees to make a timely complaint to enable the City to investigate and correct any behavior that may be in violation of this policy. Report the incident to the Human Resources Manager, or the City Administrator who will investigate the matter and take corrective action. Your complaint will be kept as confidential as practicable. If you prefer not to go to either of these individuals with your complaint you should report the incident to the Mayor of the City of Lamar. The City prohibits retaliation against any employee for filing a complaint under this policy or for assisting in a complaint investigation. If you believe there has been a violation of the City's EEO or retaliation standard, please follow the complaint procedure outlined above. If the City determines that an employee's behavior is in violation of this policy, corrective disciplinary action will be taken, up to, and including termination of employment. Section 2. Competitive Hiring: Recruitment, Selection & Appointment It is the policy of the City to hire the best qualified candidates for employment with the goal of continuously improving the City's operations, improving citizens' satisfaction with the quality of services, and otherwise to place applicants in jobs that best suit their abilities, interests and skills. When a position vacancy occurs, the Department Director will submit a Personnel Requisition Form to the Human Resources Office. The HR Office will conduct a recruiting and selection process designed to identify the best qualified and most suitable individual for the position. The following summarizes the major elements of the City's hiring practices. As each job opening occurs, candidates will be solicited, screened, and selected according to a recruitment plan developed by the Human Resources Office and approved by the City Administrator. Openings may be filled via direct promotion of a current, qualified employee, advertised internally only, or advertised publicly. Job openings are filled by qualified persons from within the organization when possible. Preference is given to internal candidates over external candidates when both are equally qualified. However, internal candidates are not guaranteed the positions for which they apply. Job openings will be advertised as provided above, and instructions for applying will be made available to all interested parties through the Human Resources Office. It is the general policy of the City to accept the Employment Application as the only official instrument for employment
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