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(2) Employment Practices. Treating an employee differently from other similarly situated employees in such things as promotion, discipline, work schedules, compensation or training because of that person's race, religion, color, national origin, ancestry, physical or mental disability, medical condition, sexual orientation, marital status, sex or age. (3) Termination. Considering an employee's race, religion, color, national origin, ancestry, physical or mental disability, sexual orientation, medical condition, marital status, sex, or age in making a decision to terminate that person's employment. (4) Verbal Harassment. Derogatory or vulgar comments such as those regarding a person's race, age, sex, religion, sexual orientation, ethnic heritage, physical appearance, physical or mental disability, or distribution of written or graphic material having such effects. (5) Retaliation. Retaliation for reporting or threatening to report discriminatory misconduct for participating in an investigation of discrimination. IV. RESPONSIBILITIES AND OBLIGATIONS All employees have a responsibility to ensure that their actions and conduct in the workplace are professional and that they do not offend, discriminate, or in any way sexually harass other employees. Supervisory and Management personnel have an obligation to ensure that the work place is free from all types of discrimination, including sexual harassment. They are also responsible for ensuring that all employees receive a copy of this policy and receive all available training regarding the City's policy on sexual harassment/discrimination. Any incidents of observed or alleged discrimination or sexual harassment must be treated seriously and immediately reported to the Director of Human Resources. The Director of Human Resources shall ensure that an immediate investigation into the allegations is conducted. Prompt and appropriate corrective or remedial action must be taken to end any known discrimination or sexual harassment and to prevent any future discrimination or sexual harassment from reoccurring. V. PROCEDURE 1. Any Supervisor, Manager or Command personnel observing conduct which might be construed as discrimination or sexual harassment, shall immediately report such conduct to both their Department Head (if applicable) and the Director of Human Resources. The Department Head will consult with the Human Resources Director regarding the appropriate action that should be taken. 2. Any employee who believes he/she is being sexually harassed or discriminated against, or who witnesses sexual harassment or discrimination against another 10/31/00' 03