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3. PROHIBITED ACTIVITIES: The following are prohibited activities in accordance with this policy: A. No elected officials, appointed positions or employee shall either implicitly or explicitly ridicule, mock, deride or belittle any person. B. Elected Officials, appointed positions and employees shall not make offensive or derogatory comments based upon race, color, sex, religion or national origin, either directly or indirectly to another person. Such action is prohibited form of discrimination under State and Federal Employment Law and is considered misconduct subject to disciplinary action by the District. C. Sexual harassment is defined as unwelcome sexual advance, requests for sexual favors and other verbal or physical contact of a sexual nature where: 1. Submission to such contact is made either explicitly or implicitly a term or condition of employment; or 2. Submission to or rejection of such contact by an elected official, appointed position or employees is used as the basis for a membership or employment decisions affecting the person; or 3. Such contact has the purpose or effect of unreasonably interfering with the elected officials, appointed positions and employee’s participation or creating an intimidation, hostile or offensive participation or working environment. 4. MEMBERS AND EMPLOYEE’S RESPONSIBILITIES: A. Each person in a supervisory capacity shall be responsible for preventing acts of harassment, which includes the following: 1. Monitoring the work environment for any signs of harassment, where such environment can be monitored with visual or audio means at all times, within reason. 2. Provide counseling to members and employees on the behavior prohibited and means of reporting and resolving complaints. 3. Intervention wherever appropriate to sop any absurd acts or harassment. B. Elected Officials, appointed positions and employees of the Town share a responsibility to assist in the prevention of harassment by the following: 1. Refraining from participation in or encouragement of action which could be perceived as harassment. 2. Taking appropriate action for reporting and stopping of same. C. Failure to take action to stop harassment shall be ground for discipline. 5. COMPLAINT PROCEDURES: The following is the procedure to be followed in the event of a complaint of harassment: A. Elected Officials, appointed positions and employees encountering harassment shall tell the offending party that such actions are unwelcome and offensive. B. Elected Officials, appointed positions and employees who believe he or she is being harassed shall report such incidents to his or her superior as soon as practical. Where this is not practical due to a conflict, the elected officials, appointed positions or employees may instead file a complaint with another superior within the Town or directly to the Town Board of Holland within seventy –two (72) hours of the incident. C. The person to whom such actions are reported shall meet with the complainant(s) and document the incidents complained of and the dates on which they occurred. This report will