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B. Unwanted sexual advances, propositions or other sexual comments, such as sexually <br /> oriented gestures, noises, remarks,jokes, or comments about a person's sexuality or <br /> sexual experience (especially when directed at or made in the presence of any <br /> employee who indicates or has indicated in any way that such conduct in his or her <br /> presence is unwelcome). <br /> C. Preferential treatment or promises of preferential treatment to an employee for <br /> submitting to sexual conduct, including soliciting or attempting to solicit any <br /> employee to engage in sexual activity for compensation or reward. <br /> D. Subjecting, or threats of subjecting, an employee to unwelcome sexual attention or <br /> conduct or intentionally making performance of the employee's job more difficult <br /> because of that employee's sex. <br /> E. Sexual or discriminatory displays or publications anywhere in NSMT's workplace by <br /> the NSMT employees, such as: <br /> F. Displaying pictures, posters, calendars, graffiti, objects, promotional materials, <br /> reading materials or other materials that are sexually suggestive, sexually demeaning <br /> or pornographic, or bringing into the [Company Name] work environment or <br /> possessing any such material to read, display or view at work. A picture will be <br /> presumed to be sexually suggestive if it depicts a person of either sex who is not fully <br /> clothed or in clothes that are not suited to or ordinarily accepted for the <br /> accomplishment of routine work in and around the workplace and/or who is posed for <br /> the obvious purpose of displaying or drawing attention to private portions of his or <br /> her body. <br /> G. Reading or otherwise publicizing in the work environment materials that are in any <br /> way sexually revealing, sexually suggestive, sexually demeaning or pornographic. <br /> H. Displaying signs or other materials purporting to segregate an employee by sex in any <br /> area of the workplace (other than restrooms and similar semi-private lockers/changing <br /> rooms). <br /> Retaliation for sexual harassment complaints, such as <br /> A. Disciplining, changing work assignments of, providing inaccurate work information <br /> to, or refusing to cooperate or discuss work-related matters with any employee <br /> because that employee has complained about or resisted harassment, discrimination <br /> or retaliation. <br /> B. Intentionally pressuring, falsely denying, lying about or otherwise covering up or <br /> attempting to cover up conduct such as that described in any item above. <br /> 1. Responsibilities <br /> Employees <br /> If employees believe that they have been subject to sexual harassment or any unwanted <br /> sexual attention, they should make their unease and/or disapproval directly and immediately <br /> known to the harasser whenever possible. If the situation is not immediately resolved or if the <br /> employee is unable to or uncomfortable to address the alleged harasser directly, he or she <br /> should report the incident to the employee's manager, human resources or his or her own <br /> 17 <br /> I,, <br />