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01/01/2013 <br /> 18.2 Definition <br /> General: To provide Employees with a better understanding of what constitutes <br /> sexual harassment, the following definition, based on Minnesota Statutes, is hereby <br /> provided: <br /> Sexual harassment includes unwelcome sexual advances, requests for sexual favors, <br /> sexually motivated physical contact, or other verbal or physical conduct or <br /> communication of a sexual nature, when: <br /> A) Submission to the conduct or communication is made a term or condition, <br /> either explicitly or implicitly, for obtaining employment; <br /> B) Submission to or rejection of that conduct or communication by an <br /> individual is used as a factor in decisions affecting that individual's <br /> employment; <br /> C) That conduct or communication has the purpose or effect of substantially <br /> interfering with an individual's employment or creating an intimidating, <br /> hostile or offensive employment environment and the Employer knows or <br /> should have known of the existence of the harassment and fails to take <br /> timely and appropriate action. <br /> Examples of inappropriate conduct include but are not limited to: <br /> • Unwanted physical contact; <br /> • Unwelcome sexual jokes or comments; <br /> • Sexually explicit posters or pin -ups; <br /> • Repeated and unwelcome requests for dates or sexual favors; <br /> • Sexual gestures; <br /> • Any indication, expressed or implied, that an Employee's job security <br /> or any other condition of employment depends on submission to or <br /> rejection of unwelcome sexual requests or behavior. <br /> 18.3 Expectations <br /> Violations: The City of Centerville recognizes the need to educate its Employees on <br /> the subject of sexual harassment and stands committed to provide information and <br /> training. All Employees are expected to treat each other and the general public with <br /> respect and to assist in fostering an environment that is free from unwanted <br /> harassment. Violations of this policy may result in discipline, including possible <br /> discharge. Each situation will be evaluated on a case by case basis depending on the <br /> severity and the circumstances involved. <br /> Notice: In order for a sexual harassment issue to be addressed, it must be brought <br /> to the attention of management. In order for action to be taken, information must <br /> be forwarded to the appropriate level of management. <br /> Page 34 of 51 <br /> Adopted 01/23/2013 <br /> 54 <br />