2005-08-10 CC Packet - Laserfiche WebLink

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