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<br />For any suspension, or any second suspension for the same individual, the <br />City Council shall review the reasons for the suspension and upon review, <br />will make a recommendation as to the future status of the Employee and <br />his/her continued employment with the City. <br /> <br />D) Dismissal: The City Council may dismiss any Employee following a five- <br />(5) day suspension. The dismissal notice shall be in writing and shall contain <br />- the reason for dismissal. - - - <br /> <br />18. SEXUAL HARASSMENT <br /> <br />18.1 General <br />The City of Centerville is committed to providing a working environment free of <br />harassment and discrimination. In keeping with this commitment, the City maintains <br />a strict policy prohibiting unlawful harassment, including sexual harassment. This <br />policy prohibits harassment in any form, including verbal and physical harassment. <br />This policy applies to all City Employees. <br /> <br />This policy statement is intended to make all Employees sensitive to the matter of <br />sexual harassment, to express the City's strong disapproval of unlawful sexual <br />harassment, to advise Employees of their behavioral obligations and to inform them <br />of their rights. <br /> <br />18.2 Definition <br /> <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 /> <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 /> <br />A) Submission to the conduct or communication is made a term or condition, <br />either explicidy or implicidy, for obtaining employment; <br /> <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 /> <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 /> <br />Examples of inappropriate conduct include but are not limited to: <br /> <br />. <br /> <br />Unwanted physical contact; <br /> <br />Page 32 of 46 <br />Adopted 11-09-2005 <br />