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66 <br /> <br />City of Little Canada Personnel Policy <br /> <br /> SECTION 27 - HARASSMENT POLICY <br /> <br />The City is committed to providing a work environment that is free of discrimination. In keeping with <br />this commitment, the City maintains a strict policy prohibiting unlawful harassment, including sexual <br />harassment. This policy prohibits harassment in any form, including verbal and physical harassment. <br /> <br />Discriminatory behavior includes inappropriate remarks about, or conduct related to a person’s legally <br />protected characteristic such as race (inclusive of traits associated with race, including hair texture and <br />hair styles such as braids, locs, and twists), color, creed, religion, national origin, ethnicity, disability, <br />sex (including pregnancy or childbirth and related disabilities), gender, pregnancy, marital status, age, <br />sexual orientation, gender identity or gender expression, familial status, marital status, genetic <br />information, membership or activity in a city or county agency that addresses discrimination based on <br />protected characteristics under the Minnesota Human Right Act, or status with regard to public <br />assistance. <br /> <br />Harassing conduct could include epithets, slurs or negative stereotyping; threatening, intimidating or <br />hostile acts; denigrating jokes; and written or graphic material that denigrates or shows hostility or <br />aversion toward a protected class that is placed on walls or elsewhere on the employer’s premises or <br />circulated in the workplace, on City time or using City equipment by e-mail, phone (including voice <br />messages), text messages, social networking sites or other means. <br /> <br />Sexual Harassment <br /> <br />The City prohibits harassment of any employee by any supervisor, employee, member of the public, or <br />vendor based on sex or gender. The purpose of this policy is to ensure that all employees at the City <br />are free from sexual harassment. Although it can be challenging to define precisely what constitutes <br />sexual harassment, examples of prohibited behavior include: <br /> <br />• Unwelcome sexual advances <br />• Requests for sexual favors <br />• Obscene gestures <br />• Displaying sexually graphic materials such as magazines, calendars, or posters <br />• Sending sexually explicit emails, text messages, or other communications <br />• Verbal or physical conduct of a sexual nature, such as uninvited touching or sexually related <br />comments <br /> <br />For the purposes of this policy, "sexual harassment" is defined as per the Equal Employment <br />Opportunity Commission Guidelines. It includes unwelcome sexual advances, requests for sexual <br />favors, and other verbal or physical conduct of a sexual nature when: <br /> <br />a) Submission to such conduct is made either explicitly or implicitly a term or condition of an <br />individual’s employment. b) Submission to or rejection of such conduct by an individual is used as the <br />basis for employment decisions affecting that individual. c) Such conduct has the purpose or effect of <br />unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or <br />offensive working environment. <br /> <br />Title VII of the Civil Rights Act of 1964 recognizes two types of sexual harassment: quid pro quo and <br />hostile work environment. Sexual harassment can include a range of subtle and overt behaviors and