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46 <br /> <br />the new employee to the Department of Human Services. Individuals are also required to <br />voluntarily disclose information regarding court-medical support obligations. <br /> <br />8.6 Workplace Harassment <br />The City of Lino Lakes is committed to creating and maintaining a comfortable and productive <br />work environment free of harassment and discrimination. Employees must be free to exercise <br />their duties without fear of verbal or physical intimidation or duress. The city realizes the <br />seriousness of harassment and expresses its earnest desire to prevent the occurrence of such <br />incidents. <br />Title 7 of the Federal Civil Rights Act of 1964 and Chapter 363 of Minnesota State Statutes prohibit <br />discrimination and harassment in the workplace. It is the policy of the City of Lino Lakes to <br />maintain an environment that is free from offensive conduct, harassment, and discrimination <br />based on race, national origin, gender, religion, disability, age, marital status, sexual orientation, <br />or status with regard to public assistance. <br />It shall be a violation of this policy for any employee, agent, officer, council member or other City <br />official to engage in offensive or harassing verbal or physical conduct of a sexual nature or <br />regarding race, national origin, gender, religion, disability, age, marital status, sexual orientation, <br />or status with regard to public assistance. <br />The City will investigate all complaints of offensive, harassing, or violent conduct of a sexual <br />nature to the extent evidence is available to verify the alleged harassment or any related <br />retaliation. <br />Sexual Harassment Prevention <br />It is the City’s goal to provide employees with a workplace free from sexual harassment and <br />conduct that leads to claims of sexual harassment. Because sexual harassment is sometimes <br />difficult for employees to recognize, the following definition, as defined by the Equal Employment <br />Opportunity Commission (EEOC), is provided: <br />Sexual or gender-based offensive conduct or harassment includes unwelcome physical or <br />verbal conduct directed at an individual because of gender, unwelcome sexual advances, <br />requests for sexual favors, sexually motivated physical conduct, or communication of a sexual <br />nature when: (1) it’s a condition of hiring or promotion; (2) it becomes a factor in an <br />employee’s job duties or assignment; or (3) it creates an intimidating, hostile, or offensive <br />environment in which to work. <br /> <br />8.7 Reporting Workplace Harassment <br />Any person who believes he or she has been the victim of offensive conduct of a sexual nature <br />or harassment based on race, national origin, gender, religion, disability, age, marital status, <br />sexual orientation, or status with regard to public assistance, should report the alleged conduct <br />immediately to the appropriate person, such as the department director or City Administrator. <br />88