10-27-25 - City Council Agenda - Laserfiche WebLink

Home Search

Page 52 8.6 Workplace Harassment The City of Lino Lakes is committed to creating and maintaining a comfortable and productive work environment free of harassment and discrimination. Employees must be free to exercise their duties without fear of verbal or physical intimidation or duress. The city realizes the seriousness of harassment and expresses its earnest desire to prevent the occurrence of such incidents. Title 7 of the Federal Civil Rights Act of 1964 and Chapter 363 of Minnesota State Statutes prohibit discrimination and harassment in the workplace. It is the policy of the City of Lino Lakes to maintain an environment that is free from offensive conduct, harassment, and discrimination based on race, national origin, gender, religion, disability, age, marital status, sexual orientation, or status with regard to public assistance. It shall be a violation of this policy for any employee, agent, officer, council member or other City official to engage in offensive or harassing verbal or physical conduct of a sexual nature or regarding race, national origin, gender, religion, disability, age, marital status, sexual orientation, or status with regard to public assistance. The City will investigate all complaints of offensive, harassing, or violent conduct of a sexual nature to the extent evidence is available to verify the alleged harassment or any related retaliation. Sexual Harassment Prevention It is the City’s goal to provide employees with a workplace free from sexual harassment and conduct that leads to claims of sexual harassment. Because sexual harassment is sometimes difficult for employees to recognize, the following definition, as defined by the Equal Employment Opportunity Commission (EEOC), is provided: Sexual or gender-based offensive conduct or harassment includes unwelcome physical or verbal conduct directed at an individual because of gender, unwelcome sexual advances, requests for sexual favors, sexually motivated physical conduct, or communication of a sexual nature when: (1) it’s a condition of hiring or promotion; (2) it becomes a factor in an employee’s job duties or assignment; or (3) it creates an intimidating, hostile, or offensive environment in which to work. 8.7 Reporting Workplace Harassment Any person who believes he or she has been the victim of offensive conduct of a sexual nature or harassment based on race, national origin, gender, religion, disability, age, marital status, sexual orientation, or status with regard to public assistance, should report the alleged conduct immediately to the appropriate person, such as the department director or City Administrator. In addition to notifying management, the employee is also urged to document any further harassment or reprisals that occur after the complaint is made. The City encourages the reporting party or complainant to use the report form available from the City Administrator’s office or available from the department director, but oral reports are considered complaints as well. Depending on the nature of the complaint, the City may take Page 113 of 166