|
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
<br />prohibit discrimination and harassment in the workplace. It is the policy of the City of Lino
<br />Lakes to maintain an environment that is free from offensive conduct, harassment, and
<br />discrimination based on race, national origin, gender, religion, disability, age, marital status,
<br />sexual orientation, 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
<br />City 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
<br />Employment 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
<br />sexual nature when: (1) it 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 />8.7 Reporting Workplace Harassment
<br />Any person who believes he or she have 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 />In addition to notifying management, the employee is also urged to document any further
<br />harassment or reprisals that occur after the complaint is made.
<br />The City encourages the reporting party or complainant to use the report form available from the
<br />City Administrator's office or available from the department director, but oral reports are
<br />considered complaints as well. Depending on the nature of the complaint, the City may take
<br />immediate steps, at its discretion, to protect the complainant and other employees or members of
<br />the public pending the completion of an investigation.
<br />34
<br />
|