#03 - Personnel Policy Update - Laserfiche WebLink

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RESPECTFUL WORKPLACE & HARASSMENT PREVENTION #120 #XXX contact considered unacceptable by another individual. • Verbal or written abuse, making jokes, or comments that are sexually oriented and considered unacceptable by another individual. This includes comments about an individual’s body or appearance where such comments go beyond mere courtesy, telling “dirty jokes” or any other tasteless, sexually oriented comments, innuendos or actions that offend others. The harassment policy applies to social media posts, tweets, etc., that are about or may be seen by employees, customers, etc. • Requests or demands for sexual favors. This includes subtle or obvious expectations, pressures, or requests for any type of sexual favor, along with an implied or specific promise of favorable treatment (or negative consequence) concerning one’s current or future job. • Displaying sexually suggestive objects, pictures, or cartoons. • Inquiries into one’s sexual experiences; and • Discussion of one’s sexual activities. EXPECTATIONS The City of Lake Elmo recognizes the need to educate its employees, volunteers, members of boards and commissions, contractors/ vendors, applicants, elected officials and members of the public on the subject of sexual harassment and stands committed to providing information and training. All employees are expected to treat each other and the general public with respect and to assist in fostering an environment that is free from unwanted harassment. Violations of this policy may result in discipline, including possible termination. Each situation will be evaluated on a case-by-case basis. Employees who feel that they have been victims of harassment, or employees who are aware of such harassment, should immediately report their concerns to any of the following: 1. Immediate supervisor 2. Administrative Services Director 3. City administrator 4. Mayor or city councilmember In addition to notifying one of the above people and stating the nature of the harassment, the employee is also encouraged to take the following steps, if the person feels safe and comfortable doing so. If there is a concern about the possibility of violence, the individual should use his/her discretion to call 911, and/or take other reasonable action, and as soon as feasible, a supervisor. 1. Make it clear to the harasser that the conduct is unwelcome and document that conversation. 2. Document the occurrences of harassment. 3. Submit the documented complaints to your supervisor, administrative services director, city administrator, mayor, or any member of the City Council. Employees are strongly encouraged to put the complaint in writing. 4. Document any further harassment or reprisals that occur after the initial complaint is made.