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6 12/2024
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<br />#120 RESPECTFUL WORKPLACE & HARASSMENT PREVENTION
<br /> The intent of this policy is to provide general guidelines about conduct that is, and is not, appropriate in the
<br />workplace and other city-sponsored events. The city acknowledges that this policy cannot possibly predict
<br />all situations that might arise and recognizes that some employees are exposed to disrespectful behavior,
<br />and even violence, by the very nature of their jobs.
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<br />The City of Lake Elmo is committed to creating and maintaining a workplace free of harassment and
<br />discrimination. Such harassment is a violation of Title VII of the Civil Rights Act of 1964, the Minnesota
<br />Human Rights Act, and other related employment laws.
<br />In keeping with this commitment, the city maintains a strict policy prohibiting offensive behavior and
<br />unlawful harassment, including sexual harassment. This policy prohibits harassment in any form, including
<br />verbal and physical sexual harassment.
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<br />Discriminatory behavior includes inappropriate remarks about, or conduct related to a person’s legally
<br />protected characteristics such as race, color, creed, religion, national origin, disability, sex, gender,
<br />pregnancy, marital status, age, sexual orientation, gender identity, or gender expression, familial status, or
<br />status with regard to public assistance.
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<br />This policy is intended to make all city employees, volunteers, members of boards and commissions,
<br />applicants, contractors/vendors, elected officials and members of the public aware of the matter of
<br />harassment, but specifically sexual harassment to express the city’s strong disapproval of unlawful
<br />harassment, to advise employees against this behavior and to inform them of their rights and obligations.
<br />The most effective way to address any sexual harassment issue is to bring it to the attention of
<br />management. Maintaining a work environment free from harassment is a shared responsibility.
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<br />This policy applies to all city employees, paid-on-call firefighters, City Council members, members of
<br />boards and commissions, volunteers, contractors/vendors, election judges, applicants, and members of the
<br />public, both in the workplace and other city-sponsored social events.
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<br />DEFINITIONS
<br />Unlawful Harassment – “Unlawful harassment” is conduct that has the purpose or effect of
<br />creating an intimidating, hostile, or offensive work environment; has the purpose or effect of
<br />substantially and unreasonably interfering with an individual’s work performance; or otherwise
<br />adversely affects an individual’s employment opportunities because of the
<br />individual’s membership in a protected class.
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<br />Sexual Harassment – “Sexual harassment” is generally defined under both state and federal law as
<br />unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a
<br />sexual nature where:
<br />• Submission to or rejection of such conduct is made either explicitly or implicitly a term or
<br />condition of any individual’s employment or as a basis for employment decisions; or
<br />• Such conduct has the purpose or effect of unreasonably interfering with an individual’s
<br />work performance or creating an intimidating, hostile, or offensive work
<br />environment.
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<br />Other sexually oriented conduct, whether intended or not, that is unwelcome and has the effect of creating
<br />a work environment that is hostile, offensive, intimidating, or humiliating to workers may also constitute
<br />sexual harassment.
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<br />Violent Behavior – includes the use of physical force, harassment, bullying or intimidation.
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<br />Offensive Behavior - may include such actions as rudeness, angry outbursts, inappropriate humor,
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