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8 12/2024 <br /> <br /> <br />• Inquiries into one’s sexual experiences; and <br />• Discussion of one’s sexual activities. <br /> <br />EXPECTATIONS <br />The City of Lake Elmo recognizes the need to educate its employees, volunteers, members of boards and <br />commissions, contractors/ vendors, applicants, elected officials and members of the public about sexual <br />harassment and stands committed to providing information and training. All employees are expected to <br />treat each other and the general public with respect and to assist in fostering an environment that is free <br />from unwanted harassment. <br /> <br />Violations of this policy may result in discipline, including possible termination. Each situation will be <br />evaluated on a case-by-case basis. <br />Employees who feel that they have been victims of harassment, or employees who are aware of such <br />harassment, should immediately report their concerns to any of the following: <br /> <br />1. Immediate supervisor <br />2. Administrative Services Director <br />3. City administrator <br />4. Mayor or city councilmember <br /> <br />In addition to notifying one of the above people and stating the nature of the harassment, the employee is <br />also encouraged to take the following steps, if the person feels safe and comfortable doing so. If there is a <br />concern about the possibility of violence, the individual should use their discretion to call 911, and/or take <br />other reasonable action, and as soon as feasible, a supervisor. <br /> <br />1. Make it clear to the harasser that the conduct is unwelcome and document the conversation. <br />2. Document the occurrences of harassment. <br />3. Submit the documented complaints to your supervisor, administrative services director, city <br />administrator, mayor, or any member of the City Council. Employees are strongly encouraged to <br />put the complaint in writing. <br />4. Document any further harassment or reprisals that occur after the initial complaint is made. <br /> <br />The city urges that conduct that is viewed as offensive be reported immediately to allow for corrective <br />action to be taken through education and immediate counseling, if appropriate. <br /> <br />Management takes these complaints seriously and has the obligation to provide an environment free of <br />harassment. The city is obligated to prevent and correct unlawful harassment in a manner that does not <br />abridge the rights of the accused. To accomplish this task, the cooperation of all employees is required. <br /> <br />In the case of a sexual harassment complaint, a supervisor must report the allegations promptly to the <br />administrative services director. If the administrative services director is the subject of the complaint, then <br />the supervisor is to report the complaint to the City Administrator. A supervisor must act upon such a <br />report even if requested otherwise by the victim. The city will take action to correct all reported harassment <br />to the extent evidence is available to verify the alleged harassment and any related retaliation. All <br />allegations will be investigated. Formal investigations will be prompt, impartial, and thorough. Strict <br />confidentiality is not possible in all cases of sexual harassment as the accused has the right to answer <br />charges made against them; particularly if discipline is a possible outcome. Reasonable efforts will be made <br />to respect the confidentiality of the individuals involved, to the extent possible. Any investigation process <br />will be handled as confidentially as practical and related information will only be shared on a need-to-know <br />basis and following the Minnesota Government Data Practices Act and/or any other applicable laws. <br />