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Physical unwelcome sexually motivated patting, pinching, cornering, hugging, <br /> kissing. <br /> Verbal sex oriented teasing and use of offensive or demeaning terms which have <br /> sexual connotations. <br /> Visual suggestive cartoons, calendars, posters or jokes displayed or circulated in the <br /> workplace. <br /> Sexual favors subtle or explicit demands or pressure for sexual favors or sexual <br /> activity. <br /> Nonsexual conduct that is demanding, degrading or harassing directed towards <br /> someone that would not have occurred but for the individual's gender. <br /> Expectations <br /> The City of Mounds View recognizes the need to educate its employees on the subject of <br /> sexual harassment and stands committed to providing information and training. All <br /> employees are expected to treat each other and the general public with respect and to assist <br /> in fostering an environment that is free from unwanted harassment. Violations of this policy <br /> may result in discipline, including possible termination. Each situation will be evaluated on a <br /> case -by -case basis. <br /> If any employee has knowledge of sexual harassment/inappropriate conduct or believes they <br /> are being harassed by a City employee (i.e., co- worker, Supervisor, subordinate) or by <br /> someone who is not a City employee but with whom the employee has contact because of <br /> work duties, the employee should make this known to the employee's Supervisor <br /> immediately. If the employee feels that the matter cannot be discussed with the immediate <br /> Supervisor, the employee should arrange a conference with the Department Head, Human <br /> Resource Representative, City Administrator or City Attorney. <br /> In addition to notifying one of the above persons and stating the nature of the harassment, <br /> the employee is also encouraged to take the following steps: <br /> 1. Make it clear to the harasser that the conduct is unwelcome and document that <br /> conversation; <br /> 2. Document the occurrences of harassment; <br /> 3. Submit the documented complaints to your supervisor, City Administrator, Mayor or <br /> any member of the City Council. Employees are strongly encouraged to put the <br /> complaint in writing. <br /> 4. Document any further harassment or reprisals that occur after the initial complaint is <br /> made. <br /> The City urges that conduct which is viewed as offensive be reported immediately to allow <br /> for corrective action to be taken through education and immediate counseling, if appropriate. <br /> Page A -2 <br />