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<br /> <br /> <br />Exhibit A. <br /> <br />Personnel Manual Section 1.27: SEXUAL HARASSMENT PREVENTION <br /> <br />Policy Statement <br /> <br />The City of Mounds View is committed to creating and maintaining a work place free of <br />harassment and discrimination. Such harassment is a violation of Title VII of the Civil Rights <br />Act of 1964 and the Minnesota Human Rights Act. In keeping with this commitment, the City <br />maintains a strict policy prohibiting unlawful harassment, including sexual harassment. This <br />policy prohibits harassment in any form, including verbal and physical harassment. <br /> <br />This policy statement is intended to make all employees sensitive to the matter of sexual <br />harassment, to express the City’s strong disapproval of unlawful sexual harassment, to <br />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 <br />of management. The City will not tolerate the sexual harassment of any of its employees, <br />and will take immediate, positive steps to stop it when it occurs. Conduct found to be in <br />violation of this policy may subject the perpetrator to discipline including possible <br />termination. <br /> <br />This policy applies to all of the City’s employees, including elected officials, members of <br />boards and commissions, consultants rendering professional services to the City and <br />volunteer personnel. This policy supersedes any other policy or practice concerning sexual <br />harassment/inappropriate conduct previously established by the City. <br /> <br />Definitions <br /> <br />“Sexual harassment/inappropriate conduct” includes unwelcome sexual advances, requests <br />for sexual favors, sexually motivated physical contact or other verbal, or physical conduct or <br />communication of a sexual nature when: <br /> <br />• Submission to the undesirable conduct or communication is made a term or condition, <br />either explicitly or implicitly, of an individual’s employment; <br /> <br />• Submission to or rejection of such conduct or communication by an individual is used <br />as a factor in decisions affecting that individual’s employment; <br /> <br />• Such conduct or communication has the purpose or effect of unreasonably interfering <br />with an individual’s employment or creates an intimidating, hostile or offensive <br />working environment and the City knows or should know of the existence of the <br />harassment and fails to take timely and appropriate action; or <br /> <br />“Sexual Harassment/inappropriate conduct” may come in various forms including, but not <br />limited to: <br />Page A-1