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<br /> <br /> <br />• 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 /> <br />Expectations <br /> <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 /> <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 /> <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 /> <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 /> <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 /> <br /> <br /> <br />Page A-2