09-15-1997 WS - Laserfiche WebLink

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of the individuals is the spouse, parent, grandparent, child, brother, or sister of the other. The City will not employ relatives under any of the following circumstances: • Where an employee directly or indirectly supervises a relative. • Where an employee is responsible for auditing the work of a relative. • Where a conflict of interest or the perception of a conflict could exist. Promotions The City will fill vacancies by promotion of qualified full-time or part-time employees whenever practicable. Veterans Preference • A veterans preference in employment with the City shall be in accordance with MN and US Statutes. POLICY: OFFENSIVE BEHAVIOR/SEXUAL HARASSMENT Approved By: City Administrator Section: 1.45 Revision History: 1986, 1997 The sexual harassment of any employee of the City of Mounds View by any employee or non- employee is demeaning to both the victim of the harassment and to the City. It can result in • high turnover, absenteeism, low morale, and an uncomfortable work environment. Some forms of sexual harassment, including certain kinds of unwelcome physical contact, may also be criminal offenses. The City will not tolerate the sexual harassment of any of its employees, and will take immediate, positive steps to stop it when it occurs. Conduct found to be in violation of this policy constitutes just cause for discipline which may include, but is not limited to, suspension or termination. This policy applies to all of the City's employees, including elected officials, members of boards and commissions, consultants rendering professional services to the City and volunteer personnel. This policy supersedes any other policy or practice concerning sexual harassment/inappropriate conduct previously established,by the City. "Sexual harassment/inappropriate conduct" includes unwelcome sexual advances, requests for sexual favors, sexually motivated physical contact or other verbal or physical conduct or communication of a sexual nature when: • Submission to the undesirable conduct or communication is made a term or condition,. either explicitly or implicitly, of an individual's employment; • Submission to or rejection of such conduct or communication by an individual is used as a factor in decisions affecting that individual's employment; • Such conduct or communication has the purpose or effect of substantially interfering with an individual's employment or creates an intimidating, hostile or offensive working environment and the City knows or should know of the existence of the harassment and • fails to take timely and appropriate action; or • Such conduct or communication occurred because of the sex of the recipient even though it is not clearly sexual in nature or an explicit sexual advance.