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SEXUAL HARASSMENT POLICY <br />OF THE <br />CITY OF MOUNDS VIEW <br />The sexual harassment of any employee of the City of Mounds <br />View by any other employee or non -employee is demeaning to <br />both the victim of the harassment and to the City. It can <br />result in high turnover, absentee, low morale, and an <br />uncomfortable work environment. Some forms of sexual <br />harassment, including certain kinds of unwelcome physical <br />contact, nay also ba criminal offenses. The City will not <br />tolerate the sexual harassment of any of its employees, and <br />will take immediate, positive steps to stop it when it <br />occurs. <br />Sexual harassment is a violation of Title VII of the Civil <br />Rights Act of 1974. In some cases it has been found to be <br />in %iolation of the victim's U.S. Constitutional Rights. In <br />some states it has been held to be a violation of state <br />statutory and common law. <br />This sexual harassment policy applies to all officers and <br />employees of the City of Mounds View, including, but not <br />limited to, full and part time employees, elected officials, <br />permanent and temporary employees, employees covered or <br />exempted from personnel rules or regulations, employees <br />covered by Civil Service regulations, and employees working <br />under contract for the City. <br />This policy will be distributed to all employees of the <br />City. Every employee will be required to acknowledge his or <br />her receipt of this policy :n writing. A copy of that <br />acknowledgement shall be kept on permanent file in the <br />City. Department Heads and Supervisors shall be responsible <br />for ensuring that all employees working under their <br />direction are familiar with this policy. <br />The sexual harassment policy of the City of Mounds View is <br />as follows, <br />I. Sexual harassment is unwelcome conduct in the <br />form of pinching, grabbing, patting, <br />propositioning; making either explicit or <br />Implied job threats or promises in return for <br />submission to sexual favors; making inappro- <br />priate sex -oriented comments on appearance, <br />including dress or nh_vsical features; telling <br />embarassing sex -oriented stories; displaying <br />sexually explicit or pornographic material, <br />no matter how it is displayed; or sexual assault <br />on the job by supervisors, fellow employees, or <br />® on occasion, non -employees - when. any of the <br />foregoing unwelcome conduct affects employment <br />decioions, making the job environment hostile, <br />detracting or unreasonably interferes with <br />work performance. <br />