HomeMy WebLinkAboutCC RES 91-011 RESOLUTION APPROVING A POLICY REGARDING SEXUAL HARASSMENT Meeting Sheet
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103606
Box: 26
Folder: RES 1991
Document: CC RES 91-011 RESOLUTION APPROVING A POLICY
REGARDING SEXUAL HARASSMENT
• CITY OF ST. ANTHONY
RESOLUTION 91-011
A RESOLUTION APPROVING A POLICY REGARDING
SEXUAL HARASSMENT
WHEREAS, the City Council of the City of St. Anthony has determined that sexual
harassment by City officials and employees toward any member of the public
or any other City official or employee is prohibited.
BE IT RESOLVED, that it is the policy of the City of St. Anthony that the work force
environment will be free of sexual harassment and that all individuals will be
treated with respect at all times.
BE IT FURTHER RESOLVED, that the St. Anthony City Council hereby approves the
Policy on Sexual Harassment attached hereto.
Adopted this d- day of n Lk-4t-r 1991.
Mayor
ATTEST:
City Clerk
Reviewed for administration:
City Manager
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• CITY OF ST. ANTHONY
SEXUAL HARASSMENT
It is the City's policy that the work force environment will be
free of sexual harassment and that all individuals will be treated
with respect at all times.
Subd. 1. Policy:
(a) Sexual harassment by City officials and employees
toward any member of the public or any other City
official or employee is prohibited.
(b) This policy will apply to all officials and
employees of the City of St. Anthony.
(c) Sexual harassment is defined as behavior such as,
but not limited to, unwelcome sexual advances,
requests for sexual favors, sexually motivated
physical contact, and other verbal or physical
conduct or communication of a sexual nature when:
1) Submission to such conduct or communication is
made either implicitly or explicitly as a term
or condition of an individual's employment;
2) Submission to or rejection of such conduct or
communication by an individual is used as a
basis for an employment decision affecting
that individual's employment;
3) Such conduct or communication has a purpose or
effect of substantially interfering in an
individual's work performance or creating an
intimidating, hostile, or offensive working
environment.
(d) Other behavior, whether subtle, overt or otherwise,
which constitutes sexual harassment includes, but
is not limited to:
1) Verbal harassment (derogatory remarks, or
slurs) ;
2) Physical harassment (gestures, assault,
impeding or blocking movement, or any physical
interference with normal work or movement) ;
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3) Visual forms of harassment (derogatory
posters, letters, poems, graffiti, cartoons,
or drawings) ; and
4) Requests for sexual favors or unwanted sexual
advances.
(e) It is the responsibility of any employee who feels
he or she is being subjected to sexual harassment
in any form, or who believes he or she has
witnessed sexual harassment in any form, to contact
his or her supervisor, the Assistant to the City
Manager, or the City Manager immediately. All
supervisors are required to report immediately any
allegations to the Assistant to the City Manager or
the City Manager.
(f) Any complaints which are made will be investigated
confidentially and in a timely fashion. All
officials and employees shall cooperate in any
investigation of such a complaint. If the facts
support the allegations, the perpetrator of the
sexual harassment will be subject to disciplinary
procedures. Any official or employee found to have
made a false complaint of sexual harassment or
found to have given knowingly false information
during an investigation of such a complaint may
also be subject to disciplinary action.
"Discipline", as used in this paragraph, shall
meany any of the courses of action described in the
Personnel Policy, Section 300. 20, including
dismissal.
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