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<br />3. Offensive behavior may include such actions as: rudeness, angry outbursts, inappropriate humor,
<br />vulgar obscenities, name calling, disparaging language, or any other behavior regarded as offensive
<br />to a reasonable person based upon violent or discriminatory behavior as listed above. It is not
<br />possible to anticipate in this policy every example of offensive behavior. Accordingly, employees are
<br />encouraged to discuss with their fellow employees and supervisor what is regarded as offensive,
<br />considering the sensibilities of employees and the possibility of public reaction.
<br />Although the standard for how employees treat each other and the general public will be the same
<br />throughout the city, there may be differences between work groups about what is appropriate in other
<br />circumstances unique to a work group. If an employee is unsure whether a particular behavior is
<br />appropriate, the employee should request clarification from their supervisor or the city administrator.
<br />
<br />4. Sexual harassment To provide employees with a better understanding of what constitutes sexual
<br />harassment, the definition, based on Minnesota Statute § 363.01, subdivision 41, is provided: sexual
<br />harassment includes unwelcome sexual advances, requests for sexual favors, sexually motivated
<br />physical contact, or other verbal or physical conduct or communication of a sexual nature, when:
<br />
<br />• Submitting to the conduct is made either explicitly or implicitly a term or condition of an
<br />individual’s employment; or
<br />• Submitting to or rejecting the conduct is used as the basis for an employment decision
<br />affecting an individual’s employment; or
<br />• Such conduct has the purpose or result of unreasonably interfering with an individual’s work
<br />performance or creating an intimidating, hostile or offensive work environment.
<br />
<br />5. Sexual harassment includes, but is not limited to, the following:
<br />• Unwelcome or unwanted sexual advances. This means stalking, patting, pinching, brushing
<br />up against, hugging, cornering, kissing, fondling or any other similar physical contact considered
<br />unacceptable by another individual.
<br />• Verbal or written abuse, kidding, or comments that are sexually oriented and considered
<br />unacceptable by another individual. This includes comments about an individual’s body or
<br />appearance where such comments go beyond mere courtesy, telling “dirty jokes” or any other
<br />tasteless, sexually oriented comments, innuendos or actions that offend others. The harassment
<br />policy applies to social media posts, tweets, etc., that are about or may be seen by employees,
<br />customers, etc.
<br />• Requests or demands for sexual favors. This includes subtle or obvious expectations,
<br />pressures, or requests for any type of sexual favor, along with an implied or specific promise of
<br />favorable treatment (or negative consequence) concerning one’s current or future job.
<br />
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<br />Section 12.04 Employee Response to Disrespectful Workplace Behavior
<br />All employees should feel comfortable calling their supervisor or another manager to request
<br />assistance should they not feel comfortable with a situation. If situations involve violent behavior call
<br />the police, ask the individual to leave the area, and/or take other reasonable action
<br />
<br />If employees see or overhear what they believe is a violation of this policy, employees should advise
<br />a supervisor, the city administrator, or city attorney promptly.
<br />
<br />Employees who believe disrespectful behavior is occurring are encouraged to deal with the situation
<br />in one of the ways listed below. If there is a concern about the possibility of violence, the individual
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