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<br />Article 12. RESPECTFUL WORKPLACE POLICY
<br />The City of Orono is committed to creating and maintaining a public service workplace free of
<br />harassment and discrimination. Such harassment is a violation of Title VII of the Civil Rights Act of
<br />1964, the Minnesota Human Rights Act, and other related employment laws.
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<br />In keeping with this commitment, the city maintains a strict policy prohibiting unlawful harassment,
<br />including sexual harassment. This policy prohibits harassment in any form, including verbal and
<br />physical harassment. Discriminatory behavior includes inappropriate remarks about, or conduct related
<br />to a person’s legally protected characteristic such as race, color, creed, religion, national origin,
<br />disability, sex, gender, pregnancy, marital status, age, sexual orientation, gender identity, or gender
<br />expression, familial status, or status with regard to public assistance
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<br />The city acknowledges this policy cannot possibly predict all situations that might arise, and also
<br />recognizes that some employees can be exposed to disrespectful behavior, and even violence, by the
<br />very nature of their jobs.
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<br />Section 12.01 Applicability
<br />Maintaining a respectful public service work environment is a shared responsibility. This policy is
<br />intended to express to all employees, volunteers, members of boards and commissions, applicants,
<br />contractors/vendors, elected officials and members of the public the expectations by the city of Orono
<br />for respectful workplace conduct both in the workplace and other city-sponsored social events.
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<br />Section 12.02 Abusive Customer Behavior
<br />While the city has a strong commitment to customer service, the city does not expect employees to
<br />accept verbal and other abuse from any customer.
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<br />An employee may request that a supervisor intervene when a customer is abusive, or the employee
<br />may defuse the situation themselves, including professionally ending the contact.
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<br />If there is a concern about the possibility of violence, the individual should use his/her discretion to
<br />call 911, and as soon as feasible, a supervisor. Employees should leave the area immediately when
<br />violence is imminent unless their duties require them to remain (such as police officers). Employees
<br />must notify their supervisor about the incident as soon as possible.
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<br />Section 12.03 Types of Disrespectful Behavior
<br />The following behaviors are unacceptable and therefore prohibited, even if not unlawful in and of
<br />themselves:
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<br />1. Violent behavior includes the use of physical force, harassment, bullying or intimidation.
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<br />2. Discriminatory behavior includes inappropriate remarks about or conduct related to a person’s
<br />legally protected characteristic such as race, color, creed, religion, national origin, disability, sex,
<br />gender, pregnancy, marital status, age, sexual orientation, gender identity, or gender expression,
<br />familial status, or status with regard to public assistance.
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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 to
<br />a reasonable person based upon violent or discriminatory behavior as listed above. It is not possible to
<br />anticipate in this policy every example of offensive behavior. Accordingly, employees are encouraged
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