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<br />to discuss with their fellow employees and supervisor what is regarded as offensive, considering the
<br />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 Stat. § 363.01, subdivision 41, is provided:
<br />sexual 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 affecting
<br />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 />5. Sexual harassment includes, but is not limited to, the following:
<br />• Unwelcome or unwanted sexual advances. This means stalking, patting, pinching, brushing up
<br />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 appearance
<br />where such comments go beyond mere courtesy, telling “dirty jokes” or any other tasteless, sexually
<br />oriented comments, innuendos or actions that offend others. The harassment policy applies to social
<br />media posts, tweets, etc., that are about or may be seen by employees, customers, etc.
<br />• Requests or demands for sexual favors. This includes subtle or obvious expectations, pressures,
<br />or requests for any type of sexual favor, along with an implied or specific promise of favorable
<br />treatment (or negative consequence) concerning one’s current or future job.
<br />
<br />
<br />Section 12.04 Employee Response to Disrespectful Workplace Behavior
<br />All employees should feel comfortable calling their supervisor or another manager to request assistance
<br />should they not feel comfortable with a situation. If situations involve violent behavior call the police,
<br />ask the individual to leave the area, and/or take other reasonable action
<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
<br />should use his/her discretion to call 911, and as soon as feasible, a supervisor. In the event the
<br />disrespectful behavior occurring involves the employee’s supervisor, the employee should contact
<br />human resources, the supervisor’s manager or the city administrator.
<br />
<br />Step 1(a). If you feel comfortable doing so, professionally, but firmly, tell whoever is engaging in
<br />the disrespectful behavior how you feel about their actions. Politely request the person to stop the
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