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c. Such conduct has a purpose or effect of substantially interfering with <br />an individual 's work performance of creating an intimidating, hostile, <br />or offensive working environment. <br />Behavior which may constitute sexual harassment includes, but is not limited t0. <br />Verbal harassment (e.g., epithets, derogatory remarks, or slurs); <br />a. Physical harassment (e. g., touching, gestures, assault, impeding or <br />blocking movement, or any physical interference with normal work or <br />r,~ovefnent), <br />b. Visual forms of harassment (derogatory posters, letters, poems, graffiti, <br />cartoons, or drawings); and <br />c. Requests for sexual favors or unwelcome sexual advances. <br />Any employee who feels he or she is being subjected to sexual harassment in any form, <br />or who believes he or she has witnessed sexual harassment in any form, must contact his <br />or her supervisor, the Department Head or Commission immediately. If allegations are <br />brought against a supervisor or department head, such allegations are to be brought <br />directly to the Utilities Commission. If allegations are made against any elected official <br />they shall be brought to the Utilities Commission through the President or a member of <br />the Commission who is not the subject of said allegations. All supervisors are required to <br />report immediately any allegation to the Department Head, and Utilities Commission. <br />Only persons with a right to know of the allegation or its resolution will be made aware <br />of the issue. <br />Any complaints which are made will be investigated in a timely fashion. All employees <br />shall cooperate in any investigation of such a complaint. If the facts support the <br />allegations, the perpetrator of the sexual harassment will be subject to disciplinary action. <br />Any employee found to have made a false complaint of sexual harassment or found to <br />have given knowingly false information during an investigation of such a complaint will <br />also be subject to disciplinary action. <br />5. WHISTLEBLOWERS <br />Pursuant to Minn. Stat. 1 S 1.932, Elk River Municipal Utilities will not discharge, <br />discipline, threaten, or otherwise discriminate against, or penalize an employee regarding <br />the employee's compensation, terms, conditions, location, or privileges of employment <br />because: <br />a. Employee, or a person acting on behalf of any employee, in good faith, <br />reports a violation or suspected violation of any federal or state law or <br />rule adopted pursuant to lain to the Utility or to any governmental body <br />or law enforcement official; <br />b. The employee is requestedhy a public body or office to participate in <br />an investigation, hearing, inquiry; or <br />\\ermuserver\home$\peggylMisc. Manuals\MISC MANUAL ITEMS\lmployee Handbook 2007 doc 3 <br />Revision April 2008 <br />