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I <br />I <br />I <br />I <br />I <br />I <br />I <br />I <br />I <br />I <br />I <br />I <br />I <br />i <br />I <br /> <br /> _C.i!.v ^¢COuntant ~' ' <br /> ?it, y Attorney ---'--- <br /> ~City Enl~ineer <br /> Council sent copie.~ in <br /> a__a__a__a__a__a__~ nd a dated <br /> Please read and initial <br /> <br /> __ ' '_ ardin <br />;sota. Also included~e'e--~Jc <br /> <br />November 2, 1983 <br /> <br />Mr. Lloyd G. Schnelle <br />Clerk-Administrator <br />15153 Nowthen Boulevard NW <br />Ramsey, )ii 55303 <br /> <br />Dear Mr. $chnelle: <br /> <br />I am writing in response to ~ the statutory treatment <br />of sexual harrassment in Mi jgestions for <br />establishing proceduref to enable the employer to take timely and appropriate <br />action, to ensure that employees are treated fairly and complaints are <br />given proper consideration. <br /> <br />Sexual harrassment in the workplace is prohibited under Minnesota law. <br />It is a form of discrimination. This type of conduct is generally defined <br />as unwelcomed sexual advances, requests or demands for sexual favors, or <br />other verbal or physical conduct (i.e. bad jokes or offensive contact). <br />When a victim's submission to, or rejection of, this conduct becomes a <br />condition of employment or a factor in employment related decisions by <br />a superior, or the conduct itself creates an intimidating, hostile, or <br />offensive work environment, it is a violation of the statute. Any person <br />aggrieved by such conduct may bring a civil action in district court, or <br />f~le:acharge with the commissioner of the Department of Human Rights. An <br />employer can also be liable for this type of conduct if the employer knows <br />or should know about it and fails to take prompt, appropriate action (M.S. <br />363.01Subd. lOa copy enc'losed). <br /> <br />In order to comply with this requirement of prompt action, it is vital <br />that a policy exists clearly setting forth what sexual harrassment is, <br />and that it is unacc6ptable conduct. The employers should have a workable <br />procedure to enforce this policy. Having a procedure in place enables <br />the employer to take prompt action. The procedure should be structured <br />so that employees with complaints will take advantage of it without fear <br />(real or imagined) ef retaliation. <br /> <br />luq~L],-]l ePSIt:,yLa' enueeast st. paul, minnesota 55101 (~_~" ~--.~,T~ <br /> <br /> <br />