The intent of this policy is to provide general guidelines about conduct that is, and is not, appropriate in the workplace, in the Library, and at Library-sponsored events.

The Hoyt Lakes Public Library Board of Trustees acknowledges this policy cannot possibly predict all situations that might arise, and also recognizes that some employees can be exposed to disrespectful behavior, and even violence.

Maintaining a respectful public service work environment is a shared responsibility. This policy expresses to all employees, volunteers, board members, patrons, contractors/vendors, elected officials, and members of the public the expectations by the Hoyt Lakes Public Library for respectful workplace conduct both in the workplace, in the Library, and at Library-sponsored events.

While the Library has a strong commitment to customer service, the Library does not expect employees to accept verbal and other abuse from any patron.

An employee may request that the library director intervene when a patron is abusive, or the employee may defuse the situations themselves, including, professionally ending the contact.

If there is a concern about the possibility of violence, the employee should use his/her discretion to call 911, and as soon as feasible, the library director. Employees should leave the area immediately when violence is imminent. Employees must notify the library director about the incident as soon as possible. The library director will notify the city administrator of any, and all, violations of this policy.

TYPES OF DISRESPECTFUL BEHAVIOR 

The following behaviors are unacceptable and therefore prohibited, even if not unlawful in and of themselves:

(a) Violent behavior:

includes the use of physical force, harassment, bullying or intimidation.

(b) Discriminatory behavior:

includes inappropriate remarks about or conduct related to a person’s legally protected characteristic such as race, color, creed, religion, national origin, disability, sex, gender, pregnancy, marital status, age, sexual orientation, gender identity, or gender expression, familial status, or status with regard to public assistance.

(c) Offensive behavior: may include such actions as: rudeness, angry outbursts, inappropriate humor, vulgar obscenities, name calling, disparaging language, or any other behavior regarded as offensive to a reasonable person based upon violent or discriminatory behavior as listed above. It is not possible to anticipate in this policy every example of offensive behavior. Accordingly, employees are encouraged to discuss with their fellow employees and the library director what is regarded as offensive, considering the sensibilities of employees and the possibility of public reaction.

(d) Sexual harassment: can consist of a wide range of unwanted and unwelcome sexually directed behavior such as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:

• Submitting to the conduct is made either explicitly or implicitly a term or condition of an individual’s employment; or

• Submitting to or rejecting the conduct is used as the basis for an employment decision affecting an individual’s employment; or

• Such conduct has the purpose or result of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive work environment.

(e) Sexual harassment includes, but is not limited to, the following:

• Unwelcome or unwanted sexual advances. This means stalking, patting, pinching, brushing up against, hugging, cornering, kissing, fondling or any other similar physical contact considered unacceptable by another individual.

• Verbal or written abuse, kidding, or comments that are sexually oriented and considered unacceptable by another individual. This includes comments about an individual’s body or appearance where such comments go beyond mere courtesy, telling “dirty jokes” or any other tasteless, sexually oriented comments, innuendos or actions that offend others. The harassment policy applies to social media posts, tweets, etc., that are about or may be seen by employees, customers, etc.

• Requests or demands for sexual favors. This includes subtle or obvious expectations, pressures, or requests for any type of sexual favor, along with an implied or specific promise of favorable treatment (or negative consequence) concerning one’s current or future job.

Names and Pronouns: Every employee will be addressed by a name and by pronouns that correspond to the employee’s gender identity. A court‐ordered name or gender change is not required.

EMPLOYEE RESPONSE TO DISRESPECTFUL WORKPLACE BEHAVIOR 

All employees should feel comfortable calling the library director to request assistance should they not feel comfortable with a situation. If situations involve violent behavior call the police, ask the individual to leave the area, and/or take other reasonable action.

If employees see or overhear what they believe is a violation of this policy, employees should advise the library director, the city administrator, or city attorney promptly.

Employees who believe disrespectful behavior is occurring are encouraged to deal with the situation in one of the ways listed below. If there is a concern about the possibility of violence, the employee should use his/her discretion to call 911, and as soon as feasible, the library director. In the event the disrespectful behavior occurring involves the library director, the employee should contact the Library Board of Trustees president and/or the city administrator.

Step 1(a). If you feel comfortable doing so, professionally, but firmly, tell whoever is engaging in the disrespectful behavior how you feel about their actions. Politely request the person to stop the behavior because you feel intimidated, offended, or uncomfortable. If practical, bring a witness with you for this discussion.

Step 1(b). If you fear adverse consequences could result from telling the offender or if the matter is not resolved by direct contact, go to the library director or the city administrator. The person to whom you speak is responsible for documenting the issues and for giving you a status report on the matter. In some situations, such as with an offender from the public it is preferable to avoid one on one interactions. Talk to the library director about available options to ensure there are others available to help with transactions with the offender.

Step 1(c). This policy urges conduct which is viewed as offensive be reported immediately to allow for corrective action to be taken through education and immediate counseling, if appropriate. It is vitally important you notify the library director or the city administrator of promptly of your concerns promptly. Any employee who observes sexual harassment or discriminatory behavior, or receives any reliable information about such conduct, must report it promptly to the library director or the city administrator.

Step 2. If, after what is considered to be a reasonable length of time (for example, 30 days), you believe inadequate action is being taken to resolve your complaint/concern, the next step is to report the incident to the Library Board of Trustees, the city administrator, or the city attorney.

The library director will respond to all situations under the guidance of the Respectful Workplace Policy located in the City of Hoyt Lakes Personnel Policy.

Anyone, including patrons, who harasses staff or another patron will be asked to leave the library and a report will be filed with the director. Repeated acts of harassment or acts that appear to have the potential to escalate into violent or illegal actions will also be reported to the local police department. Serious acts involving minors will be reported to the local police department. All acts of sexual harassment will also be reported to the library director for investigation.

Adopted and approved by:

Hoyt Lakes Public Library Board of Trustees

October 20, 2025