Pana — Ch. 11 Human Relations § 11-73
Prohibited conduct
Operative Text
(a) Definition. Sexual harassment is defined as any unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature when: (1) Submission to such conduct is made either explicitly or implicitly a term or condition of a person's employment; or (2) Submission to or rejection of such conduct by a person is used as a basis for employment decisions affecting that person; or (3) Such conduct has the purpose or effect of unreasonably interfering with a person's work performance; or (4) Such conduct creates an intimidating, hostile or offensive work environment. (5) Such conduct is intimidating, hostile, or offensive to a patron of the city. (b) Sanctions. Sexual harassment is a serious violation of the work rules of the city and, if proven, shall be grounds for the imposition of discipline. Potential sanctions for the offense shall range from a minimum of a five (5) day suspension without pay to termination, depending upon the following: (1) The individual facts of any given case; and (2) The employment record of the person committing such harassment.
Pana Ch. 11 Human Relations § 11-73 defines sexual harassment in the workplace to include unwelcome sexual advances, requests for sexual favors, and related verbal or physical conduct that affects employment conditions, influences employment decisions, interferes with work performance, or creates a hostile environment — including toward city patrons. The provision establishes that sexual harassment is a serious violation of city work rules. When a violation is proven, disciplinary action is required, with the severity determined by the specific facts of the incident and the offending employee's employment record.
Plain English — not legal advice.
This provision, Pana Ch. 11 § 11-73, applies to city employment contexts rather than private landlord-tenant relationships, but operators who employ staff should be aware that similar anti-harassment frameworks govern workplace conduct. Compliant employers generally maintain clear anti-harassment policies, provide training, and establish reporting procedures consistent with applicable human relations ordinances. Documented responses to complaints and consistent enforcement of workplace rules are hallmarks of organizations operating in alignment with provisions like § 11-73.
General guidance for property managers — not legal advice for your specific situation. Consult an attorney for advice on your case.
Pana Ch. 11 § 11-73 is primarily a city employment provision, but individuals who experience intimidating, hostile, or offensive conduct from city employees or in city-operated settings may find this section relevant to understanding their protections as patrons of the city. The provision explicitly covers conduct directed at city patrons under subsection (a)(5), meaning affected individuals may have grounds to raise a concern through the city's human relations or administrative complaint process. Tenant-rights organizations or local civil rights offices can help individuals understand what reporting options may be available under § 11-73.
General guidance for tenants — not legal advice for your specific situation. Consult a tenant-rights organization or attorney for advice on your case.
Generated November 9, 2026 — auto-generated, not yet human-reviewed. See /transparency for methodology.
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