Pana — Ch. 11 Human Relations § 11-78
Responsibility
Operative Text
(a) Supervisors. Each supervisor has a responsibility to maintain the work place free of sexual harassment. This duty includes discussing this policy with all employees and assuring them that they are not to endure insulting, degrading or exploitative sexual treatment. (b) City. It is the responsibility of the city to: (1) Provide information to managers and supervisors regarding this policy specifically, and sexual harassment generally; the gravity of such behavior; and the procedure to be employed in the event a complaint of sexual harassment is made or conduct amounting to sexual harassment is observed. (2) Provide annual training for all officers and employees in order to reduce the likelihood of sexual harassment in the work place.
Pana Ch. 11 Human Relations § 11-78 establishes a two-tier responsibility framework for preventing sexual harassment in the municipal workplace. Supervisors are required to keep their work environments free of insulting, degrading, or exploitative sexual conduct and to communicate that standard to all employees. The city itself bears responsibility for equipping managers and supervisors with policy information and for delivering annual training to all officers and employees aimed at reducing the occurrence of sexual harassment.
Plain English — not legal advice.
Pana Ch. 11 Human Relations § 11-78 applies to the city as an employer rather than to private residential landlords, so direct property-management obligations under this specific provision are limited. Operators who employ supervisory staff in a municipal or quasi-governmental capacity should be aware that the provision assigns affirmative duties to supervisors to discuss anti-harassment policy with their teams. Staying informed about how § 11-78 interacts with broader employment obligations is a common practice for compliant public-sector managers.
General guidance for property managers — not legal advice for your specific situation. Consult an attorney for advice on your case.
Pana Ch. 11 Human Relations § 11-78 is directed at the city as an employer and its supervisory staff, rather than at residential tenancy relationships. Individuals who work for the City of Pana and believe they have experienced sexual harassment may find this provision relevant to understanding the city's stated obligations, including its duty to provide annual training and complaint procedures. Tenant-rights organizations and employee-advocacy groups can help individuals understand how § 11-78 fits within the broader landscape of workplace and housing protections.
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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