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82 <br /> <br />It can also include threats of reassignment, removal of supervisory responsibilities, filing civil action, <br />deportation or other action with immigration authorities, disparagement to others or the media and <br />making false report to government authorities because an employee has engaged or may engage in <br />protected activities. Any individual who retaliates against a person who testifies, assists, or participates <br />in an investigation may be subject to disciplinary action up to and including termination. <br /> <br />If you feel retaliation is occurring within the workplace, please report your concern immediately to any <br />of the following: <br />1. Immediate supervisor; <br />2. Your supervisor’s supervisor; <br />3. City Administrator; <br />4. Mayor or City Councilmember <br />5. In the event an employee feels retaliation has occurred by the City Administrator or the <br />City Council, then reporting may be made to the city attorney. <br /> <br />Supervisors who have been approached by employees with claims of retaliation will take the complaint <br />seriously and promptly report the allegations promptly to the city administrator, or if the complaint is <br />against the city administrator to the city attorney, who will decide how to proceed in addressing the <br />complaint. <br /> <br />Consistent with the terms of applicable statutes and city personnel policies, the city may discipline any <br />individual who retaliates against any person who reports alleged violations of this policy. The city may <br />also discipline any individual who retaliates against any participant in an investigation, proceeding or <br />hearing relating to the report of alleged violations.