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86 <br /> <br />City of Little Canada Personnel Policy <br />This is not a dispute resolution process. This process allows the City to address issues raised by <br />employees, determine if policies have been violated, and take appropriate follow-up action. Raising an <br />issue through this process does not toll any statutory timelines. <br /> <br />In situations other than sexual harassment, discriminatory, or violent behavior, the City will use the <br />following guidelines when an allegation is reported: <br /> <br />Step 1. When talking with the reporting employee, the City Administrator will ask what the <br />reporting party wants to see happen next. It is important to note that the City cannot promise <br />complete confidentiality, due to the need to investigate the issue properly. However, any <br />investigation process will be handled as confidentially as practical, and related information will <br />only be shared on a need-to-know basis and in accordance with applicable law. <br /> <br />Step 2. If the nature of the allegations and the wishes of the victim warrant a simple <br />intervention, the City may choose to handle the matter informally. The City may conduct a <br />coaching session with the offender, explaining the impact of their actions and requiring the <br />conduct not reoccur. This approach is particularly appropriate when there is some ambiguity <br />about whether the conduct occurred/was disrespectful. <br /> <br />Step 3. In most cases, as soon as practical after receiving the written or verbal complaint, the <br />alleged policy violator will be informed of the allegations, and the alleged violator will have the <br />opportunity to answer questions and respond to the allegations. The City will follow any other <br />applicable policies or laws in the investigatory process. <br /> <br />Step 4. After adequate investigation and consultation with the appropriate personnel, a decision <br />will be made regarding whether disciplinary action will be taken. <br /> <br />Step 5. The alleged violator and complainant will be advised of the findings and conclusions as <br />soon as practicable and to the extent permitted by applicable law. <br /> <br />When a complaint is received, the City will take reasonable and timely action based on the <br />circumstances. This may include an informal or formal investigation. It is possible that the City may <br />authorize an investigation by an independent investigator (consultant). <br /> <br />Formal investigations will be prompt, impartial, and thorough. Typically, the investigator will gather <br />the following information: <br /> <br /> A description of the incident, including date, time, and place <br /> Corroborating evidence <br /> A list of witnesses <br /> Identification of the offender <br /> <br />To facilitate fostering a respectful work environment, all employees are required to respond to <br />questions or to otherwise participate in investigations regarding alleged violations. <br /> <br />Strict confidentiality is not possible, as the accused has the right to answer charges made against them, <br />particularly if discipline is a possible outcome <br /> <br />An employee who believes he or she has been harassed by a co-worker, supervisor, or agent of the City