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87 <br /> <br />City of Little Canada Personnel Policy <br />should promptly report the facts of the incident or incidents and the names of the individuals involved <br />to his or her supervisor or in the alternative, to the City Administrator. Supervisors should <br />immediately report any incidents of harassment to the City Administrator (651-766-4040). The City <br />Administrator will investigate such claims and take appropriate action. <br /> <br />Claims of harassment against the City Administrator should be reported to and will be investigated by <br />the City Attorney. <br /> <br />Retaliation <br /> <br />The City will not tolerate retaliation or intimidation directed towards anyone who reports employment <br />discrimination, serves as a witness, participates in an investigation, and/or takes any other actions <br />protected under federal or state discrimination laws, including when requesting religious or disability <br />accommodation. Retaliation includes, but is not limited to, any form of intimidation, reprisal, or <br />harassment. Retaliation is broader than discrimination and includes, but is not limited to, any form of <br />intimidation, reprisal or harassment. While each situation is very fact dependent, generally speaking <br />retaliation can include a denial of a promotion, job benefits, or refusal to hire, discipline, negative <br />performance evaluations or transfers to less prestigious or desirable work or work locations because an <br />employee has engaged or may engage in activity in furtherance of legally protected <br />characteristic(s)EEO laws. <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 Council Mmember <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 cityCity 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 cityCity administrator, or if the complaint <br />is against the cityCity administrator to the cityCity attorney, who will decide how to proceed in <br />addressing the complaint. <br /> <br />Consistent with the terms of applicable statutes and cityCity personnel policies, the cityCity may <br />discipline any individual who retaliates against any person who reports alleged violations of this <br />policy. The cityCity may also discipline any individual who retaliates against any participant in an <br />investigation, proceeding or hearing relating to the report of alleged violations.