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68 <br /> <br />City of Little Canada Personnel Policy <br />applicable to all City employees, volunteers, applicants, contractors/vendors, members of boards and <br />commissions, City Council members, and members of the public both in the workplace and other City- <br />sponsored social events. <br /> <br />Any employee who violates this section will be subject to discipline or dismissal pursuant to Section <br />19 of this policy. <br /> <br />Reporting <br /> <br />If an employee feels they have been subjected to or witnessed conduct that violates the City's <br />Harassment Policy or any other City policy, they should follow the reporting procedure outlined here. <br />This policy ensures employees have multiple avenues for reporting concerns, so they can be addressed <br />promptly. <br /> <br />If comfortable and appropriate, the City encourages individuals who believe they are being subjected <br />to conduct that violates the City’s policies to promptly advise the offender that their behavior is <br />unwelcome and request that it be discontinued. Often, this action alone will resolve the problem. <br />However, the City recognizes that direct confrontation may not be appropriate or possible in some <br />situations and respects the individual's preference to pursue the matter through complaint procedures. <br /> <br />If harassment, discrimination, or violence is not reported, the City may not be aware of the behavior <br />and may be unable to investigate and correct the situation. Therefore, all suspected or actual <br />harassment, discrimination, or violence must be immediately reported to his or her supervisor or in the <br />alternative, to the City Administrator. Supervisors should immediately report any incidents of <br />harassment to the City Administrator (651-766-4040). The City Administrator will investigate such <br />claims and take appropriate action. This requirement applies to any situation, whether the conduct is <br />directed at you or someone else. <br /> <br />If the employee is unable to contact the City Administrator or has not received a satisfactory response <br />within five (5) business days after reporting the incident, they should contact the Mayor. If the person <br />toward whom the complaint is directed is one of the individuals indicated above, the employee should <br />contact the City Attorney. <br /> <br />If any employee feels their safety or the safety of others is in immediate threat, such as in an incident <br />of violence, they must immediately call 911. <br /> <br />Every report of perceived discrimination, harassment, workplace violence, or other actions in violation <br />of the policies contained within this personnel policy will be fully investigated and corrective action <br />will be taken where appropriate. All complaints will be kept confidential to the extent possible, but <br />confidentiality cannot be guaranteed. <br /> <br />Employees must cooperate with all investigations. <br /> <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: