#03 - Personnel Policy Update - Laserfiche WebLink

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RESPECTFUL WORKPLACE & HARASSMENT PREVENTION #120 #XXX The city urges that conduct which that is viewed as offensive be reported immediately to allow for corrective action to be taken through education and immediate counseling, if appropriate. Management takes these complaints seriously and has the obligation to provide an environment free of harassment. The city is obligated to prevent and correct unlawful harassment in a manner which that does not abridge the rights of the accused. To accomplish this task, the cooperation of all employees is required. In the case of a sexual harassment complaint, a supervisor must report the allegations promptly to the city administratoradministrative services director. If the administrative services director city administrator is the subject of the complaint, then the supervisor is to report the complaint to the City Administrator Attorney. A supervisor must act upon such a report even if requested otherwise by the victim. The city will take action to correct any and allall reported harassment to the extent evidence is available to verify the alleged harassment and any related retaliation. All allegations will be investigated. Formal investigations will be prompt, impartial, and thorough. Strict confidentiality is not possible in all cases of sexual harassment as the accused has the right to answer charges made against them; particularly if discipline is a possible outcome. Reasonable efforts will be made to respect the confidentiality of the individuals involved, to the extent possible. Any investigation process will be handled as confidentially as practical and related information will only be shared on a need-to-know basis and in accordance withfollowing the Minnesota Government Data Practices Act and/or any other applicable laws. To facilitate fostering a respectful work environment, all employees are encouraged to respond to questions or to otherwise participate in investigations regarding alleged harassment. Any employee who makes a false complaint or provides false information during an investigation may be subject to disciplinary action, up to and including termination. The city is not voluntarily engaging in a dispute resolution process within the meaning of Minn. Stat. § 363A.28, subd. 3(b) by adopting and enforcing this workplace policy. The filing of a complaint under this policy and any subsequent investigation does not suspend the one-year statute of limitations period under the Minnesota Human Rights Act for bringing a civil action or for filing a charge with the Commissioner of the Department of Human Rights. SPECIAL REPORTING REQUIREMENTS When the supervisor is the alleged harasser, a report will be made to the administrative services director city administrator who will assume the responsibility for investigation and discipline. For more information about what to do when allegations involve the city administrator, the mayor, or a council member, see below. If the administrative services director city administrator is the alleged harasser, a report will be made to the city administrator attorney who will confer with the Mayor and City Council regarding appropriate investigation and action. If a councilmember council member is the alleged harasser, the report will be made to the city administrator administrative services director and referred to the city attorney who will undertake the necessary investigation. The city attorney will report his/her findings to the City Council, which will take the action it deems appropriate.