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RESPECTFUL WORKPLACE & HARASSMENT PREVENTION #120 <br /> #XXX <br /> <br /> <br /> <br />Pending completion of the investigation, the city administrator may at his/her discretion take <br />appropriate action to protect the alleged victim, other employees, or citizens. The city will take <br />reasonable and timely action, depending on the circumstances of the situation. <br /> <br />If an elected or appointed city official (e.g., council member or commission member) is the victim of <br />disrespectful workplace behavior, the city attorney will be consulted as to the appropriate course of <br />action. In cases such as these, it is common for the city council to authorize an investigation by an <br />independent investigator (consultant). The city will take reasonable and timely action, depending on the <br />circumstances of the situation. <br /> <br />RETALIATION <br />The City of Lake Elmo will not tolerate retaliation or intimidation directed towards anyone who makes <br />a complaint of employment discrimination, who serves as a witness or participates in an investigation, <br />and/or takes any other actions protected under federal or state discrimination laws, including when <br />requesting religious or disability accommodation. Retaliation includes, but is not limited to, any form of <br />intimidation, reprisal, or harassment. While each situation is very fact dependentfact-dependent, <br />generally speaking retaliation can include a denial of a promotion, job benefits, or refusal to hire, <br />discipline, negative performance evaluations, or transfers to less prestigious or desirable work or work <br />locations because an employee has engaged or may engage in activity in furtherance of 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 reports 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 <br />participates 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, barring any extenuating circumstances, please <br />report your concern immediately to any of the following: <br />1. Immediate supervisor <br />2. Administrative Services Director <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 />Supervisors who have been approached by employees with claims of retaliation will take the <br />complaint seriously and promptly report the allegations promptly to the administrative services <br />director city administrator, or if the complaint is against the administrative services director city <br />administrator to the city administrator 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. <br /> <br />8 12/2024