Laserfiche WebLink
9 12/2024 <br /> <br /> <br />To facilitate fostering a respectful work environment, all employees are encouraged to respond to <br />questions or to otherwise participate in investigations regarding alleged harassment. Any employee who <br />makes a false complaint or provides false information during an investigation may be subject to <br />disciplinary action, up to and including termination. <br />The city is not voluntarily engaging in a dispute resolution process within the meaning of Minn. Stat. § <br />363A.28, subd. 3(b) by adopting and enforcing this workplace policy. The filing of a complaint under this <br />policy and any subsequent investigation does not suspend the one-year statute of limitations period under <br />the Minnesota Human Rights Act for bringing a civil action or for filing a charge with the Commissioner of <br />the Department of Human Rights. <br /> <br />SPECIAL REPORTING REQUIREMENTS <br />When the supervisor is the alleged harasser, a report will be made to the administrative services director <br />who will assume the responsibility for investigation and discipline. For more information about what to do <br />when allegations involve the city administrator, the mayor, or a council member, see below. <br /> <br />If the administrative services director is the alleged harasser, a report will be made to the city <br />administrator who will confer with the Mayor and City Council regarding appropriate investigation and <br />action. <br /> <br />If a council member is the alleged harasser, the report will be made to the administrative services director <br />and referred to the city attorney who will undertake the necessary investigation. The city attorney will <br />report their findings to the City Council, which will take the action it deems appropriate. <br />Pending completion of the investigation, the city administrator may at their discretion take appropriate <br />action to protect the alleged victim, other employees, or citizens. The city will take reasonable and timely <br />action, depending on the circumstances of the situation. <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 a <br />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-dependent, retaliation can include but <br />it not limited to: a denial of a promotion, job benefits, or refusal to hire, discipline, negative performance <br />evaluations, or transfers to less prestigious or desirable work or work locations because an employee has <br />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 participates in <br />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