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<br /> <br />Each Department Head and Supervisor is responsible for: <br /> <br />• The implementation of this policy within their area; <br />• Assuring that all employees are informed of this policy by issuing a statement that will <br />make it clear to all employees that sexual harassment/inappropriate conduct is <br />considered a form of employee misconduct and discipline will be enforced against any <br />employee engaging in such conduct and against any Supervisor, or Department Head <br />who knowingly allows such behavior to continue; <br />• Taking steps to encourage individuals who believe that they have been the recipient <br />of sexual harassment/inappropriate conduct to report such incidents to their <br />Supervisor, Department Head, Human Resource Representative, Clerk-Administrator <br />or City Attorney; <br />• Cooperating fully with any ongoing investigation regarding any incident of sexual <br />harassment/inappropriate conduct; and <br />• Monitoring the work place to ensure no sexually suggestive material is displayed. <br /> <br />The employee’s Supervisor, or the person to whom the employee spoke with, should notify <br />the City Administrator as soon as is practicable after receiving notice of the concerns. The <br />matter will be investigated in a thorough and timely manner by the City Administrator or <br />his/her designee and appropriate action will be taken. All investigations will be conducted in <br />compliance with applicable state law, union contracts, and this policy. To accomplish this <br />task, the cooperation of all employees is required. Any employee who makes a false <br />complaint or provides false information during an investigation may be subject to disciplinary <br />action, up to and including termination. <br /> <br />The City will take action to correct any and all reported harassment to the extent evidence is <br />available to verify the alleged harassment and any related retaliation. Strict confidentiality is <br />not possible in all cases of sexual harassment as the accused has the right to answer <br />charges made against them; particularly if discipline is a possible outcome. Reasonable <br />efforts will be made to respect the confidentiality of the individuals involved, to the extent <br />possible. <br /> <br />Retaliation <br /> <br />The City of Mounds View will not tolerate retaliation or intimidation directed towards anyone <br />who makes a complaint. Retaliation includes, but is not limited to, any form of intimidation, <br />reprisal or harassment. Any individual who retaliates against a person who testifies, assists, <br />or participates in an investigation may be subject to disciplinary action up to and including <br />termination. <br /> <br /> <br /> <br /> <br />Page A-3