09-15-1997 WS - Laserfiche WebLink

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• City. The disciplinary action may include demotion, suspension, dismissal, warning, or reprimand. A determination of the level of disciplinary action shall be made on a case-by-case basis. The Clerk Administrator will advise the complainant of his/her decision on the complaint in a timely manner. Any employee found to have knowingly given false information during an investigation of such complaint may also be subject to disciplinary action subject to legal limitations regarding privacy issues. No retaliatory action will be taken against_any-persor_because aeishe makes a-complaint of sexual harassment/inappropriate conduct or participates in an investigation regarding such conduct. All reports of harassment or violations of this policy will be handled as confidentially as possible by the City, while complying with the Minnesota Government Data Privacy Act. Responsibility Each Department Head and Supervisor is responsible for. • The implementation of this policy within their area; • Assuring that all employees are informed of this policy by issuing a statement that will make it clear to all employees that sexual harassment/inappropriate conduct is considered a form of employee misconduct and discipline will be enforced against any employee engaging in such conduct and against any Supervisor, or.Department Head who knowingly allows such behavior to continue; • Taking steps to encourage individuals who believe that they have been the recipient of • sexual harassment/inappropriate conduct to report such incidents to their Supervisor, Department Head, Human Resource Representative, Clerk Administrator or City Attorney; • Cooperating fully with any ongoing investigation regarding any incident of sexual harassment/inappropriate conduct; and • Monitoring the work place to ensure no sexually suggestive material is displayed. Employee Responsibility Each employee will be responsible for complying with both the spirit and letter of the Sexual Harassment/Inappropriate Conduct Policy. POLICY: OUTSIDE EMPLOYMENT Approved By: City Administrator Section: 1.50 ,Revision History: 1992, 1997 The City of Mounds View expects regular employees to consider City work their primary employment. Any other job must be compatible, without conflict of interest or schedule. The primary concern is that there be no conflict of interest between the outside work and the City position. A secondary concern is the scheduling of outside work could result in an employee reporting to their City job without proper rest. CONFLICT OF INTEREST It is expected that every employee will exercise good judgement to avoid becoming involved in a conflict of interest. Example of conflict of interest situations include: