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1 <br /> goals. Appropriate action will be taken to ensure that the right of <br /> • individuals to file complaints or participate in investigations, <br /> hearings or any other procedure for resolving such complaints will <br /> be respected and not interfered with any manner. <br /> Should the final decision be adverse to the complainants, <br /> they will be advised that they may pursue that matter <br /> further with the Minnesota Department of Human Rights or <br /> the Department of Labor. <br /> Complaints and all actions taken to resolve them through the City <br /> must be maintained in the strictest confidence. No individual <br /> should be intimidated, threatened, coerced or discriminated <br /> against by the City of filing a complaint, furnishing information, or <br /> participating in any manner in investigations, compliance reviews, <br /> hearings, or any other activities related to the administration of the <br /> Affirmative Action Plan or Equal Employment Opportunity. <br /> b. Applicant's Rights to File Complaints of Alleged Discrimination. <br /> Applicants who believe the City has violated its obligations may file <br /> written complaints with the City, the Minnesota Department of Human <br /> Rights or the Department of Labor. <br /> c. Employee's Rights to File Complaints of Alleged Discrimination. <br /> Employees who feel the City has violated its obligations may file written <br /> complaints with the City, the Minnesota Department of Human Rights or <br /> the Department of Labor. <br /> Employees may bring their concerns to the attention of <br /> their immediate supervisor of file a written complaint <br /> directly with the City Clerk-Administrator. <br /> J. INTERNAL AUDIT AND REPORTING SYSTEM <br /> In order to successfully evaluate the implementation of the City's Affirmative Action Program, <br /> the following data shall be maintained by the City. <br /> 1. Reports shall be required from Department Managers on a regular basis <br /> regarding recruitment sources, applicant flow data, training, promotions, <br /> merit increases, and disciplinary actions, demotions and terminations. <br /> 2. Documentation of Good Faith Efforts to Meet Goal. Semiannual reports <br /> will be forwarded as requested to the Minnesota Department of Human <br /> Rights documenting the City's efforts to meet the establishment goals for <br /> employment of protected class employees. <br /> 3. Termination will be broken down by sex, minority, disability and whether it <br /> • <br /> 14 <br />