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their actions and requiring the conduct not reoccur. This approach is particularly <br />appropriate when there is some ambiguity about whether the conduct was <br />disrespectful. <br />• Supervisors, when talking with the reporting employee will be encouraged to ask them <br />what they want to see happen next. When an employee comes forward with a <br />disrespectful workplace complaint, it is important to note the City cannot promise <br />complete confidentiality, due to the need to investigate the issue properly. However, <br />any investigation process will be handled as confidentially as practical and related <br />information will only be shared on a need-to-know basis and in accordance with the <br />Minnesota Government Data Practices Act and/or any other applicable laws. <br />Step 2. <br />• If a formal investigation is warranted, the individual alleging a violation of this policy <br />will be interviewed to discuss the nature of the allegations. Formal investigations will <br />be prompt, impartial, and thorough. The person being interviewed may have someone <br />of their own choosing present during the interview. Typically, the investigator will <br />obtain the following description of the incident, including date, time and place: <br />- Corroborating evidence. <br />- A list of witnesses. <br />- Identification of the offender. <br />• To facilitate fostering a respectful work environment, all employees are encouraged to <br />respond to questions or to otherwise participate in investigations regarding alleged <br />harassment. <br />Step 3. <br />The supervisor must notify the City Administrator about the allegations (assuming the <br />allegations do not involve the City Administrator). For more information about what to <br />do when allegations involve the City Administrator, the mayor, or a councilmember, <br />see “Special Reporting Requirements” below. <br />Step 4. <br />In most cases, as soon as practical after receiving the written or verbal complaint, the <br />alleged policy violator will be informed of the allegations, and the alleged violator will <br />have the opportunity to answer questions and respond to the allegations. The City will <br />follow any other applicable policies or laws in the investigatory process. <br />Step 5. <br />After adequate investigation and consultation with the appropriate personnel, a <br />decision will be made regarding whether or not disciplinary action will be taken. <br /> <br /> <br />