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Step 6. <br />The alleged violator and complainant will be advised of the findings and conclusions as <br />soon as practicable and to the extent permitted by the Minnesota Government Data <br />Practices Act. <br />Step 7. <br />The City will take reasonable and timely action, depending on the circumstances of the <br />situation. <br />Section 6. Special Reporting Requirements <br />When the supervisor is perceived to be the cause of a disrespectful workplace behavior incident, <br />a report will be made to the City Administrator who will determine how to proceed in addressing <br />the complaint as well as appropriate discipline. <br />If the City Administrator is perceived to be the cause of a disrespectful workplace behavior <br />incident, a report will be made to the city attorney who will confer with the mayor and City <br />Council regarding appropriate investigation and action. <br />If a council member is perceived to be the cause of a disrespectful workplace behavior incident <br />involving City personnel, the report will be made to the City Administrator and referred to the <br />City Attorney. <br />In cases such as these, it is common for the City Council to authorize an investigation by an <br />independent investigator (consultant). The independent investigator will report their findings to <br />the City Council. The City will take reasonable and timely action, depending on the circumstances <br />of the situation. <br />Pending completion of the investigation, the City Administrator may at their discretion take <br />appropriate action to protect the alleged victim, other employees, or citizens. <br /> <br />If an elected or appointed City official (e.g., council member or commission member) is the victim <br />of disrespectful workplace behavior, the City Attorney will be consulted as to the appropriate <br />course of action. <br />Section 7. Confidentiality <br />A person reporting or witnessing a violation of this policy cannot be guaranteed anonymity. The <br />person’s name and statements may have to be provided to the alleged offender. All complaints <br />and investigative materials will be contained in a file separate from the involved employees’ <br />personnel files. If disciplinary action does result from the investigation, the results of the <br />disciplinary action will then become a part of the employee(s) personnel file(s). <br />Section 8. Retaliation <br />Retaliation is strictly prohibited. Retaliation includes, but is not limited to, any form of <br />intimidation, reprisal, or harassment. Individuals who report harassing conduct, participate in <br />investigations, or take any other actions protected under federal or state employment <br />discrimination laws will not be subject to retaliation.