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It is the city's legal responsibility to protect employees who make a complaint of employment
<br />discrimination, who serve as a witness or participate in an investigation, or who are exercising their
<br />rights when requesting religious or disability accommodation from retaliation.
<br />Whistleblower protections are provided in two important areas - confidentiality and against retaliation;
<br />insofar as consistent with Minnesota Government Data Practices, the confidentiality of the
<br />whistleblower will be maintained. However, identity may have to be disclosed to conduct a thorough
<br />investigation, to comply with the law and to provide accused individuals their legal rights of defense.
<br />The cEity will not retaliate against a whistleblower. This includes but is not limited to, protection from
<br />retaliation in the form of an adverse employment action such as termination, compensation decreases,
<br />or poor work assignments and threats of physical harm. Any whistleblower who believes s/he-�she is
<br />being retaliated against must contact Human Resources immediately. The right of a whistleblower for
<br />protection against retaliation does not include immunity for any personal wrongdoing
<br />Sexual Harassment and Respectful Workplace
<br />EAlhemployees have a right to work in an environment free from discrimination and intimidation,
<br />including harassment. The mission of the city is best accomplished in an atmosphere of professionalism
<br />that in turn is supported by mutual respect and trust. The city expects all employees to work toward this
<br />goal.
<br />Harassment based on a person's race, color, creed, religion, national origin, sex, sexual orientation,
<br />gender, gender identity. gender expression, disability, age, marital status, familial status, pregnancy, status
<br />with reg oregarding public assistance, veteran status, or any other protected class status may be
<br />unlawful and is strictly prohibited.
<br />Abusive Customer Behavior
<br />While the city has a strong commitment to customer service, the city does not expect employees to
<br />accept verbal and other abuse from any customer.
<br />An employee may request that a supervisor intervene when a customer is abusive, or the employee may
<br />defuse the situation themselves, including professiona4 ending the contact.
<br />If there is a concern about the possibility of violence, the iftdividtwtlemployee should use his/her
<br />discretion to call 911, and as soon as feasible, a supervisor. Employees should leave the area immediately
<br />when violence is imminent unless their duties require them to remain (such as police officers). Employees
<br />must notify their supervisor about the incident as soon as possible.
<br />Definitions of Sexual and Other Forms of Harassment
<br />Harassment consists of unwelcome conduct based on a person's race, color, creed, religion, national
<br />origin, sex, sexual orientation, gender, gender identity. gender expression -disability, age, marital status,
<br />familial status, pregnancy, status with regard to public assistance, veteran status, or any other protected
<br />class status that is interfering with your job performance; or creating an intimidating, hostile, or offensive
<br />work environment; or when submission to such conduct is explicitly or implicitly:
<br />'a term or condition of employment; or
<br />■ a basis for an employment decision affecting your job; on
<br />■ has the purpose or result of unreasonably interfering with your work performance or creating an
<br />intimidating, hostile, or offensive work environment.
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