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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 wimess or participate in an investigation, or who are e�ercising their
<br />rights when requesting religious or disabilit�- accommodation from retaliation.
<br />Whistleblower protections are provided in two important areas — confidentialit�- and against retaliation;
<br />insofar as consistent with Minnesota Government Data Practices, the confidentialit�- of the
<br />whistleblower will be maintained. However, identit�- 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 cit�r will not retaliate against a whisdeblower. 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 belie�=es s/he is being
<br />retaliated against must contact Human Resources immediately. The right of a whistleblower for
<br />protection against retaliation does not include immunit�- for any personal wrongdoing.
<br />Sexual Harassment and Respectful Workplace
<br />Employees have a right to work in an environment free from discrimination and intimidation, including
<br />harassment. The mission of the city is best accomplished in an atmosphere of professionalism that in
<br />turn is supported by mutual respect and trust The cit�- expects all employees to work toward this goal.
<br />Harassment based on a person's race, color, creed, religion, national origin, sex, se�ual orientation,
<br />gender, gender identity, gender expression, disability, age, marital status, familial status, pregnancy, status
<br />regarding public assistance, veteran status, or any other protected class status may be unlawful and is
<br />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, inclucling professionally ending the contact.
<br />If there is a concern about the possibility of violence, the employee should use his/her discretion to call
<br />911, and as soon as feasible, a supervisor. Employees should leave the area immediately when violence is
<br />imminent unless their duties require them to remain (such as police officers). Employees must notify
<br />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 (includin� traits associated �vith
<br />race, u�cludul�, but not limited to, hair tezture and h�ur st�-les such �is braids. locs �u1d ttvistsl, color, creed,
<br />religion, national origin, sex, sexual orientation, gender, gender identit�-, gender expression, disability, age,
<br />marital status, familial status, pregnancy, status with regard to public assistance, veteran status, or any
<br />other protected class status that is interfering with your job performance; or creating an intimidating,
<br />hostile, or offensive work environment; or when submission to such conduct is explicidy or implicidy:
<br />• a term or condition of emplo�rment; or
<br />■ a basis for an employment decision affecting your job; or
<br />■ has the purpose or result of unreasonably interfering with your work performance or creating an
<br />intimidating, hostile, or offensive work environment.
<br />The city prohibits harassment in any form, including verbal, physical, and visual harassment.
<br />Page 50�66
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