4.7 SR 12-18-2023 - Laserfiche WebLink

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In the case of sexual harassment or discriminatory behavior, a supervisor must report the allegations promptly to human resources or the city administrator, who will determine whether an investigation is warranted. A supervisor must act upon such a report even if requested othenvise by the victim. In situations other than sexual harassment and discriminatory behavior, supen=isors will use the following guidelines when an allegation is reported: Ste 1 a. If the nature of the allegation and the wishes of the victim warrant a simple intervention, the supervisor may choose to handle the matter informally. The supervisor may conduct a coaching session with the offender, explaining the impact of his/her actions and requiring the conduct not reoccur. This approach is particularly appropriate when there is some ambiguity about whether the conduct was disrespectfuL The allegation shall be reported to human resources or the city administrator. Ste 1 b. Supervisors, when talking with the reporting employee, will be encouraged to ask him/her what he/she wants to see happen next When an employee comes forward with a complaint, it is important to note the city cannot promise complete confidentialin-, due to the need to investigate the issue properly. However, any investigation process will be handled as confidentially as practical and related information will only be shared on a need-to-know basis and in accordance with the Minnesota Government Data Practices Act and/or any other applicable laws. Ste� 2. If a formal in�=estigation is warranted, the indi�ridual alleging a violation of this policy will be interviewed to discuss the nature of the allegations. Formal investigations will be prompt, impartial, and thorough. The person being interviewed may have someone of his/her choosing be present during the intenriew. Typically, the investigator will obtain the following description of the incident, including date, time, and place: • Corroborating evidence. • A list of witnesses. • Identification of the offender. To facilitate fostering a respectful work environment, all employees are encouraged to respond to questions or to otherwise participate in investigations regarding alleged harassment. Ste� 3. The supervisor must notify human resources or the city administrator about the allegations. Ste� 4. In most cases, as soon as practical after receiving the written or verbal complaint, the alleged policy violator will be informed of the allegations, and the alleged violator will have the opportunity to answer questions and respond to the allegations. The city will follow any other applicable policies or laws in the investigatory process. Ste� 5. After adequate investigation and consultation with the appropriate personnel, a decision will be made regarding whether disciplinary action will be taken. Ste� 6. The alleged violator and complainant will be advised of the findings and conclusions as soon as practicable and to the extent permitted by the Minnesota Government Data Practices Act. Ste� 7• The city will tal�e reasonable and timely action, depending on the circumstances of the situation. The city is not voluntarily engaging in a dispute resolution process within the meaning of Minn. Stat � 363A.28, subd. 3(b) by adopting and enforcing this workplace policy. The filing of a complaint under this policy and any subsequent investigation does not suspend the one-year statute of limitations Page 53�66