4.7 SR 12-18-2023 - Laserfiche WebLink

Home Browse Search

period under the Minnesota Human Rights Act for bringing a civil action or for filing a charge with the Commissioner of the Department of Human Rights. Confidentiality A person reporting or witnessing a violation of this policy cannot be guaranteed anonymit�-. The person's name and statements may have to be provided to the alleged offender. All complaints and investigative materials will be contained in a file separate from the involved employees' personnel files. If disciplinary action does result from the investigation, the results of the disciplinary action will then become a part of the employee(s) personnel file(s). Retaliation Retaliation is strictly prohibited. Retaliation includes, but is not limited to, any form of intimidation, reprisal, or harassment Individuals who report harassing conduct, participate in in�=estigations, or take any other actions protected under federal or state employment discrimination laws will not be subject to retaliation. Retaliation is broader than discrimination and includes, but is not limited to, any form of intimidation, reprisal, or harassment. While each situation is �=ery fact dependent, retaliation can include a denial of a promotion, job benefits, or refusal to hire, discipline, negative performance evaluations, or transfers to less prestigious or desirable work or work locations because an employee has engaged or may engage in activity in furtherance of EEO laws. It can also include threats of reassignment, removal of supervisory responsibilities, filing civil action, deportation or other action with immigration authorities, disparagement to others or the media, and making false report to go�=ernment authorities because an employee has engaged or may engage in protected activities. Any individual who retaliates against a person who testifies, assists, or participates in an investigation may be subject to disciplinary action up to and including termination. If you feel retaliation is occurring within the workplace, report your concern immediately to your immediate supervisor, your supervisor's manager, human resources, or the city administrator. Supervisors who have been approached by employees with claims of retaliation will take the complaint seriously and promptly report the allegations to the cit�r administrator, or if the complaint is against the city administrator to human resources, who will decide how to proceed in addressing the complaint. Consistent with the terms of applicable statutes and cin� personnel policies, the cit�- may discipline any individual who retaliates against any person who reports alleged violations of this policy. The cit�- may also discipline any indi�=idual who retaliates against any participant in an investigation, proceeding, or hearing relating to the report of alleged violations. Questions About Policy Any questions about this policy or a related matter should be referred to the city administrator or Human Resources. Workplace Violence and Possession of Dangerous Weapons The city seeks to provide a safe and secure workplace environment for employees, volunteers, vendors, and citizens. Violence, or the threat of violence, has no place on city premises. The city is committed to preventing the potential for violence in and around the workplace and to fostering a work environment of respect and positive conflict resolution. Page 54�66