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to and including termination. <br />City's Response <br />Employees who have a complaint of disrespectful workplace behavior will be taken <br />seriously. <br />In the case of sexual harassment or discriminatory behavior, a supervisor must report the <br />allegations promptly to human resources or the city administrator, who will determine <br />whether an investigation is warranted. A supervisor must act upon such a report even if <br />requested otherwise by the victim. <br />In situations other than sexual harassment and discriminatory behavior, supervisors will <br />use the following guidelines when an allegation is reported: <br />Ste 1 (a). If the nature of the allegation and the wishes of the victim warrant a simple <br />intervention, the supervisor may choose to handle the matter informally. The supervisor <br />may conduct a coaching session with the offender, explaining the impact of his/her actions <br />and requiring the conduct not to reoccur. This approach is particularly appropriate when <br />there is some ambiguity about whether the conduct was disrespectful. The allegation shall <br />be reported to human resources or the city administrator. <br />Step 1(b). Supervisors, when talking with the reporting employee, will be encouraged to <br />ask him/her what he/she wants to see happen next. When an employee comes forward <br />with a complaint, it is important to note the city cannot promise complete confidentiality, <br />due to the need to investigate the issue properly. However, any investigation process will <br />be handled as confidentially as practical and related information will only be shared on a <br />need -to -know basis and in accordance with the Minnesota Government Data Practices Act <br />and/or any other applicable laws. <br />Step22. If a formal investigation is warranted, the individual alleging a violation of this <br />policy will be interviewed to discuss the nature of the allegations. Formal investigations will <br />be prompt, impartial, and thorough. The person being interviewed may have someone of <br />his/her choosing be present during the interview. Typically, the investigator will obtain the <br />following description of the incident, including date, time, and place: <br />• Corroborating evidence. <br />• A list of witnesses. <br />• Identification of the offender. <br />To facilitate fostering a respectful work environment, all employees are encouraged to <br />respond to questions or to otherwise participate in investigations regarding alleged <br />harassment. <br />Step 3. The supervisor must notify human resources or the city administrator about the <br />allegations. <br />Page 139 of 447 <br />