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Step 4. In most cases, as soon as practical after receiving the written or verbal complaint, <br />the alleged policy violator will be informed of the allegations, and the alleged violator will <br />have the opportunity to answer questions and respond to the allegations. The city will <br />follow any other applicable policies or laws in the investigatory process. <br />Steps. After adequate investigation and consultation with the appropriate personnel, a <br />decision will be made regarding whether disciplinary action will be taken. <br />Step6. The alleged violator and complainant will be advised of the findings and <br />conclusions as soon as practicable and to the extent permitted by the Minnesota <br />Government Data Practices Act. <br />Step77. The city will take reasonable and timely action, depending on the circumstances of <br />the situation. <br />The city is not voluntarily engaging in a dispute resolution process within the meaning of <br />Minn. Stat. § 363A.28, subd. 3(b) by adopting and enforcing this workplace policy. The filing <br />of a complaint under this policy and any subsequent investigation does not suspend the <br />one-year statute of limitations period under the Minnesota Human Rights Act for bringing <br />a civil action or for filing a charge with the Commissioner of the Department of Human <br />Rights. <br />Confidentiality <br />A person reporting or witnessing a violation of this policy cannot be guaranteed <br />anonymity. The person's name and statements may have to be provided to the alleged <br />offender. All complaints and investigative materials will be contained in a file separate <br />from the involved employees' personnel files. If disciplinary action does result from the <br />investigation, the results of the disciplinary action will then become a part of the <br />employee(s) personnel file(s). <br />Retaliation <br />Retaliation is strictly prohibited. Retaliation includes, but is not limited to, any form of <br />intimidation, reprisal, or harassment. Individuals who report harassing conduct, <br />participate in investigations, or take any other actions protected under federal or state <br />employment discrimination laws will not be subject to retaliation. <br />Retaliation is broader than discrimination and includes, but is not limited to, any form of <br />intimidation, reprisal, or harassment. While each situation is very fact dependent, <br />retaliation can include a denial of a promotion, job benefits, or refusal to hire, discipline, <br />negative performance evaluations, or transfers to less prestigious or desirable work or <br />work locations because an employee has engaged or may engage in activity in furtherance <br />of EEO laws. <br />It can also include threats of reassignment, removal of supervisory responsibilities, filing <br />civil action, deportation or other action with immigration authorities, disparagement to <br />Page 69187 <br />Page 140 of 447 <br />