4.1 ERMUSR 09-08-2009 - Laserfiche WebLink

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issue. We encourage you to raise these concerns so that we can have the value of your input and do our best to resolve issues that are raised. In addition, you are required to report any conduct that you believe is illegal, and to ask questions if you are not sure that conduct is appropriate. Please also see the discussion under the Whistleblower Policy, Section 7, herein. Issues of harassment should be addressed pursuant to the Utility's harassment policy, Section 4.B., herein. We ask that you take your concerns first to your supervisor, if possible, and follow these steps to have your concerns addressed: If any concern about any aspect of employment with the Utility or with the Utility's business arises, voice your concerns to your immediate supervisor as soon as possible. In most cases your supervisor will be in the best position to address your concerns. The supervisor and the Utility will make every effort to keep the matter confidential to the extent possible within the confines of the rights and obligations of you and the Utility. 2. If for some reason you are not comfortable discussing your concerns with your immediate supervisor, choose another Utility supervisor or the Human Resources Representative with whom to discuss your concerns. Again, he/she will make every effort to keep the matter confidential to the extent possible. 3. If you have addressed your concerns to a supervisor and are not satisfied, you may then present them to another Utility Manager (or, for Water Department employees, the Public Works Director of the City of Elk River). Alternatively, you may feel free to contact the Human Resources Representative. The Utility has arranged with the City of Elk River for Human Resources services, and the Utility's Human Resources Representative can be found in the City of Elk River's Human Resources Department. Anyone who fails to report a known or suspected violation of law, regulation or internal policy may be considered to have committed an equally serious violation. That individual may be subject to corrective and/or disciplinary action, up to and including discharge. The Utility strictly prohibits retaliation or reprisal of any kind against an employee who makes a good faith report regarding a known, or suspected, violation or concern regarding any law. 4. EQUAL EMPLOYMENT OPPORTUNITY The Utility pledges its best efforts to avoid discrimination against any employee or applicant for employment because of race, color, creed, religion, sex, age, national origin, sexual orientation, marital status, veteran status, status with regard to public assistance, disability, or any other status protected by state or federal law.