Laserfiche WebLink
b) Write a memorandum for personal reference that describes the inappropriate behavior, <br />the date the inappropriate behavior occurred, how it made you feel, what you did, how the <br />offending party responded, and the names and titles of any witnesses. <br />c) If confronting the offending party is not practical or possible, or if the person refuses to <br />discontinue the inappropriate behavior, the employee should, adhering to the chain of <br />command, contact someone on the list below verbally or in writing: <br />1. The employee's immediate supervisor <br />2. The employee's Department Headdipwrtniilat head <br />3. The Human Resources Manager <br />4_ The City Administrator <br />5. The Mayor <br />3. The Human Resources Manager <br />1. Th-' ity Administrator <br />I. Thi Mwyor <br />6. The Personnel Committee of the City Council <br />d) The complaining party should be prepared to provide the following information: <br />1. The complainant's name, department and position title. <br />2. The name, department, and position title of the offending party, if known. <br />3. The specific facts of the alleged inappropriate behavior, how long it has <br />allegedly gone on, any employment action (demotion, failure to promote, <br />dismissal, refusal to hire, transfer, etc.) that was supposedly taken against the <br />employee who is filing the complaint. <br />4. Names of witnesses, if any, to the alleged harassment. <br />5. Whether the complainant has previously reported the alleged harassment and, if <br />so, to whom. <br />5) Investigation of Complaints of Inappropriate Conduct <br />The Human Resources Manager, the City Administrator, or a designee of the City <br />Administrator, shall investigate complaints of inappropriate workplace conduct. promptly, <br />disereatly, thoroughly, fairly and itupertially. <br />The determination of whether inappropriate workplace conduct has occurred will be made <br />on a case by case basis. Disciplinary action will also be determined on a case by case basis <br />in accordance with the Personnel Policy, applicable policies of the Police and Fire <br />Departments, and applicable collective bargaining agreements. <br />Employees who are found to have filed bad faith complaints of inappropriate workplace <br />conduct will be subject to disciplinary action as described in the preceding paragraph. <br />6) Consequences of Engaging in Inappropriate Workplace Conduct <br />Employees who are found to engage in inappropriate workplace conduct may bea'e subject <br />to disciplinary action, up to and including immediate termination, subiect only to the <br />provisions of in accordancw with the Personnel Policy section of City Coda, applicable <br />221Pago <br />- - -I Formatted: Left <br />Formatted: Font: 12 pt <br />Formatted: Footer, Line spacing: single <br />