Agenda - Parks and Recreation Commission - 10/12/2023

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d) The complaining party should be prepared to provide the following information: 1. The complainant's name, department and position title. 2. The name, department, and position title of the offending party, if known. 3. The specific facts of the alleged inappropriate behavior, how long it has allegedly gone on, any employment action (demotion, failure to promote, dismissal, refusal to hire, transfer, etc.) that was supposedly taken against the employee who is filing the complaint. 4. Names of witnesses, if any, to the alleged harassment. 5. Whether the complainant has previously reported the alleged harassment and, if so, to whom. 5) Investigation of Complaints of Inappropriate Conduct The Human Resources Manager, the City Administrator, or a designee of the City Administrator, shall investigate complaints of inappropriate workplace conduct. The determination of whether inappropriate workplace conduct has occurred will be made on a case- by-case basis. Disciplinary action will also be determined on a case-by-case basis in accordance with the Personnel Policy, applicable policies of the Police and Fire Departments, and applicable collective bargaining agreements. Employees who are found to have filed bad faith complaints of inappropriate workplace conduct will be subject to disciplinary action as described in the preceding paragraph. 6) Consequences of Engaging in Inappropriate Workplace Conduct Employees who are found to engage in inappropriate workplace conduct may be subject to disciplinary action, up to and including immediate termination, subject only to the provisions of the Personnel Policy, applicable policies of the Police and Fire Departments and applicable collective bargaining agreements. Supervisors are required to deal swiftly and vigorously with employees who treat others disrespectfully. Any supervisor who condones or allows inappropriate workplace conduct, or fails or refuses to respond appropriately to complaints of inappropriate workplace conduct, will be subject to disciplinary action as described in the preceding paragraph, whether or not the supervisor actually engaged in inappropriate workplace conduct. 7) Retaliation for Complaints of Inappropriate Workplace Conduct All employees are prohibited from retaliating or threatening to retaliate against anyone who complains of inappropriate workplace conduct. Any employee found to engage in retaliatory actions is subject to discipline, up to an including immediate termination, subject only to the provisions of this personnel policy, applicable policies of the Police and Fire Departments, and applicable collective bargaining agreements. 8) Relationship of Code of Conduct to Harassment Policy This policy supplements and does not replace the City's policies prohibiting discrimination, harassment in the workplace and workplace violence. 9