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Additionally, at the time of the incident, if you are the employee being subjected to the <br />inappropriate behavior and feel comfortable so doing, you may, but are not required to, <br />courteously_, —but firmly tell the individual(s) engaging in the inappropriate behavior to stop <br />explaining that the behavior becausc the behavior makes you feel intimidated, offended or <br />uncomfortable. Include a summary of this discussion in your report to the supervisor, <br />Administrative Services Director, or cityCity Administrator. <br />Supervisors are responsible for maintaining a work environment that is respectful and free from <br />discrimination in any form. These responsibilities include proactively maintaining the <br />compliance with this policy by of all employees with this policy. <br />Any supervisor who receives a formal or informal, oral or written report of harassment, or ha <br />personal knowledge or reason to believe that such harassment has occurred, should shall inform <br />the Administrative Services Director immediately without screening or investigating the report <br />If , unless the Administrative Services Director is involved or have a conflict of interest, in <br />which case the report shall be made to the City Administrator pursuant to the reporting <br />procedures. Failure of any supervisory employee to forward such a report to the appropriate <br />party may be grounds for discipline. If appropriate, the Administrative Services Director shall <br />inform the Department Head of the report of harassment. <br />Upon receipt of a report or complaint of sexual harassment or other protected class harassment, the <br />Administrative Services Director or GityCity Administrator shall undertake or authorize an <br />investigation. The investigation may be conducted by GityCity officials or by a third party <br />designated by the City.- The GityCity may take immediate steps, at its discretion, to protect <br />the complainant and other employees or members of the public pending completion of the <br />investigation. <br />The investigation methodology will be determined by the investigator depending on the specifics <br />of each complaint. Investigations typically include, at a minimum, interviews with the reporting <br />employee, the complaining employee (if different from the reporting employee) and alleged <br />offender(s). The investigation methodology may additionally include additional interviews, <br />document review, and other methods deemed pertinent by the investigator. <br />Every effort will be made to respect the privacy and identity of all parties to a complaint brought <br />under this policy, subject to any applicable law, including the Minnesota Government Data <br />Practices Act ("MGDPA"). In addition, the GityCity has an obligation to investigate, te- take <br />necessary action to address allegations, and to -comply with relevant state and federal regulations, <br />and retains the right to disclose the identities of parties to a complaint, including witnesses, and the <br />substance of complaints or witness statements as permitted or required by applicable law, including <br />the MGDPA. <br />The investigator will forward a summary of the investigation, including the investigator's findings <br />and conclusions, to the Administrative Services Director or GityCity Administrator, as appropriate. <br />The GityCity will take all appropriate action, including, but not limited to, disciplinary action, to <br />address any confirmed violation of this policy. <br />The GityCity will not tolerate acts of retaliation against employees who have made a good faith <br />report of suspected violations of this policy or any person who assists or participates in an <br />investigation or assists or participates in a proceeding related to such investigation. The GityCity <br />681Page <br />