Agenda - Council Work Session - 11/25/2025

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Additionally, at the time of the incident, if you are the employee being subjected to the inappropriate behavior and feel comfortable so doing, you may, but are not required to, courteously but firmly tell the individual(s) engaging in the inappropriate behavior to stop, explaining that the behavior makes you feel intimidated, offended or uncomfortable. Include a summary of this discussion in your report to the supervisor, Administrative Services Director, or City Administrator. Supervisors are responsible for maintaining a work environment that is respectful and free from discrimination in any form. These responsibilities include proactively maintaining the compliance with this policy by all employees. Any supervisor who receives a formal or informal, oral or written report of harassment, or has personal knowledge or reason to believe that such harassment has occurred, should inform the Administrative Services Director immediately, without screening or investigating the report. If the Administrative Services Director is involved or have a conflict of interest, the report shall be made to the City Administrator pursuant to the reporting procedures. Failure of any supervisory employee to forward such a report to the appropriate party may be grounds for discipline. If appropriate, the Administrative Services Director shall inform the Department Head of the report of harassment. Upon receipt of a report or complaint of sexual harassment or other protected class harassment, the Administrative Services Director or City Administrator shall undertake or authorize an investigation. The investigation may be conducted by City officials or by a third party designated by the City. The City may take immediate steps, at its discretion, to protect the complainant and other employees or members of the public pending completion of the investigation. The investigation methodology will be determined by the investigator depending on the specifics of each complaint. Investigations typically include, at a minimum, interviews with the reporting employee, the complaining employee (if different from the reporting employee), and alleged offender(s). The investigation methodology may additionally include additional interviews, document review, and other methods deemed pertinent by the investigator. Every effort will be made to respect the privacy and identity of all parties to a complaint brought under this policy, subject to any applicable law, including the Minnesota Government Data Practices Act ("MGDPA"). In addition, the City has an obligation to investigate, take necessary action to address allegations, and comply with relevant state and federal regulations, and retains the right to disclose the identities of parties to a complaint, including witnesses, and the substance of complaints or witness statements as permitted or required by applicable law, including the MGDPA. The investigator will forward a summary of the investigation, including the investigator's findings and conclusions, to the Administrative Services Director or City Administrator, as appropriate. The City will take all appropriate action, including, but not limited to, disciplinary action, to address any confirmed violation of this policy. The City will not tolerate acts of retaliation against employees who have made a good faith 52