Loading...
Respectful Workplace PolicyCITY OF GOLDEN VALLEY12 Respectful Workplace Equal Employment Opportunity (EEO) Policy Statement The City is committed to providing equal employment opportunity to all persons, in all areas of employment, including but not limited to recruitment, hiring, placement, promotion, demotion or transfer, layoff, recall, termination, rates of pay or other forms of compensation, or selection for training. All employment policies and practices will be nondiscriminatory in compliance with federal, state, and local laws. The City will not discriminate against any employee or job applicant on the basis of race, color, creed, religion, national origin, ancestry, gender, sexual orientation, gender identity or expression, marital status, disability, age, genetic information, familial status, veteran status, status with regard to public assistance, of any other protected class (“Protected Classes”). Accommodations For Disabilities The City will make reasonable accommodation for a qualified individual with a disability who requires such accommodation to perform the essential functions of his or her job. Any employee who believes he/she is a qualified individual with a disability and needs accommodation should contact Human Resources. The City will then engage in an interactive process to better understand the employee’s needs in the context of the position and to determine what reasonable accommodations may be made to address the disability. As part of that interactive process, the City may ask for information from a medical provider about the nature of the disability and the accommodations necessary to allow the employee to perform the essential functions of his/her position. Accommodations For Pregnancy And Nursing Mothers For employees with health conditions relating to pregnancy or childbirth, the City will provide reasonable workplace accommodations, such as but not limited to: • more frequent unpaid restroom, food, and water breaks • seating • limits on lifting more than 20 lbs • temporary transfer to a less strenuous or hazardous position, should one be available Additionally, for one year after the birth of the child, the City will provide nursing mothers with reasonable unpaid break time and a suitable room to express milk for nursing her child. Contact Human Resources for more information. Accommodations for Religious Practice The City values the diversity of its employees and recognizes that employees may need accommodation to observe the practices of their religious tradition. Employees who require accommodation of their schedule or other aspects of their job for religious reasons should talk to Human Resources. The City will work with employees to determine reasonable ways to accommodate those practices. Offensive Behavior and Discrimination Prevention Policy The City is committed to maintaining a working environment that is free of offensive behavior and unlawful discrimination. Discrimination or harassment on the basis of an individual’s membership in a Protected Class is prohibited and will not be tolerated. This policy statement is intended to make all employees, volunteers, employee HANDBOOK 13 Respectful Workplace members of boards and commissions, and elected officials sensitive to the matter of harassment and discrimination, to share the City’s zero tolerance policy of this behavior, and to inform them of their rights and obligations. Offensive behavior includes but is not limited to intimidation, objectionable or threatening conduct, statements, epithets, slurs, graffiti, jokes, pranks, innuendos, anonymous notes, or any other conduct that is critical, hostile, offensive, or in any way otherwise objectionable because of an individual’s membership in a protected class. Sexual Harassment Sexual harassment is an offensive behavior prohibited under this Policy. Sexual harassment is generally defined under both state and federal law as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature where: • submission to or rejection of such conduct is made either explicitly or implicitly a term or condition of any individual’s employment or as a basis for employment decisions • such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment While it is not possible to list all circumstances that may constitute sexual harassment, the following are some examples of conduct that, if unwelcome, may constitute sexual harassment: • unwanted sexual advances, whether they involve physical touching or not • sexual epithets, jokes, written or oral references to sexual conduct, gossip regarding one’s sex life, comments about an individual’s body, or comments about an individual’s sexual activity • displaying sexually suggestive objects, or images • unwelcome leering, whistling, brushing up against the body, sexual gestures, or suggestive or insulting comments • inquiries into one’s sexual experiences • discussion of one’s sexual activities Reporting Violations Of This Policy Employees who have observed or believe others are being subjected to any form of Offensive Behavior, discrimination, or retaliation, by another employee of the City or by a non- employee, should immediately report such conduct to Human Resources or their immediate supervisor. The employee should submit this report in writing with sufficient detail for Human Resources to determine whether a policy was violated. Any supervisor who experiences, witnesses, or receives a written or oral complaint of Offensive Behavior, discrimination, or related retaliation must immediately report it to Human Resources. Reports of violations of this policy will be promptly and carefully investigated. The Human Resources Director may involve the City’s legal counsel in the investigation. If the City determines that harassment, discrimination, or retaliation in violation of this policy occurred, the City may take disciplinary action, up to and including termination of employment, against the offending employee. The City will treat complaints of harassment and the results of any investigation as confidential to the extent possible within the context of the investigation. Complete confidentiality cannot be guaranteed, as revelation of some reported information might be necessary for a complete investigation. Although the City cannot control the actions of non-employees, employees are strongly encouraged to report any behavior by such individuals that violates this policy. The City will make every effort to investigate such complaints and will attempt to put an end to any conduct concluded to violate this policy. CITY OF GOLDEN VALLEY14 Respectful Workplace Elected Officials: If a Council member is the alleged harasser, the report will be made to the City Manager and referred to the City Attorney who will undertake the necessary investigation. The City Attorney will report his/her findings to the City Council, which will take the action it deems appropriate. Pending completion of the investigation, the city administrator may at his/ her discretion take appropriate action to protect the alleged victim, other employees, or citizens. If an elected or appointed city official (eg, council member or commission member) is the victim of disrespectful workplace behavior, the City Attorney will be consulted as to the appropriate course of action. Disclaimer: The City is not voluntarily engaging in a dispute resolution process, as that term is defined in state statute, by adopting and enforcing this workplace policy. The filing of a complaint under this policy and any subsequent investigation by the City does not suspend the one-year statute of limitations period under the Minnesota Human Rights Act for bringing a civil action or for filing a charge with the Minnesota Department of Human Rights. No Retaliation The City will not retaliate against any employee for making a good-faith complaint of harassment or discrimination under this policy or participating in an investigation of a complaint made under this policy. Employees who feel they have been retaliated against for reporting a violation of this policy in good faith, or for participating in an investigation of conduct under this policy, should immediately report their concern to Human Resources or their supervisor.