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Page 49 of 150 <br />• Identification of the offender. <br />To facilitate fostering a respectful work environment, all employees are encouraged to respond to <br />questions or to otherwise participate in investigations regarding alleged harassment. <br /> <br />Step 3. The supervisor must notify the city administrator about the allegations (assuming the <br />allegations do not involve the city administrator). For more information about what to do when <br />allegations involve the city administrator, the mayor, or a councilmember, see “Special Reporting <br />Requirements” below. <br /> <br />Step 4. In most cases, as soon as practical after receiving the written or verbal complaint, the alleged <br />policy violator will be informed of the allegations, and the alleged violator will have the opportunity <br />to answer questions and respond to the allegations. The city will follow any other applicable policies <br />or laws in the investigatory process. <br /> <br />Step 5. After adequate investigation and consultation with the appropriate personnel, a decision will <br />be made regarding whether or not disciplinary action will be taken. <br /> <br />Step 6. The alleged violator and complainant will be advised of the findings and conclusions as soon <br />as practicable and to the extent permitted by the Minnesota Government Data Practices Act. <br />Step 7. The city will take reasonable and timely action, depending on the circumstances of the situation. <br />The city is not voluntarily engaging in a dispute resolution process within the meaning of Minn. Stat. <br />§ 363A.28, subd. 3(b) by adopting and enforcing this workplace policy. The filing of a complaint under <br />this policy and any subsequent investigation does not suspend the one-year statute of limitations period <br />under the Minnesota Human Rights Act for bringing a civil action or for filing a charge with the <br />Commissioner of the Department of Human Rights. <br /> <br />Section 12.06 Special Reporting Requirements <br />When the supervisor is perceived to be the cause of a disrespectful workplace behavior incident, a <br />report will be made to the city administrator who will determine how to proceed in addressing the <br />complaint as well as appropriate discipline. <br /> <br />If the city administrator is perceived to be the cause of a disrespectful workplace behavior incident, a <br />report will be made to the city attorney who will confer with the mayor and City Council regarding <br />appropriate investigation and action. <br />If a councilmember is perceived to be the cause of a disrespectful workplace behavior incident <br />involving city personnel, the report will be made to the city administrator and referred to the city <br />attorney. In cases such as these, it is common for the city council to authorize an investigation by an <br />independent investigator (consultant). The independent investigator will report his/her findings to the <br />City Council. The city will take reasonable and timely action, depending on the circumstances of the <br />situation. <br /> <br />Pending completion of the investigation, the city administrator may at his/her discretion take <br />appropriate action to protect the alleged victim, other employees, or citizens. <br /> <br />If an elected or appointed city official (e.g., council member or commission member) is the victim of <br />disrespectful workplace behavior, the city attorney will be consulted as to the appropriate course of <br />action. In cases such as these, it is common for the city council to authorize an investigation by an <br />108