Administrative order 23-01

Administrative Oder 23-01 was put in march , 20

Respectfull workplace policy 23-01 (replaces ___ _____ policy)

The city is committed to creating a ___ and ____ work environment that is free of discrimination, _____ and ____ in any form constitutes misconduct that will not be tolerated. This policy prohibits all such misconduct that could be unlawful as well as that may not rise to being unlawful

Protected status- race, color, sex, __, religion, national origin, disability, ___ beliefs, size, creed, sexual orientation gender identity or gender ____.

Discrimination- treating a person or group less favorably on the basis of ____ status

Harassment- unwelcome or ____ conduct related to the individuals protected status that objectively creates a ___ or ___ work environment or results in a negative employment ____ such as discipline

Types of conduct considered unacceptable and therefore prohibited (even if not unlawful) may include offensive ___, slurs, name calling , threats or ___, intimidation, ridicule, insults offensive objects, gestures or pictures and interference with work performance

Sexual harassment- a type of harassment focused on unwelcome ___ or ____ based on sex. (Including ____, sexual orientation or gender ____)

Retaliation- treating an individual less favorably because the employee made a good ___ ___ or participated in a ___, investigation or ____ related to discrimination harassment or retaliation or opposed such misconduct

Employees have the right to work free from discrimination, harassment or ____ based on protected status, including from such misconduct by ____ or ____ city officials, ____ and the public. They also have the right to make good faith repots without fear of retaliation

Employees who believe they have been subjected to any type of possible discrimination, harassment or retaliation are ____ (but not ____) when appropriate to address their concerns immediately with the ____ party.

Employees who do not address it with the offending party, or they do and it does not resolve the issue, should report the conduct within __ ___ days to their choice of one of the following: immediate supervisor, any supervisor chain of command, dept manager or dept head

Managers and supervisors must not give ___ ___ of such misconduct, for example by laughing, ignoring or treating it as a ___ or advising the employee not to complain or report it

Managers or supervisors who become aware of potential misconduct or complaint regardless of the dept in which it occurred must report it to the ____ ___ or designee in ___ as soon as possible but atleast within __ ___ days

Manager and supervisors are not to conduct their own ____ and instead must report the matter to the ____ ___ even if the employees involved request ____ or do not want to make a complaint to the ___ ___

If the personnel director’s investigation substantiates misconduct related to ____ status, the ____ ____ is required to take appropriate ____ or disciplinary action consistent with the direction of the personnel director

The ____ ____ or designee will conduct a ___ and ____ investigation of complaints filed under this policy.

The ___ status of the complaint (but not necessarily the detailed results) will be ____ to the ____ employee and to any others the personnel director deems appropriate

The personnel director of designee will advise the department head and any others deemed appropriate of the ____ of the investigation and any appropriate corrective or ____ action to be taken

Employees are required to ___ and provide ___ information in any investigation under this policy. Once a complaint is reported, employees should not discuss the matter outside the investigation.