90-1727 �� � � � �'J� L + Council File # Q '����
Green Sheet # ,d y�O 3
RESOLUTION
CITY OF AINT PAUL, MINNESOTA ' �
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Presented By i
Referred To �� -°---"`� Committee: Date
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WHEREAS, the Ci of Saint Paul recognizes that all employees have the right to expect a
work environment that res ects their dignity and worth, as well as that of their fellow employees
and the citizens they serve and �
WHEREAS, the foll wing racial harassment policy demonstrates the city's firm commitment
to provide a clear stateme t of the issues and the harm sunounding acts df racial harassment; now,
therefore, be it
RESOLVED, that th mayor and council hereby approve and adopt the attached policy as the
Racial Harassment Policy or the City of Saint Paul; and
FURTHER RESOL D, that the attached policy shall be inserted as Chapter A-17 of the
Appendices to the Saint P ul Administrative Code.
CITY OF SAINT PAUL ,
RACIAL HARASSMENT POLICY
The City of Saint Paul wis es to reaffirm its equal employment opportunity policy as adopted in the
Human Rights Ordinance nd the Affirmative Action Program. Racial harassment, in any form,
will not be tolerated nor c ndoned. The City will take prompt action to discipline any employee,
regardless of employment atus, who contributes to a racially offensive, ho'stile, or intimidating
work environment. Depen ing on the seriousness of the offense, disciplinary action may range from
a verbal warning to termin tion.
As a provider of public se 'ces to the citizens of Saint Paul, the City also affirms its equal
treatment policy in the deli ery of these services. In addition, a provider df services who is under
contract with the City is e ected to deliver public services and treat its employees in accordance
with this policy.
The United States Civil Ri hts Act of 1964, Title VII; the Minnesota Human Rights Act, Minnesota
Statutes Chapter 363; and t e Saint Paul Human Rights Ordinance, Saint l�aul Legislative Code
Chapter 183; all prohibit di criminatory treatment because of an employee's race. Conditions and
privileges of employment a e covered as well as hire, tenure, referral, apprenticeship, terms and
upgrading. Consequently, nder the conditions of employment provisions di the civil rights laws, the
City is obligated to provide a bias free work environment for all employees.
The City will hold all empl yees equally responsible and accountable for maintaining a workplace
that respects the dignity an rights of all employees and the citizens they serve. Employees are
encouraged to be supportiv of one another and sensitive to remarks and aictions that can be
personally harmful and/or isruptive to others in the workplace.
� '. ' �� t°,r=ya-- ����
� Ek�*,�1�� bf �dnduct whi demean the dignity and worth of an employe� and may be legally
actionable racial harassm nt are:
1. Use of racially dero atory terms or racially-oriented names to, or in.the presence of, persons
who find such terms or names offensive. '
2. Expression of raciall -oriented jokes or remarks to, or in the presen�e of, persons who find
such jokes or remar offensive.
3. Circulation of carto ns, pictures, or written materials depicting racia,l minorities in a
demeaning manner,
4. Use of verbal expres ions or physical gestures meant to mimic or ste�reotype a racial minority
in a demeaning m er, �
5. Elchibition of threate 'ng actions in order to intimidate, harm, or embarrass an individual
because of that indi 'dual's race or because of that individual's association with a person of
another race.
Supervisors and managers ust serve as positive role models with respect 'to proper conduct in the
workplace. Along with th ir own conduct, supervisors and managers must�always be alert in
identifying negative behavi r among employees which may affect the work�environment. The City
will hold supervisors and anagers responsible if they knew, or should hav�e known, of the
discriminatory work enviro ent and failed to take timely and appropriate action - whether or not
the conduct was intentiona or unintentional.
Supervisors and managers ust educate employees concerning the City's �acial Harassment Policy
and the standards of cond ct which are expected. Supervisors and manag�rs should encourage
employees to discuss and k questions in order to become better informed and to bring concerns
and observations to the att ntion of their supervisors and managers for dis�cussion and follow-up, as
appropriate. Supervisors a d managers can use staff ineetings and individ�}al one-on-one discussions
as appropriate means for r view of questions and concerns about the worl�lace. General
allegations and concerns a out the workplace environment can often be resolved through these
informational meetings and discussion sessions.
Any employees who believ they have been subject to racial harassment may look to the Reporting
and Investigation Procedur s that have been established for the Sexual Hazassment Policy of the
City of Saint Paul for the r porting procedures to be followed in filing thei� complaint. All staff
will be expected to comply 'th the time limitations and investigation standards established in that
procedure. Employees ma also contact their bargaining unit's labor representative, the City of
Saint Paul Employee Assist nce Program, the City of Saint Paul Peer Counselor Program, the City
of Saint Paul Human Right Department within one (1) year from the occ�irrence of the alleged
harassment, the Minnesota epartment of Human Rights within one (1) year from the occurrence
of the alleged harassment, e United States Equal Employment Opportuni�ty Commission within six
(6) months from the occun nce of the alleged harassment or any other individual or agency in
order to exercise their right . Telephone numbers for these additional resources are available from
the Office of Personnel and Labor Relations.
Q R I G i NAl� �� -� ��°�'�°��
Of equal and critical imp rtance is the City's affirmation of its public policy to foster equal
opportunity for all in emp oyment by the City and in rendering its public service without regard to
RACE, CREED, RELIG ON, SEX, COLOR, NATIONAL ORIGIN, ANCESTRY, FAMILIAL
STATUS, AGE, DISABI ITY,MARITAL STATUS OR STATUS WITH REGARD TO
PUBLIC ASSISTANC� d strictly in accordance with individual merits�as human beings.
Harassment in any form, 'th regard to these areas, will not be tolerated;i and the City will take
prompt action to disciplin any employee who contributes to an offensive, hostile, or intimidating
work environment.
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D'�n Teas Na s Absent Requested by Department of:
Goswitz
Lon
Macca e
Rettman
T une
Wt son BY=
__________________�__ _�__—_________ '
Adopted by Council: Date S C P 2 ; 1gg0 Fo�m Approved by City Attorney
Adopt i on Cert i f i ed by Cou i l Secretary B ��./�'�'�� � � !(�1 q�
� Y� f
BY' ' � Approved by Mayor fpr Submission to
• Council �
Approved by Mayor: Day�
1 ' �� �
r' �
gy; �.��'����'1 By:
Pi;��.V��i L;� i , �; 199__0_
. � �. `: ' ��o-i�� �
DEPARTMENT/OFFICE/COUNCIL DATE INITIATED N� _10 9 6 3
st. Paul city counci 09-17-90 GREEN SHEET
CONTACT PERSON&PHONE INITIAUDATE INITIAUDATE '
�DEPARTMENT DIRECTOR �CITY COUNCIL
W i 11 i am w l 1 S OIl 2 8-4 6 4 6 pgg�GN �CITY ATTORNEY �CITY CLERK
MUST BE ON COUNCIL AGENDA 8Y(DATE) NUMBER FOR ❑BUDGET DIRECTOR �FIN.&MOT.SERVICES DIR.
ROUTING
September 2 7� 19 9 0 ORDER �MAVOR(OR ASSISTAN'n �
TOTAL#OF SIGNATURE PAGES (CLIP ALL LOCATIONS FOR SIGNATURE)
ACTION REQUESTED:
Approval of a resolu ion adopting a racial harassment p licy for the
City of St. Paul
RECOMMENDATIONS:Approve(A)or ReJect(R) pERSONAL SERVICE CONTRACTS MUST ANSWER E FOLLOWING GUESTION8:
_ PLANNINCi COMMISSION _CIVIL 3ERV E COMMISSION �• Has this person/firm ever worked under a contract for his departmeM?
_CIB COMMITTEE _ YES NO
2. Has this personlfirm ever been a city employee?
_3TAFF — YES NO
_ DISTRICT COURr _ 3. Does this person/firm possess a skill not nonnally po ssed by any current city employee?
3UPPORT3 WHICH COUNCIL OBJECTIVE? YES NO
Explaln all yes answers on separate shsst and attac to yroen aheet
INITIATINa PROBLEM,ISSUE,OPPORTUNITY(Who, het,When,Where,Why):
All city employees h ve the right to expect a work envi onment that respects
their dignity and wo th. This policy demonstrates the ity' s firm commit-
ment to provide such an environment as well as a clear tatement of the
issues and harm surr nding acts of racial harassment.
ADVANTAGES IF APPROVED:
City employees and s vice providers under contract wil have a clear
understanding of con ct that may be or may be inte reted as
racial harassment, wi 1 understand that the city will p ovide a working
atmosphere free of s h conduct and will understand the' r avenue for
reporting and resolvi g alledged violations
DISADVANTAGES IF APPROVED:
None
Cou ci1 �esearch Center_
S�P 13 �U
DISADVANTACiES IF NOT APPROVED:
City employees may be unsure of the city' s policy regard'ng racial harass-
ment and may continue to work in an environment where ha assment occurs
which negatively affe ts productivity and the over-all 11-being of the
city workforce.
RECEIVEI�
SEP19199
TOTAL AMOUNT OF TRANSACTION S — �— COST/REVENUE U!Gf ED CRC E ONE) YES NO
FUNDING SOURCE ACTIVITY NUMBER
FINANCIAL INFORMATION:(EXPLAIN) ��