04-777conn�s� File # p�t -1 '11
Green Sheet #_200116_
RESOLUTION
SAINT PAUL, MINNESOTA
Presented by
Referred To
Committee Date
�
1 WHEREAS, the Mayor and the City Council adopted the Workplace Conduct Policy, Council File
2 #95-654, affiilning the City's firm commihnent to a supporCive and respectful environment and providing
3 a clear statement of the City's policy in that regard; and
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il
WHEREAS, the responsibility for investigating alleged complaints of said policy were the
responsibility of the Affirmative Action Director; and
WHEREAS, the Mayor has now assigned this responsibility to the Human Resources Director; and
WHEREAS, the policy was revised to define discrimination, violence and harassment;
NOW BE IT RESOLVED, that the Mayar and City Council hereby approve and adopt the attached
revised policy as the Workplace Conduct Policy for the City of St. Paul; and
BE IT FURTHER RESOLVED, that Council File #95-654 is hereby replaced with the attached
Workplace Conduct Policy for the City of St. Paul.
Requested by Deparhnent of:
Benanav
Bost�om
Aarris
Helgen
I,antry
Montgomery
Thune
� Office of Human Resources
✓
i �
By:
� ,
Adopted by Council: Date _
Adoption Certified by Council
By:
Approved by Date _
By: .�E/L�
Form Approved b City
By: �
Approv� Mayor foT
�
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City of Saint Paul Workplace Conduct Policy
A Policy Against Discriminarion, Violence, Harassment, and
Offensive Behavior in the Workplace
It is the policy of the City of Saint Paul to maintain a respectful work and public service environment. The
City of Saint Paul will maintain a work and public service environment free from discrimination, violence,
harassment, and other offensive behavior. The City of Saint Paul will not tolerate such behavior by or
toward any employee or of&cer. Any employee or officer of the City of Saint Paul who engages in such
behavior is subject to consequences.
Discriminatory behauior includes inappropriate remarks about or conduct related to an employee's race,
color, creed, religion, national origin, disability, sex, marital status, age, sexual orientation, or status with
regard to public assistance. Violent behavior includes the use of physical force, hazassment, intimidation,
or abuse of power or authority when the impact is used to control by causing pain, fear ar hurt. Violent
behavior also includes verbal abuse and/or acts, words, comments, or conditions that wouid lead a person
to reasonably believe a violent act could occur. Harassment includes words or conduct that is severe or
pervasive, and that a reasonable person would find abusive. Behavior prohibited by this policy aiso
includes requests to engage in illegal, immoral or unethical conduct, or retaliarion for making a complaint
uS1del tllls pO11C}'. (All behaviors prohibited by this policy have not been ezplicitZy covered herein. The deftnitions used are
for illustrative purposes and are not meant to be all tnclusive J
One specific kind of discriminatory and offensive behaviar is sexual harassment. Sexual harassment,
which can consist of a wide range of unwanted and unwelcome sexually-directed behavior, is defined as
unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual
nature when:
Submitting to the conduct is made either expiicitly or implicitly a term or condition
of an individual's employment or of obtaining public services;
2. Submitting to or rejecting the conduct is used as the basis for an employment
decision affecting an individual's employment or the delivery of public services; or
3. Such conduct has the purpose or resuits of unreasonably interfering with an
individual's work performance or creating an intimidating, hostile, or offensive
work or public service environment.
Behavior prohibited by this policy can include unwelcome sexual remarks ar compliments, sexual jokes,
sexual innuendo or propositions, sexually-suggestive facial expressions, kissing, touching, and sexual
contact.
Any person who feels he or she is being subjected to discriminatory, violent, or offensive behauiar of any
kind may feel free to object to the behavior and shali report the behavior to their supervisor ar to the
Human Resources Director. In the case of violent behavior, the incident needs to be reported immediately
after the incident.
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Any supervisor who receives a discrimiiiatory, violent or offensive behavior complaint or who has reason
to believe that such behavior is occurring shall report these concerns to their Department or Office Director
or to the Human Resources Director.
All complaints of discriminatory, violent, or offensive behavior will be investigated promptly, fairly, and
completely. The facts shall determine the response to each complaint. Each situation will be handled as
discreetly as possible. Resolution of complaints can include, but not necessarily be limited to, an apology,
transfer, direction to stop the offensive behavior, counseling or training, verbai or written warning,
suspension with or without pay, or ternunation. In the event that offensive behavior recurs, it should
unxnediately be reported to the appropriate Department or Office Director or to the Human Resources
Diseator.
Employees should understand that this applies to each and every employee and official ofthe City of Saint
Paul, including the Mayor, City Council members, and members of boards and commissions. The City
of Saint Paul will not tolerate retaliation or intimidation directed toward anyone who makes a complaint.
The foregoing is a statement of policy and is not intentled by the City of Saint Pau1 to create a contract. The City of
Saint Pau1 reserves the unilateraZ right to amend, rescind and otherwise modify tke foregoing poZicy.
(Revised 7/04)
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� Green Sheet Greer� Sheet Green Sfieet Green Sheet Green Sheet Green Sheet
DeparfineM/oificelcouncil: Date lnitiated:
H „ �,�„�,,,� o,,,��.� Green Sheet N4: 200116
Cofiad Person & Phone:
Mgela Nalezny
266-6515
on Council l�enda by (Da[e):
�
Assigo
Number
For
Routing
Order
� ,�
`
Denartmertt SeM 7o Person mmavua[e
0
1 n u c D [ i ector
2
3 r` c a or nt .
4 'I
g L5 e k
To # of Signatu Pages _(Clip All Lcqtions for Signature)
Action Requested:
�pproval of tesolution zevismg the City of Saint Paul Workplace Conduct Policy.
Wations: Approve (A) or Reject (R):
Planning Commission - -
CIB Committee
Civil Service Commission - -
Answer the
1. Has Nis personlfirm ever woriced under a conhact for Nis department?
Yes No
2. Has this personlC�vn ever been a dty empfoyee? --
Yes No
3. Dces this person/finn possess a skill not normaily possessed by any
current dty employee?
Yes No
Explain ail yes answers on separate sheet and artach to green sheet
Initiating Problem, Issues, OppoRunity (Who, What, When, Where, Why):
The policy needs to be tevised to reflect the change in assignment of responsibility from the Af6imative Action D'uector to the Hwnan
Resources Director. The policy aLso needs to be revised to reflect ffie proposed changes to the policy.
Advantages ff Approved:
Assig�ent of responsibility is accurately stated in the policy.
Reporting and investigation piocedutes aze cleazly defined.
DisadvarttaAes If ApProved:
Nane
Disadva�es if Not Approved:
Policy is not accurate.
Ptocedures aze nat weIl defined.
'otal Amount of
Transaction:
Pumlint� Source:
� ��<
� )
�
L, � �
CostlRevenue Budgeted:
Aativfit Numher;
Pinanetal ittformation:
(E�cQiain)
a�-���
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City of Saint Paul Workplace Conduct Policy
A Policy Against Discrimination, Violence, Hazassment, and
Offensive Behavior in the Workplace
It is the policy of the City of Saint Paul to maintain a respectful work and public service environment. The
City of Saint Paul will maintain a work and public service environment free from discrimination, violence,
harassment, and other offensive behauior. The City of Saint Paul will not tolerate such behavior by or
toward any employee or officer. Any employee or officer of the City of Saint Paul who engages in such
behauior is subject to consequences.
Discriminatory behauior includes inappropriate remarks about or conduct related to an employee's race,
colar, creed, religion, national origin, disability, sex, maritai status, age, sexual orientation, or status with
regard to public assistance. Violent behavior includes the use ofphysical force, harassment, intimidation,
or abuse of nower or authoritv when the imuact is used to control bv causine naSn, fear or hurt. X?'ioleu�
pex��s�'���ri"d,�.�a�"�-� �asox�ai�1� ersoix �a���`�"cY"{aii�sti�'e"� Behavior rohibited b this olic also
� ��� P Y P Y
includes requests to engage in illegal, immoral or unethical conduct, ar retaliation for making a complaint
under this policv �1+he ��° ++}s�vrb& bide�l' �; �'�' ��" `" �"'����""
lkiis3ia�'tcar�ra°veseo��ieen�ndzeif��nvere erea`ri:'T�ede�nitionsus�dar'e
One specific kind of discriminatory and offensive behavior is sexual harassment. Sexuai harassment,
which can consist of a wide range of unwanted and unwelcome sexually-directed behavior, is defined as
unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual
nature when:
Submitring to the conduct is made either explicitly or implicitly a term or condition
of an individual's employment or of obtaining public services;
2. Submitting to or rejecting the conduct is used as the basis far an employment
decision affecting an individuaPs employment or the delivery of public services; or
Sueh conduct has the purpose or results of unreasonably intzrfering with an
individual's work performance or creating an intimidating, hosfile, or offensive
work or public service environment.
Behavior prohibited by this policy can include unwelcome sexual remarks or compliments, sexual jokes,
sexual innuendo or propositions, sexually-suggestive facial expressions, kissing, touching, and sexuai
contact.
Any person who feels he or she is being subj ected to discriminatory, violent, or offensive behauior of any _
kind may feel free to object to the behavior and shall report the behavior to their supervisor or to the
_ '' "`:'���T�x►aalYesoair�e ��.Inthecaseofviolentbehaviar,theincidentneeds
to be reported immediately after the incident.
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Any supervisor who receives a disciiminatory, violent ar offensive behavior complaint or who has reason
to believe that suc behavior is occutring sha ll report these concerns to their Department or Office Director
_. _:_
or to the H`uvian�itesoutees Directtii.
Ail complaints of discriminatory, violent, or offensive behavior will be invesfigated promptiy, fairly, and
completely. The facts shall deternune the response to each complaint. Each situarion will be handled as
discreetly as possible. Resolution of complaints can include, but not necessazily be limited to, an apology,
transfer, direction to stop the offensive behavior, counseling or training, verbal or written warning,
suspension with or without pay, or termination. In the event that offensive behavior recius'�; it should
immediately be reported to the appropriate Deparhnent or Office Director or to the �'"'" � y " "°'
�I�i�da�r �°o5a�ce�"I3i�"ecfoi:
Employees should understand that this applies to each and every employee and official ofthe City of Saint
Paul, including the Mayor, City Council members, and members of boards and commissions. The City
of Saint Paul will not tolerate retaliation or intimidation directed toward anyone who makes a complaint.
The foregoing is a statement ofpoZicy and is not intended by the CFty of Saent Paul to create a contract. The Ciry of
Saint Paul reserves the unilateral right to amend, rescind and othenvise modify the foregoing policy.
(Revised 7f04)
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