07-83Council File # 07- 83
Green Sheet #_3030408_
RESOLUTION
CITY OF SAINT PAUL, MINNESOTA ' 1
,� n . t
Presented
Referred To
Committee Date
1 W HEREAS, the Mayor and the City Council adopted the Workplace Conduct Policy, Council File
Z #95-654, affirming the City's firm commitment to a supportive and respectful environment and
3 providing a clear statement of the City's policy in that regard; and
4 WHEREAS, the Mayor has assigned this responsibility to the Human Resources Director;
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WHEREAS, the policy was revised, Council File #04-777, to define discrimination, violence, and
hazassment; and
WHEREAS, the policy was revised to add a definition of offensive behavior;
NOW BE IT RESOLVED, that the Mayor and City Council hereby approve and adopt the attached
revised policy as the Workplace Conduct Policy for the City of Saint Paul; and
BE IT FURTHER RESOLVED, that Council File #04-777 is hereby replaced with the attached
Workplace Conduct Policy for the City of Saint Paul.
Yeas Nays Absent
Benanav �
Bostrom �
Hazris �
Helgen �
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Montgomery J
Thune �
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Adopted by Council: Date ��7���
Adoption Certified by Council Secretary
By: � i' „5
Approved by M T: ate ��� Q 7
By: �
Requested by Department of:
Offic Auman Resouices
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By: �
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� Green Sheet Green Sheet Green Sheet Green Sheet Green Sheet Green Sheet �
v7-83
HU — Human Resources
Conpct Person 8 Phone:
JEROME SAKPEIDER
26Cr6533
Must Be on Council Agen
'I7-MAY-O6
6kII�A_A'f�Il
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Assign
Number
For
Routing
Order
Green Sheet NO: 3030408
0 uman R urces
1 �i n Aes2 ces Deoartment Di ector �
2 'tv tto n v
3 a or's Offce Ma odA sista t
4 ouncil
5 itv ClerK Ciri Clerk I
ToWt # o f S ig n a t ur e Page _(Clip All Locations for Signature)
Action Requested: �
Approval of resolution revising ffie City of Saint Paul Workplace Conduct Policy.
Recommendatiorr,: Approve (A) or Reject (R):
Planning Commission
CIB Committee
Civii Service Commission
Personal Service Contrects M�st Answer the Following Questions:
1. Has this personlfirm ever worked under a contract for this department?
Yes No
2. Has this personlfirm ever been a city employee?
Yes No
3. Does this person/firm possess a skill not normally possessed by any
c�rrent city employee?
Yes No
Facplain all yes answers on separate sheet and attach to green sheet
Initiating Problem, Issues, Opportunity (Who, What, When, Where, Why):
Definnig offensive behaviar of the City of Saint Paul Workplace Conduct Policy.
AdvantageslfApproved:
Clarifying City of Saint Paul Workplace Conduct Pohcy.
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DisaWantages ff Approved:
None
Disadvantages If Not AUproved:
Inability to define City of Saint Paul Wo:kplace Conduct Policy.
Transaction: �
Funding Source:
CosURevenue Budgeted:
ActiviN Number:
Financiallnformation: None
(Explain)
v�-�'�
City of Saint Paul Workplace Conduct Policy
A Policy Against Discrimination, Violence, Hazassment, and
Offensive Behavior in the Workplace
It is the policy ofthe 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 discriminarion, violence,
harassment, and eE�eF offensive behavior. 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
behavior is subject to consequences.
Discriminatory behavior includes inappropriate remarks about or conduct related to an employee's race,
colot, cxeed, religion, narional origin, disability, sex, marital status, age, sexual orientarion, oz status with
regard to public assistance. Violent behavior includes the use ofphysical force, harassment, infimidarion,
or abuse of power or authority when the impact is used to control by causing pain, fear or hurt. Violent
behavior also includes verbal abuse and/or acts, words, comments, or conditions that would 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. Offensive behavior includes words or
conduct that a reasonable person would £nd renrehensible, although the conduct is neither severe
nor nervasive. Behauior prohibited by this policy also includes requests to engage in illegal, immoral or
unethical conduct, or retaliarion for making a complaint under this policy. (AZt behavtoPS prohibtred by this po[icy
have notbeen ezpdicitly coveredherein. The defznitions used arefor illustrativepurposes and are not meant to be a11 inclusive.)
One specific kind of discriminatory and offensive behavior is sexua] 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 sexuai favors, and other verbal or physical conduct of a sexual
nature when:
1. Submitting to the conduct is made either explicitly or implicitly a term or condirion of
an individual's employment or of oUtaining public services;
2. Submitting to or rejecring the conduct is used as the basis for an employment decision
affecring an individuaPs employment or the delivery of public services; or
3. Such conduct has the purpose or results of unreasonably interfering with an
individual's wark performance or creating an inrimidating hostile, 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 faciai expressions, kissing, touching, and sexual
contact.
Any person who feels he or she is being subjected to discriminatory, violent, or offensive behavior of any
kind may feel free to object to the behavior and shall report the behavior to their supervisor or 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 discriminatory, violent or offensive behavior complaint or who has reason
to believe that such behavior is occurring shall report these concerns to their Depariment or Office D'uector
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 ofcompiaints can include, butnot necessarily 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 ternrinarion. In the event that offensive behavior recurs, it should
immediately be reported to the appropriate Department or Office Director or to the Human Resources
Director.
Employees should understand that this applies to each and evezy employee and official of the City of Saint
Paul, including the Mayor, City Council members, and members ofboards and commissions. The City of
Saint Paul will not tolerate retaliarion or infimidarion directed toward anyone who makes a complaint.
The foregoing is a statement ofpodicy mad is nod intended by the City ofSaint Paul to create a condract. The City ofSaint Paul
reserves tl:e unilateral right to amend, rescind and otherwise modify dhe faregoing policy.
(Revised 4/06)
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