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HomeMy WebLinkAboutResolution No. 473-14 473-14 D19(34) RESOLUTION BE IT RESOLVED b the Common Council of the City of Rochester that the City adopt a Y Y tY P personnel policy regarding Respectful Workplace. A copy of the policy is attached. GASSED AND ADOPTED BY THE COMMON COUNCIL OF THE CITY OF ROCHESTER, MINNESOTA, THIS __Loth DAY OF_QCT 8Eg_ _,w_..._.•,2014. zv PRESIrk�'NT SAID COMMON COUNCIL ATTEST: �j M���,, 4��• CITY CLERK APPROVED THIS 21st DAY OF OCTOBER _,2014. MAYOR OF SAID CITY f�,tllt Slt.N 5I111� r }} I Resl OVAdopl.PersPolicy.RespWorkploce i i • CITY OF ROCHESTER ORGANIZATIONAL POLICY i i RESPECTFUL WORKPLACE i Purpose It is the intent of the City of Rochester to create and maintain a respectful work environment and to describe ex- pectations for appropriate and respectful employee conduct that aligns with the City's core values. Definitions Respecfful Workplace—is an environment where all employees are treated fairly, courteously, and with dignity. Respectful workplaces emphasize cooperative and collaborative relationships between employees and depart- ments. Conduct in violation of a respectful workplace ranges from mild incivility to bullying behaviors to the most severe workplace violence and/or harassment behaviors,which are addressed in other City policies. Civility—is courteous behavior that demonstrates regard for others and is consistent with the workplace core val- ues. Civility is exhibited through communication and treatment of others with the intention of creating and/or pre- serving positive working relationships. In compliance with the City's core values, examples of behaviors that demonstrate civility include, but are not limited to: providing quality customer service to internal and external cus- tomers; showing tolerance, patience, and respect for others; and exhibiting consistent, fair, and timely follow through. h7civillty- is behavior that is inconsistent with the City's core values and Is considered to be rude, discourteous, or obnoxious. Incivility is generally low in Intensity and ambiguous in its intention. Examples of workplace incivili- ty may include, but are not limited to: failing to respond to messages in a timely manner; Ignoring, interrupting, or responding rudely to colleagues/coworkers;gossiping;use of profanity;and/or joking at the expense of others. i • i Bullying-is a form of interpersonal aggression or antisocial behavior in the workplace that exceeds what may be considered simple incivility. Generally, bullying Is repeated, intentional, and prolonged mistreatment that may cause health harming impacts to the victims). Bullying toward an individual may be through verbal, physical, or psychological actions, which may include, but are not limited to: spreading malicious rumors or gossip; threats of abuse'; purposefully withholding of information or giving out wrong or misleading information; Intruding on privacy through spying or stalking; deliberate exclusion from work-related activities; yelling or shouting in a public or pri- vate setting; belittling the opinion of others; hazing activities; and tampering with another's personal belongings or work equipment. Please note that this list of examples is not exhaustive and allegations will be evaluated on a case-by-case basis. Reasonable management action conducted in accordance with City policies, procedures, and standards Is not considered bullying. Examples of reasonable management action may include, but Is not limited to: setting per- formance goals, standards, and deadlines;giving an employee unsatisfactory performance feedback; issuing dis- cipline in accordance with City policies and procedures;and restructuring or redistributing work tasks. Guidelines Roporling: A. Employees All employees should report violations of this policy that occur within their course and scope of employ- ment. Employees should exercise good Judgment in reporting and may elect not to report an infrequent, isolated incident of incivility. • Thysica►acts of abuse are prohibited and addressed under the City's Wo ftlace Violence policy. 1 CITY OF ROCHES`ER • ORGANIZATIONAL POLICY If appropriate,as a first step,an employee may politely, but firmly inform the person(s)engaging in the in- appropriate behavior that such behavior is unwelcome and ask the person(s)to stop. If an employee is uncomfortable or fearful of confronting the offender directly, he/she should contact his/her supervisor, Department Head or designated Human Resources employees to report the behavior. Employees have the right to report complaints directly to Human Resources at their discretion, B. Supervisors/Department Heads All City supervisors and Department Heads are encouraged to work with designated Human Resources employees in Investigating allegations under this policy. If an investigation reveals allegations or behavior that may constitute harassment or workplace violence, the supervisor or Department Head must immedi- ately notify the Human Resources Director In accordance with the reporting timelines contained within the applicable City policy. Investigation: If the alleged conduct is more severe In nature, an investigation may be warranted and the following factors may be considered; severitylintensity of the conduct • duration of time the conduct has occurred e frequency of the conduct C the intent of the accused (if known) e effect of the conduct on the victim o the conduct as viewed using a"reasonable person"standard2 Confidentiality: Information obtained as part of the investigation will be handled as confidentially as possible In accordance with applicable law and without compromising the thoroughness of the investigation. Confidentiality of the complaint, investigative materials and/or resulting actions will be maintained to the extent allowable under law and the Minnesota Government Data Practices Act. Policy Violations: In general, infrequent and Isolated displays of Incivility do not rise to the level of formal disciplinary action. The larger consequence of Incivility, however, is the Impact on the working relationshlp(s) with those affected by the uncivil behavior, More severe violations,including bullying or frequent and/or prolonged acts of incivility, may be subject to discipli- nary action up to and including termination of employment. Reprisal: The City will not tolerate retaliation or Intimidation directed towards anyone who makes a complaint or testifies, assists, or participates in an investigation under this policy. Retaliation includes, but is not limited to, any form of intimidation, reprisal or harassment. Engaging in retaliatory conduct may subject the offender to disciplinary ac- tion up to and including termination of employment, 2 A reasonable person is a hypothetical person who exercises average care,skill,and judgment In conduct, The reasonable person standard is often used by courts as a comparative standard for determining liability. 2 CITY OF ROCHESTER ORGANIZATIONAL POLICY Legal/Statutory Authority • Minnesota Statute, Chapter 13(Confidentiality section only) Adopted 10114 i l 1 i t i • 3