Employee Manual 2023 - Flipbook - Page 60
personal relationship develop, the City may transfer, reassign or discharge one or both of the
individuals involved.
The City firmly supports the civil rights laws. It is the City’s policy to prohibit discrimination or
harassment of an employee by another employee or by a non-employee based upon any protected
status.
VIOLATIONS OF THIS POLICY WILL NOT BE TOLERATED AND SHALL RESULT IN DISCIPLINE UP TO
AND INCLUDING DISCHARGE.
One who commits discrimination or harassment may attempt to be discrete and it may therefore
be difficult for the City to discover and correct these violations on its own. Therefore, any employee
who feels they have been the subject of discrimination or harassment is required to report the
same to the city manager, mayor, human resources director or city attorney (to an individual who
is not the subject of concern) within seven days of the incident. Delayed complaints will be
investigated to the extent it is still possible. An employee’s failure to report suggests that the
employee is not offended by or welcomes the conduct or comments or is otherwise not interested
in having any concerns investigated and/or addressed. The City can only act when it receives a
complaint or knows of policy violations and can only protect an employee from further harassment
if it becomes aware of the employee’s concerns.
All complaints will be treated seriously and investigated. Further, anyone in a management or
supervisory position who becomes aware of any potential harassment or discrimination, even if
told in confidence, is required to notify the city manager, mayor, human resources director or city
attorney immediately.
The City may require a written statement and, if required, the employee must provide such a
statement. Also, employees are required to cooperate in any such investigation. Complaints will be
kept confidential to the extent possible during, and after, the investigation.
The City not only prohibits harassment but also strictly prohibits any retaliation against an
employee who, in good faith, has registered a complaint under this policy or participated in the
investigation. Employees are required to report any inappropriate or retaliatory conduct within 3
days to one of these individuals who is not the subject of their concern: city manager, mayor,
human resources director or city attorney. Delayed complaints will be investigated to the extent
still practicable. An employee’s failure to report suggests that the employee is not interested in
having any concerns investigated and/or addressed. The City can only act when it receives a
complaint or knows of policy violations and can only protect an employee from retaliation of the
alleged harasser (or another person) if it becomes aware of the employee’s opposition to
harassment.
Any employee of the City, who, after investigation, has been determined to have retaliated against
an employee for utilizing the complaint procedure in this policy will be subject to appropriate
discipline up to and including immediate termination.
City of Plymouth Employee manual - Page 60 – March 2023
