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HomeMy WebLinkAboutCOW 2017-02-13 Item 3D - Discussion - 2017 Council Retreat Follow-Up COUNCIL AGENDA SYNOPSIS • ----------------------------------Initials--------------------------------- ITEM NO. Meetin Date Pre aced by Ma or's review Council review 02/13/17 LH R 3. D . ITEM INFORMATION STAFF SPONSOR: LAUREL HUMPHREY ORIGINAL AGENDA DATE: 2/13/17 AGENDA ITEM TITLE 2017 City Council Retreat Follow-Up CATEGORY ®Discussion ❑Motion ❑ Resolution ❑ Ordinance ❑ Bid Award ❑ Public Hearing ❑ Other Mtg Date 02113117 Mtg Date Mtg Date Mtg Date Mtg Date Mtg Date Mtg Date SPONSOR ®Council ❑Mayor ❑HR ❑DCD ❑Finance ❑Fire ❑TS ❑P&R ❑Police ❑PW ❑Court SPONSOR'S The City Council conducted its annual retreat on January 21, 2017. The Council President SUMMARY developed a list of items requiring discussion and follow-up with Administration, and all Councilmembers were asked to provide input. The attachment reflects those items along with a response from City Administration. REVIEWED BY ❑ C.O.W. Mtg. ❑ CDN Comm ❑ Finance Comm. ❑Public Safety Comm. ❑Trans&Infrastructure ❑Arts Comm. ❑ Parks Comm. ❑Planning Comm. DATE: COMMITTEE CHAIR: RECOMMENDATIONS: SPONSOR/ADMIN. COMMITTEE COST IMPACT/ FUND SOURCE EXPENDITURE REQUIRED AMOUNT BUDGETED APPROPRIATION REQUIRED Fund Source: Comments: MTG. DATE RECORD OF COUNCIL ACTION 02/13/17 MTG. DATE ATTACHMENTS 02/13/17 Council Retreat Follow-up Items for Discussion City Personnel Policy 02.03.11 219 220 a O N + N O a vi iJ "O N N QJ U Q) N M O U u C U OL aJ 'O -0 O L) V c +' _ +O+ > E cu L m CL N •N N Q C C ._ ti v t a ns v ca c a ±J w 3 .Y -a v v Q- o ° v -o ° s 3 '� ° - o aJ o .> > tin M M a cL- a f° - O Y +� V) Q. c > -a to CU .L t o o �- v �' .a u o > to M t L O co two O s a! t Q O 'O L +' +, C — 3 0 ° C a, o -a m "o v, T L C *' v o E ca a , Q- a, ° C C -p ° C > a) a1 C L aj C � a1 N N > lC Q Q co s U .� ro c CL a a) L (6 t C o v N 2 t ~ C X > .� O N +� +r Q. 4- v o v vi Q N yNj (0 a w p �-I to co >, N 4J ^ C L N .7 L Q Om 30 >i C v v V O = CU i C N = U O N U N_ U N -a " E O 'O aJ n L Q) O C > (+JJ L E L L f6 V > O U �, I- i co N � N -a GJ f- U N U O O Q OA aJ ++ C L L C 4-0 O N O Y L O>, cu -0 :3 O ++ f0 s C bD pOC v av, o f c o 0 0 v v 'E - a o v }, c .3 11 C ° `° a o ° ° o ° E x Q- > O c o m C 0. 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To establish policy prohibiting all forms of unlawful harassment; 2. To define procedure for reporting unlawful harassment; 3. To establish guidelines for administration of discipline. This policy replaces any prior policy of the City of Tukwila concerning sexual or other unlawful harassment. The City of Tukwila is committed to ensuring that the practices and conduct of all its employees comply with the requirements of federal law and state laws against unlawful harassment. It is the policy of the City of Tukwila that all employees have the right to work in an environment free from harassment based upon their race,religion,creed, color,national origin,age, sex,marital status, sexual orientation, gender identity, veteran's status,political affiliation,the presence of any disability or the use of a trained dog guide or service animal by a person or other legally protected class status. Any such harassment of employees will not be tolerated by the City of Tukwila. For the purpose of this policy, "sexual harassment" is unwelcome behavior of a sexual nature that negatively affects terms and conditions of employment. Sexual harassment includes(1)sexual advances and other verbal or physical conduct where submission to the advances or conduct is made a term or condition of employment or is used as the basis for employment decisions and(2)unwelcome verbal or physical conduct of a sexual nature that interferes with an employee's work or creates a hostile, intimidating, or offensive work environment. Some examples of behavior that could constitute or contribute to sexual harassment include but are not limited to: • Unwelcome or unwanted flirtations,propositions,or advances. This includes patting,pinching,brushing up against,hugging, cornering,kissing,fondling, putting ones arm around another, or any other similar physical contact considered unacceptable by another individual. • Requests or demands for sexual favors. This includes subtle or blatant expectations,pressures,or requests for any type of sexual favor accompanied by an implied or stated promise of preferential treatment or negative consequences concerning an individual's employment. • Verbal abuse or kidding that is sexually oriented and considered unacceptable by another individual. This includes comments about an individual's body or appearance when such comments go beyond an isolated innocuous compliment; a Personnel Policies and Procedures 02.03.11 off-color jokes or offensive language; or any other tasteless, sexually oriented comments,innuendoes, or offensive actions, including leering, whistling, or gesturing. (D I • Participation in fostering a work environment that is generally intimidating, hostile,or offensive because of unwelcome or unwanted sexually oriented conversation, office decor, suggestions,requests, demands,physical contacts,or attention. For the purpose of this policy, "other harassment" (nonsexual)is defined as verbal or physical conduct that denigrates or shows hostility or aversion toward an individual because of such individual's protected status or characteristics as stated above that: • Has the purpose or effect of creating an intimidating, hostile, or offensive work environment; or • Has the purpose or effect of unreasonably interfering with an individual's work performance; or (A • Otherwise adversely affects an individual's employment opportunities. Some examples of behavior that could constitute or contribute to harassment include but are not limited to: using epithets, slurs,or stereotypes; threatening, intimidating, or engaging in hostile acts that relate to protected status or characteristics such as those referred to above;jokes or pranks that refer to or denigrate a protected status; or placing on walls,bulletin boards, or elsewhere on the work premises or circulating in the workplace written or graphic material that denigrates or shows hostility or aversion toward a person or group because of a protected characteristic. Complaint Process An employee who feels harassed should immediately tell the offending individual how they feel and ask them to stop. If that does not work to stop the harassment, or if the employee is uncomfortable confronting the offending individual, the employee should report the incident promptly. A complaint can be made verbally or in writing to the Human Resources Director. In addition or in the alternative, as the employee may wish, the complaint may be brought to the attention of the City Administrator. The complaint form available from the Department Director or Human Resources Director may be used to file a written complaint hereunder. A harassment complaint will be handled as follows: 226 Personnel Policies and Procedures 02.03.11 • Every complaint is to be reported promptly to the Human Resources Director or to the City Administrator. Department Directors or supervisors who witnesses harassment or receive a complaint of harassment must report the event immediately to the Human Resources Director or the City Administrator. • The complaint will be immediately investigated,normally by the Human Resources Director, or their designee. However, choice of an investigator,level of formality, and the procedures used in the investigation may vary,depending on the nature of the allegations and full circumstances of the situation, including the context in which the alleged incidents occurred. • Confidentiality will be maintained throughout the investigatory process, to the fullest extent practical and consistent with the law, the City's contractual requirements, and the City's need to undertake a full investigation. • There shall be no retaliation by the City,its officers,elected officials, supervisors, or other employees toward any employee bringing a complaint in good faith or cooperating with the investigation of a harassment complaint. • Where the investigation confirms the allegations, the City will take prompt corrective action and, where appropriate,discipline the offending individuals. J Discipline may include verbal and written reprimands,professional counseling, reassignment, or other appropriate action, up to and including termination. The affected individuals will be informed of the outcome of the investigation. • There may be instances in which an employee reporting harassment seeks only to discuss the matter informally and does not wish the City to undertake an investigation or take further steps. In such situations, the City may arrange some informal mechanism for resolving the issues. However, an individual reporting harassment should be aware that the City may decide it must take action to address the harassment beyond informal means. The City's Human Resources Director or designee shall be responsible for disseminating information on the City's Policy Concerning Harassment, for developing training programs and guidelines for preventing sexual or other forms of harassment, and for investigating and resolving allegations of harassment. All officers, supervisors, and managers (generally, "supervisors") are assigned responsibility for implementing this policy,ensuring compliance with and knowledge of its terns, and for taking immediate and appropriate corrective action if they witness inappropriate behavior or receive a complaint. Supervisors must open and maintain channels of communication to permit employees to raise concerns of sexual or other workplace harassment without fear of retaliation, promptly stop any observed harassment, and treat harassment matters with sensitivity,confidentiality, and objectivity. } 227 �s -a- ' Personnel Policies and Procedures 02.03.11 A supervisor's failure to cant'out these responsibilities may result in disciplinary action up to and including termination. EFFECTIVE: Immediately DATE:-412,-/ /°2i APPROVAL: Mayor or City Administrator um Resources Director Revised: 02-17 dated 04/24/84;02.03.11 dated 01/17/952; 02.03.11 (B)dated 02/16/93; 02.03.11 (A)dated 01/6/95;02.03.11 (A)and(B)dated 1/16/01 )228