Reporting Procedures:

  1. Any Workplace Conduct Violation of an Employee: The City is dedicated to making its work environment free from discrimination, violence, harassment, and offensive behavior. The City’s ability to act promptly and effectively is dependent on timely reports of alleged incidents. Any person who believes they have been subjected to conduct or behavior as defined in General Order 218, or has knowledge of conduct constituting a violation has a responsibility to do one of the following:

    • Take action to stop the violation. While you are not obligated to confront the person, you may choose to speak privately with the person initiating the offending conduct and they may be unaware of its impact upon you. If the conduct stops, you may decide not to report the incident to your supervisor.

    • If you do not wish to speak privately with the individual or if the conduct continues after you have communicated your concerns to the person initiating the conduct, immediately contact your supervisor or your supervisor’s immediate supervisor, as appropriate, or the Deputy Chief of your division, or a member of the staff in the City of Saint Paul Office of Human Resources, or the City Attorney. Relate to them the nature of the conduct; this can be done orally or in written form.

  2. Any Workplace Conduct Violation by a Service Provider: Services on behalf of the public that are provided through a service provider under contract with the City are to remain free from discrimination, violence, harassment, and offensive behavior. Any person who believes they have been subjected to harassment or has knowledge of conduct constituting harassment has a responsibility to do one or both of the following:

    • Take action to stop the violation. While you are not obligated to confront the person, you may choose to speak privately with the person initiating the offending conduct and ask her/him to stop. It is helpful to provide the person with the reasons why you are offended by the conduct, as they may be unaware of its impact upon you. If the conduct stops, you may decide not to report the incident to your supervisor.

    • Any person receiving a service from the City through a service provider under contract with the City who believes they have been subject to a Workplace Conduct Violation can file a complaint of harassment with the City of Saint Paul Human Rights and Equal Economic Opportunity Department.

  3. Other Reporting Options: If you do not wish to use the procedures previously set forth in this section, following is a list of alternative resources:

Your appropriate bargaining unit’s union representative at the work site.

Human Rights and Equal Economic Opportunity Department
15 West Kellogg Boulevard

280 City Hall / Court House
Saint Paul, Minnesota 55102
651-266-8900

Minnesota Department of Human Rights
625 Robert St N
Saint Paul, MN 55155
651-296-5663

United States Equal Employment Opportunity Commission
330 2nd Ave S., Suite 720
Minneapolis, Minnesota 55401
612-335-4044

POLICE DEPARTMENT COMPLAINT PROCEDURES

The Police Department will investigate workplace conduct complaints for both sworn and non-sworn staff within the Police Department according to the City of Saint Paul Workplace Conduct Policy. City human resources staff may act as a consultant to the assigned investigator. The Police Department will submit a copy of the Incident Form, Investigation Results to HR Director and Three-Month Follow-up Report to City Human Resources. 

Revised May 22, 2019

Last Edited: June 10, 2019