Respectful Workplace

MnDOT Policy #WF028
Revised: June 27, 2024

Respectful Workplace Complaint and Resolution Procedures

Please go to the MnDOT Org Chart to find specific contact information: Org Chart.

Responsible Senior Officer: Deputy Commissioner/Chief Administrative Officer
Policy Owner: Director, Office of Human Resources
Policy Contact: Labor Relations Manager

Policy statement

The Minnesota Department of Transportation (MnDOT) must comply with the enterprise Respectful Workplace Policy, HR/LR #1432, which was issued by Minnesota Management and Budget (MMB) and is incorporated herein by reference. MnDOT is committed to providing a positive environment in which all staff, members of the public, and others doing business with MnDOT are treated with professionalism and respect. MMB ensures that the enterprise policy is accurate and updated, and that relevant interpretations of the law are considered.

All MnDOT employees must complete MnDOT Respectful Workplace training within six months of hire and every five years thereafter. Additionally, all MnDOT employees must complete MMB’s Respectful Workplace training every year.

MnDOT’s Respectful Workplace policy addresses behavior and communication that do not involve protected class status, sexual harassment, or workplace violence. The MnDOT Harassment and Discrimination Prohibited Policy addresses harassment or discrimination based on protected class. The MnDOT Sexual Harassment Prohibited Policy addresses sexual harassment. The MnDOT Workplace Violence Prohibited Policy addresses violence and weapons in the workplace.

Failure to comply with this policy may result in disciplinary action, up to and including dismissal, or ending a contractor or volunteer relationship with MnDOT.

Reason for policy

The enterprise Respectful Workplace Policy requires agencies to achieve and maintain compliance with the enterprise policy and procedures. This policy defines the roles and responsibilities of MnDOT employees and third parties and specifies the training requirements.

Applicability

All MnDOT employees and third parties working on MnDOT projects must comply with this policy.

Key stakeholders with responsibilities under this policy include:

MnDOT Managers and Supervisors
Office of Equity and Diversity
Office of Human Resources
Employees

Definitions

Professionalism

A display of good judgment and proper behavior that is reasonably expected in the workplace.

Protected class

Protected classes under this policy are as follows:

Race
Color
Creed
Religion
National origin
Sex* (includes pregnancy, childbirth, and related medical conditions)
Marital status
Familial status
Receipt of public assistance
Membership or activity in a local human rights commission
Disability
Age
Sexual orientation
Gender identity
Gender expression
For employees, genetic information

*See HR/LR Policy #1329 Sexual Harassment Prohibited for specific information on harassment based on unwelcome conduct or communication of a sexual nature.

Public Service Environment

A location that is not the workplace where public service is being provided.

Respect

Behavior or communication that demonstrates positive consideration and treats individuals in a manner that a reasonable person would find appropriate.

Retaliation

Adverse action response to an employee’s participation or perceived participation in a complaint, report, investigation, or lawsuit.

Third Parties

Volunteers, contractors, customers, and other non-employees in the workplace or public service environment.

Responsibilities

Employees

Conduct self in a manner that demonstrates professionalism and respect in the workplace and public service environment.
Be familiar with this policy and understand the meanings and definitions included.
Use informal means to address issues with the individual(s) involved whenever possible.
Document and report all behaviors or incidents that may violate this policy to a manager, supervisor, or Human Resources Office following the Respectful Workplace Complaint and Resolution Procedures.
Complete mandatory “Respectful Workplace” training requirements (see MnDOT Learning Center - Learner).
Cooperate in investigations of alleged violations of this policy.

Managers/Supervisors (in addition to the responsibilities of employees described above)

Inform employees for whom the manager/supervisor is responsible of the expectations outlined in this policy.
Be familiar with this policy to achieve and maintain compliance with this policy.
Promote a climate of respect and professional behavior and respond to concerning behavior in a timely manner.
Document and take timely and appropriate action when a complaint is made alleging violations of this policy and collaborate with Human Resources in the process.
Ensure employees fulfill mandatory training “Respectful Workplace” training requirements.

Human Resources Offices (Central Office and Districts)

Provide consultation to employees, supervisors, and managers on options and the appropriate course of action in response to respectful workplace concerns, including guidance regarding resources for potential solutions.
Assist employees, supervisors, and managers with an informal resolution and/or investigation of behaviors that may violate this policy.
Provide consultation to employees, supervisors, and managers on applicable rules, policies, procedures, and learning opportunities.
Collaborate with the Office of Equity and Diversity on investigations.

Office of Equity and Diversity

Design and provide MnDOT-specific training.
Collaborate with Human Resources to provide consultation to supervisors and managers regarding issues related to respectful workplace.
Collaborate with Human Resources on investigations.
Provide guidance, training, and other learning opportunities as a result of investigations.

Third Parties (contractor or vendor)

Conduct self in a manner that demonstrates professionalism and respect for others in the workplace and public service environment.
Use informal means to address issues with the individual(s) involved whenever possible.
Participate fully and in good faith in any informal resolution process or formal complaint and investigation process for which the party may have relevant information.
Report incidents that may violate this policy in accordance with the Respectful Workplace Complaint and Resolution Procedures.
Refer to the MnDOT Policies webpage to become familiar with all MnDOT policies.

Policy Owner (Director, Office of Human Resources)

Review the policy every two years, or whenever MMB changes the enterprise policy, to ensure the policy remains up to date.
Ensure forms, resources, and training associated with the policy remains current.
Monitor state, federal, enterprise, agency, or other requirements that apply to the policy or procedures.
Consult with the Office of Chief Counsel to ensure the policy and procedures remain compliant with all state, federal, enterprise, agency, or other requirements.
Ensure that necessary approvals by state or federal agencies are obtained before changes to the policy or procedures are implemented.
Work with the Policy Coordinator to revise the policy and/or confirm its accuracy.
Communicate policy revisions, reviews, and retirements to stakeholders.

Resources and related information

History and updates

Adopted

June 27, 2024

Policy #WF028 adopted (MnDOT’s Violence Free and Respectful Workplace policy split); See also – history for MnDOT’s Workplace Violence Prohibited policy (#WF014)

Policy Review

This policy's next scheduled review is due June 2026.