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In this Issue
As part of our April focus on the respectful workplace we highlight the fact that harassment of any kind can have a devastating impact on the work environment and huge personal consequences to those involved. Sexual harassment, in particular, includes physical, verbal, and non-verbal unwelcome behavior that is sexual in nature.
We are all responsible for creating an inclusive and productive work environment defined by respectful and professional interactions between us. Managers and supervisors have the additional responsibility to model appropriate behavior in how you treat your employees and to address any instances of inappropriate conduct swiftly and appropriately.
We can all prevent sexual harassment through actions that set an overall professional tone and expectation for unwavering respectful treatment of one another. Consider the following:
- Be intentional about seeking and respecting the opinions and contributions of everyone on your team.
- Reflect on the language you use to identify and refrain from sexist statements or comments.
- Initiate conversation, especially when statements or assumptions create discomfort.
- Amplify the voices and achievements of your female colleagues.
- Seek the support of HR or OEO staff to assist with work unit culture concerns.
- If you've asked a co-worker to go out on a date and the answer is no, take it as a no and move on in a professional manner.
If you believe you have been subjected to or witnessed sexual harassment report violations to:
- Any supervisor in your department including a department director
- Office of Equal Opportunity staff
- Human Resources department staff
- EthicsPoint
Take a moment to review the Council's policy on Discrimination, Harassment and
Inappropriate Behavior.
Two 20-minute, web-based training topics are available in Learn:
- LOD – Sexual Harassment Awareness and Prevention for Employees
- LOD – Sexual Harassment Awareness and Prevention for Managers
You can find supplemental resources and training debrief material on the Respectful Workplace Program page on MetNet.
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Everyone is wondering about the status of salary increases for 2021. Increases are determined by union contract for represented employees and by the Non-Represented Plan for others. Nearly all Council contracts are in the process of negotiation, member approval, or Council approval. The Non-Represented Plan and the contract for LELS Local #432 will be on the April 28 Council agenda for approval.
Union leadership provide status updates to their members as contracts are being negotiated.
After contracts are approved by the Council, HR and Payroll implement increases as quickly as possible.
Every individual brings a unique perspective to the workplace. Differing viewpoints lead to the best ideas and strengthen the organization. In Leading Diversity, you’ll explore the benefits of diversity, your own viewpoints on people who are different than you, and strategies to expand your competence in leading self and others in a diverse workplace.
This virtual, instructor-led class will be held May 26 from 9:00 to 11:30 a.m. To enroll:
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Go to Learn
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Click the library book icon at the top of the page and scroll down to “A-Learning Institute” and click the arrow pointing to the right.
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Scroll to “LOD Classes Open for Registration”.
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Locate the class and register.
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Fit For Life’s upcoming events include financial workshops, live cooking demos, resiliency sessions, family and caregiver support, live fitness classes, and more!
Can’t make the live sessions, or prefer to take things at your own pace?
The Unconscious Bias eLearning training kicked off the Councilwide racial equity training efforts and is required for all Met Council employees except bus operators, who will receive this information in a different format. The training opened in February and is due April 22.
Employees are receiving regular training reminders from Learn by email.
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