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2. Any employee who believes he/she is being sexually harassed or discriminated <br />against, or who witnesses sexual harassment or discrimination against another <br />employee, should report the behavior to their supervisor immediately. In the <br />event that the other involved party is a Supervisor, Manager or Command Officer, <br />the employee shall immediately report the incident to any other Manager or <br />Commander in higher authority than the involved party. If an employee does not <br />feel comfortable reporting the incident to a higher -ranking individual in their <br />Department, the employee should immediately report the incident to the Director <br />of Human Resources. The report may be made orally or in writing. In all cases, <br />the Director of Human Resources should be immediately informed of any <br />allegations regarding sexual harassment and/or discrimination. <br />3. All complaints of sexual harassment or discrimination shall be treated seriously. <br />The appropriate Department Head, in consult with the Director of Human <br />Resources, shall take the necessary steps to initiate an investigation of the <br />allegations as quickly as possible after the allegations and/or observations are <br />made. With approval from Human Resources, the investigation may be conducted <br />by the Department. Otherwise, all investigations shall be conducted by the <br />Human Resources Department. <br />4. If the acts complained of are not very serious and it is believed that the accused <br />party may not realize that his/her conduct is offensive or in violation of City <br />Policy, the Department, in consultation and/or with assistance from Human <br />Resources, may use an informal process to stop the conduct and to make sure that <br />it never occurs again. However, this informal process may only be used if the <br />complaining employee wants to resolve the problem informally, rather than make <br />a formal complaint. In no event can the informal process be used if the acts <br />complained of are serious; if the accused employee continued to engage in the <br />offensive conduct after the complaining employee told the accused employee to <br />stop; or if the complaining employee wishes to file a formal complaint. <br />5. In all other cases a complete investigation should be made as soon as possible. <br />The Department Head, if appropriate, in consult with the Director of Human <br />Resources, shall determine who shall conduct the sexual <br />harassment/discrimination investigation, making sure that the individual chosen is <br />able to conduct the investigation fairly, thoroughly and objectively. If the <br />Department conducts the investigation, the Director of Human Resources shall be <br />informed and kept apprised of the steps and results of the investigation. <br />1)1)q <br />