Laserfiche WebLink
6. If it is determined that an employee has violated this policy and engaged in acts of <br />sexual harassment or discrimination of any type or for any duration, the employee <br />shall be subject to serious disciplinary action, up to and including termination. <br />7. The Department shall take all necessary steps to insure that corrective action is <br />taken to prevent future workplace discrimination or sexual harassment. In <br />addition to disciplinary action, such steps may include changing shifts and/or <br />assignments of employees and providing additional supervision and monitoring. <br />It may be necessary to implement these measures while the investigation is <br />pending. <br />Any further incidents of discrimination/sexual harassment or retaliation suffered <br />by an employee should be reported to the Department Head and to the Director of <br />Human Resources immediately so that additional corrective action can be taken. <br />9. Acts of retaliation against employees who complain of sexual harassment or <br />discrimination or who participate in a sexual harassment or discrimination <br />investigation shall not be tolerated and shall result in serious disciplinary action <br />against the individuals who engaged in retaliation, up to and including <br />termination. <br />10. If the investigation is inconclusive regarding whether sexual <br />harassment/discrimination occurred in violation of this policy, a copy of the <br />complaint shall be placed in the complaining employee's personnel file and a copy <br />of the complaint, the findings and conclusions shall be placed in the accused <br />employee's personnel file. <br />11. The Human Resources Department shall keep a separate file of all complaints and <br />investigations alleging sexual harassment, discrimination or retaliation. <br />'215- <br />