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ensure that it is discontinued. <br />b. Implement appropriate disciplinary action, taking into consideration that the <br />City's policy indicates that all forms of sexual harassment/discrimination are <br />considered serious misconduct. <br />C. Inform the complaining employee of the results of the investigation and any <br />corrective action. The employee should be informed that all steps are being taken <br />to prevent any further incidences from occurring. However, any disciplinary <br />action taken against the accused employee is confidential and cannot be revealed. <br />d. The complaining employee should be instructed to report any further incidences <br />of sexual harassment, discrimination or retaliation immediately. <br />e. If the accused employee is not terminated, he/she needs to be informed that any <br />further incidents or acts of retaliation will be grounds for termination <br />14. Documentation Of Sexual Harassment: Since personnel files can be purged, the <br />Human Resources Department shall keep a separate file on all sexual harassment and <br />discrimination complaints that are filed or raised by or against any individual. Such <br />complaints would be available for purposes of corroboration or to find potential patterns <br />of misconduct that would tend to verify the veracity of any future complaints. <br />