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employee, should report the behavior to their supervisor immediately. In the event that the other involved party is a Supervisor, Manager or Command Officer, the employee shall immediately report the incident to any other Manager or Commander in higher authority than the involved party. If an employee does not feel comfortable reporting the incident to a higher -ranking individual in their Department, the employee should immediately report the incident to the Director of Human Resources. The report may be made orally or in writing. In all cases, the Director of Human Resources should be immediately informed of any allegations regarding sexual harassment and/or discrimination. 3. All complaints of sexual harassment or discrimination shall be treated seriously. The appropriate Department Head, in consult with the Director of Human Resources, shall take the necessary steps to initiate an investigation of the allegations as quickly as possible after the allegations and/or observations are made. With approval from Human Resources, the investigation may be conducted by the Department. Otherwise, all investigations shall be conducted by the Human Resources Department. 4. If the acts complained of are not very serious and it is believed that the accused party may not realize that his/her conduct is offensive or in violation of City Policy, the Department, in consultation and/or with assistance from Human Resources, may use an informal process to stop the conduct and to make sure that it never occurs again. However, this informal process may only be used if the complaining employee wants to resolve the problem informally, rather than make a formal complaint. In no event can the informal process be used if the acts complained of are serious; if the accused employee continued to engage in the offensive conduct after the complaining employee told the accused employee to stop; or if the complaining employee wishes to file a formal complaint. 5. In all other cases a complete investigation should be made as soon as possible. The Department Head, if appropriate, in consult with the Director of Human Resources, shall determine who shall conduct the sexual harassment/discrimination investigation, making sure that the individual chosen is able to conduct the investigation fairly, thoroughly and objectively. If the Department conducts the investigation, the Director of Human Resources shall be informed and kept apprised of the steps and results of the investigation. / 4 10/31 /00