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02.03.11 <br />• Every complaint is to be reported promptly to the Human Resources Director or <br />to the City Administrator. Department Directors or supervisors who witnesses <br />harassment or receive a complaint of harassment must report the event <br />immediately to the Human Resources Director or the City Administrator, <br />• The complaint will be immediately investigated, normally by the Human <br />Resources Director, or their designee. However, choice of an investigator, level <br />of formality, and the procedures used in the investigation may vary, depending on <br />the nature of the allegations and full circumstances of the situation, including the <br />context in which the alleged incidents occurred, <br />• Confidentiality will be maintained throughout the investigatory process, to the <br />fullest extent practical and consistent with the law, the City's contractual <br />requirements, and the City's need to undertake a full investigation, <br />• There shall be no retaliation by the City, its officers, elected officials, supervisors, <br />or other employees toward any employee bringing a complaint in good faith or <br />cooperating with the investigation of a harassment complaint. <br />• Where the investigation confirms the allegations, the City will take prompt <br />corrective action and, where appropriate, discipline the offending individuals. <br />Discipline may include verbal and written reprimands, professional counseling, <br />reassignment, or other appropriate action, up to and including termination. The <br />affected individuals will be informed of the outcome of the investigation. <br />• There may be instances in which an employee reporting harassment seeks only to <br />discuss the matter informally and does not wish the City to undertake an <br />investigation or take further steps. In such situations, the City may arrange some <br />informal mechanism for resolving the issues. However, an individual reporting <br />harassment should be aware that the City may decide it must take action to <br />address the harassment beyond informal means. <br />The City's Human Resources Director or designee shall be responsible for disseminating <br />information on the City's Policy Concerning Harassment, for developing training <br />programs and guidelines for preventing sexual or other forms of harassment, and for <br />investigating and resolving allegations of harassment. <br />All officers, supervisors, and managers (generally, "supervisors") are assigned <br />responsibility for implementing this policy, ensuring compliance with and knowledge of <br />its terms, and for taking immediate and appropriate corrective action if they witness <br />inappropriate behavior or receive a complaint, Supervisors must open and maintain <br />channels of communication to permit employees to raise concerns of sexual or other <br />workplace harassment without fear of retaliation, promptly stop any observed <br />harassment, and treat harassment matters with sensitivity, confidentiality, and objectivity, <br />9 <br />