FIN 2017-07-05 Item 2 - Policy - Anti-Harassment and City Performance Evaluation System

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