Page | 39 irreparably strained. While no fixed reporting period has been established, early reporting and intervention have proven to be the most effective method of resolving actual or perceived incidents of harassment. Individuals who believe they have been the victims of conduct prohibited by this policy or believe they have witnessed such conduct should immediately contact one of the persons listed below with whom they feel most comfortable: • Employee’s immediate supervisor; • Employee’s department head; • Director of Human Resources; or • City Manager The reporting of false and malicious complaints of harassment, discrimination or retaliation (as opposed to complaints that, even if erroneous, are made in good faith) may be the subject of appropriate disciplinary action. Complaint & Investigation Process – Complaints of sexual and other forms of harassment will be promptly and carefully investigated by Human Resources or another designee appointed by the City Manager. The investigation may include individual interviews with the parties involved and, where necessary, with individuals who may have observed the alleged conduct or may have other relevant knowledge. At the conclusion of the investigation, the investigator will review the findings with the person(s) who made the complaint and the accused employee. Based on the findings the investigation, appropriate corrective action will be taken to prevent the harassment from occurring again, up to and including termination of employment. In any case, particularly in situations where the facts uncovered during the investigation are inconclusive or unclear, management will ensure that all parties are reacquainted with the policy prohibiting sexual or other harassment at work. In the event that the investigation finds that the harassment complaint was false and malicious (as opposed to complaints that, even if erroneous, are made in good faith) the employee will be subject of appropriate disciplinary action. Retaliation - Retaliation against an employee who makes a good faith charge or report of prohibited conduct, or who assists in a complaint investigation, is strictly prohibited. Acts of retaliationmust be reported immediately as set out above. CONSENSUAL RELATIONSHIPS 403 The City of Hutchinson recognizes that romantic consensual relationships may develop between employees from time to time. Although such consensual relationships are a matter of personal choice and privacy between the employees involved, the City will not tolerate any adverse effects that such a relationship may have in the workplace. Any such relationship will be considered to have an adverse effect in the workplace when: • The employees involved have a direct or “dotted-line” reporting relationship at work; • It interferes or adversely effects either employee’s work performance, objectivity, judgment, professionalism, business reputation or ability to conduct himself/herself in an appropriate business manner; • It interferes or negatively effects the work and environment of other employees, or it results in sexual harassment; or • It violates City’s Employment of Relatives/Nepotism policy.
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