Immediate Action Required. The City's reporting and complaint procedures provide for an immediate, thorough and objective investigation of discrimination or harassment claims, appropriate disciplinary action taken against any person found to have engaged in prohibited behavior, and appropriate alternative remedies to any
1. Employee's and Non-Employee's Responsibilities when Subjected to Discrimination and/or Harassment
a. Employees or non-employees who believe they have been subjected to discrimination or harassment, or are aware of discrimination or harassment against others, shall report the situation immediately to his/her supervisor or manager, except as specified in subsection (b), below. Employees and non employees shall report any such incidents occurring in the workplace, whether committed by coworkers, supervisors or managers, or third persons doing business with the City, such as customers or vendors, or other non-employees. If comfortable doing so, an employee or non-employee who has a complaint of discrimination or harassment is encouraged to directly inform the person(s) engaging in the behavior that such conduct is offensive and insist the behavior to stop.
b. Employees and non-employees must immediately contact a supervisor or manager to register a complaint of discrimination or harassment, unless that supervisor or manager is the individual engaging in the unwanted behavior. In that case, the employee or non-employee may contact someone at the next supervisory level. If the employee or non-employee feels uncomfortable dealing directly with his or her immediate supervisor or manager, he or she may contact the department head, or the Director of Human Resources (or either of their designees) to register a complaint of discrimination or harassment.
c. Employees and non-employees may file a formal complaint of harassment or discrimination with their department head or Page No. 8 of 14 Effective Date: Directive No. HR-15 PER-015 (Sexual Harassment In the Workplace) revised from 10/21/94, 5/1/95, 1/1/98 PER-037 (Sexual Harassment Investigative Procedures) revised from 2/15/93 with Human Resources. To assist the City in conducting a thorough investigation, complaints shall be submitted in writing and shall include specific details of the incident(s), the names of the individuals involved, the names of any witnesses, and any documentary evidence (notes, pictures, cartoons, etc.) that will corroborate the allegations.
d. Employees and non-employees shall immediately report ...
Immediate Action Required. If Declarant, in its sole and absolute discretion, determines that circumstances require immediate action to prevent or mitigate significant damage to the Conservation Values of the Property, it may pursue remedies under this Declaration without prior notice to Grantee or without waiting for the period provided for cure to expire.
Immediate Action Required. If it is reasonably determined by the Indemnitee that immediate action is required to address a Third Party Claim, the Indemnitee is authorized to take immediate action without prior notice to the Indemnifying Party, and thereafter give notice to the Indemnifying Party as soon as practicable. In such event, the Indemnitee shall be entitled to recover from the Indemnifying Party to the extent the Indemnifying Party is liable for indemnification hereunder.
Immediate Action Required. Notwithstanding the fourteen (14) day notice and cure period provided herein, if the Town determines an Event of Default by the Developer may result in irreparable harm to the environment or to public property, or result in an imminent and serious public safety hazard, the Town may immediately exercise all remedies available to it under this Agreement in an effort to prevent, reduce, or otherwise mitigate such irreparable harm or safety hazard, provided that the Town makes good-faith, reasonable efforts to notify the Developer as soon as is practicable of the Event of Default, the projected irreparable harm or safety hazard, and the intended actions of the Town to remedy said harm.
