Informal Resolution Process. To accommodate the unique nature of sexual harassment complaints, an informal process is provided for the primary resolution of a complaint at the earliest possible date. This process shall, at a minimum, include the following elements: Employees shall first present their complaint to their immediate supervisor. If an employee’s immediate supervisor is the alleged harasser, the employee may present his or her complaint to the next level of supervision. Upon receiving a sexual harassment complaint, the appropriate supervisor shall: Counsel the alleged victim and outline the options available. Obtain a factual written statement of the complaint. Assist in follow-up investigation, interviewing the accused, witnesses, and supervisor, as appropriate, and recommending the disposition of the complaint. The immediate supervisor or other appropriate supervisor/administrator will review the factual information collected to determine whether the alleged conduct constitutes sexual harassment, giving consideration to the record as a whole and the totality of the circumstances, including the nature of the sexual advances and the context in which the alleged incidents occurred, and will take and/or authorize appropriate action.
Appears in 5 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
