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Sexual Harassment Plocy, No. �02-016 Page <br />1,. The employee's immediate supeirvis,or. <br />'The ernpi <br />201 <br />3 p The Admin istrative Ass istiant to the City Manager <br />Personnel Off i[cier , I <br />3 The spe,c 'if ic nature of the sexual harassment, how long <br />it has giolne on and any eimpl oymient action (demotion <br />f ailure to promote, dismissal . refusal to h 'ire . trans- <br />fe,r, taken against the employee as a result of the <br />harassment,,, or any other threats made against the <br />employee as, a result of the harassment. <br />5 Whether thei, employee has prev iously reported such harass- <br />mient and, "if sio, when and to whom. <br />ff I. <br />The person tio whom the complaint 'is, made will report this infor- <br />mation, to the C' 'I ty Manager so that an investigat ion can be under- <br />taken If' the, complaint is algainst the City Manager, the infor- <br />mati,on will ble reporitied to the Personnel Officer., who will <br />initil late, the esticfation Process, <br />a <br />All supervisors are required to report any actions they witness <br />which meet the above definition of siexual harassment,., <br />I <br />Any employeei found to have knowingly made a false complaint, o <br />I 4i <br />to have knowingly given false 'information in an investigation is <br />alcomplaint, may be sub3ect to disciplinary action, <br />