Personnel and Office Policies and Procedures
Sections: Basic | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 | Miscellaneous

SECTION 10

SEXUAL HARASSMENT POLICY

Section 10.1 Purpose: The purpose of this policy is to deal with relationships that may cause some employees to be uncomfortable in the workplace. Harassment on the basis of sex is unlawful and forbidden.

Section 10.2 Filing: To file a complaint, NCRPC staff is to follow the procedures outlined in Section 9.4 of these Personnel Policies.

Section 10.3 Investigation of Complaints: Any filing of a sexual harassment claim (as outlined in Section 9.4) will be investigated by the Executive Director, or the appropriate authority, who will inform the complainant of the options and procedures available, and then will take appropriate action pursuant to this policy.

Section 10.4 Confidentiality and Reporting

1. All investigations surrounding sexual harassment will be designed to maintain confidentiality and to protect the privacy of parties involved.

2. Breach of confidentiality by any of the involved parties may be the reason for disciplinary action.

3. Any employee who is aware of or suspects any occurrence of sexual harassment will report the matter confidentially and directly as explained in Section 9.4.

Section 10.5 Investigation Procedure: When an allegation of sexual harassment is made concerning an employee, the Executive Director (or appropriate authority) and/or his or her designee will take immediate steps to:

1. Obtain a written statement of grievance from the complainant regarding the time, dates, places and circumstances surrounding the allegations.

2. Discuss the matter with the alleged offender.

3. Obtain a statement from the witnesses or possible witnesses from both sides of the issue, if any.

4. Prepare a written report of the investigation to support any further actions taken.

Section 10.6 Action and Resolution: Based on the report, steps shall be taken for immediate and appropriate action for determining whether or not the alleged conduct constitutes sexual harassment. A determination of a sexual harassment claim shall be made by the facts on a case-by-case basis.