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SEXUAL HARASSMENT POLICY <br />PAGE FIVE <br />01 Any employee disciplined for sexual harass- <br />ment may appeal the disciplinary action by <br />following the Grievance Procedures outlined <br />in the City's Personnel Code for non -union <br />employees or the Grievance Procedures <br />contained in the applicable Bargaining Unit's <br />Master Labor Agreement. <br />IV. Employees are not only encouraged to report <br />instances of sexual harassment, t -v are obligated <br />to report instances of sexual harassment. Sexual <br />harassment exposes the City to liability, and a <br />part of each employee's job is to reduce the <br />City's exposure to liability. <br />Employees are obligated to cooperate in every <br />investigation of sexual harassment inclufling, but <br />not necessarily limited to, coming forth with <br />P-idence, both favorable and unfavorable, to a <br />person accused of sexual harassment, fully and <br />truthfully making a written report or verbally <br />answering questions when required to do so by an <br />investigator during the course of an investigation <br />of sexual harassment. <br />�7 Employees are also obligated to refrain from filing <br />bad faith complaints of sexual harassment. <br />Disciplinary action may also be taken against any <br />employee who fails or refuses to cooperate in the <br />investigation of complaint of sexual harassment, <br />or who files a complaint of sexual harassment in <br />bad faith. <br />N <br />