The village will investigate any allegations of discriminatory village work environment harassment, sexual harassment or retaliation. All allegations, including anonymous reports, will be accepted and investigated regardless of how the matter comes to the attention of the village. However, because of the difficulties associated with the investigation of workplace harassment, the claimant's willing cooperation is a vital component of an effective investigation. The following procedure has been instituted for making complaints about conduct in violation of this policy.
(A) Any person covered by this policy observing an act of harassment or who is the object of harassment shall report the suspected harassment by a village employee, village official, contractor, business invitee, customer or village guest to their immediate supervisor, department head or the Human Resources Director The report may be made initially either orally or in writing, but the village may require a written statement as a part of the investigation.
(B) Any person covered by this policy who is experiencing what he or she believes to be an act of harassment must not assume that the village is aware of the conduct. If there are no witnesses and a victim of harassment fails to notify the village as provided herein, the village will not be presumed to have knowledge of the harassment.
(C) The immediate supervisor department head informed of the complaint will notify the Human Resources Department within 24 hours. An investigation of the suspected harassment will be initiated at the direction of the Human Resources Department, generally within five working days of notification. If deemed necessary, additional individuals may assist in the investigation. The investigation will include an interview with the person(s) who made the initial report and the person(s) toward whom the suspected harassment was directed. Any other person who may have information regarding the alleged harassment may also be interviewed.
(D) The individual conducting the investigation is responsible for preparing a written report within ten working days of his or her completion of the investigation, unless extenuating circumstances prevent him or her from doing so. The report shall include a finding that the harassment has been substantiated or the harassment cannot be substantiated.
(E) Every effort shall be made to keep all matters related to the investigation and various reports as confidential as possible.
(Ord. 2017-12-73, passed 12-18-2017; Ord. 2019-04-15, passed 4-15-2019)