(A) All employees shall be responsible for helping to assure the county avoids harassment and shall have the responsibility for reporting any occurrence of harassment or sexual harassment. Employees encountering harassment shall tell the offending person that his or her actions are inappropriate and offensive. The employee shall document all incidents of harassment in order to provide the fullest basis for investigation. If a person feels that he or she has experienced or witnessed harassment, he or she shall notify either the supervisor or department head. If the person involved in the harassment is the supervisor or department head, the employee shall report the situation to the Judge/Executive or the constitutional officer who governs the agency. If the person involved in the harassment is the Judge/Executive or the constitutional officer who governs the agency, the employee shall report the situation to the County Attorney. Reports are to be made as soon as practicable within 24 hours, and preferably in writing. Oral reports, however, shall also be taken in the case of unusually sensitive circumstances.
(B) The county’s policy is to investigate all complaints. To the fullest extent practicable, the county shall keep complaints and the terms of their resolution confidential. If an investigation confirms that harassment has occurred, the county will take corrective action and disciplinary action in accordance with the nature and extent of the offense. Except as set forth in § 34.024, the county prohibits retaliation against any employee bringing a claim of sexual harassment.
(2001 Code, § 31.023) (Ord. passed 1-14-2000)