1994 AGN AUG 16 I08 - Laserfiche WebLink

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City of Colton Administrative Policy SUBJECT: HARASSMENT POLICY STATEMENT AND COMPLAINT PROCEDURE (continued) V. CITY RESPONSIBILITIES AND PROCEDURES Number 4.04.030 Date August 16, 1994 Authority City Council Page 3 The City of Colton recognizes its obligation to take immediate and appropriate action if an incident of harassment occurs, and to avoid or minimize the impact of any incidents of harassment. The City will pursue all reasonable preventive measures to ensure employees are not subjected to harassment. Pursuant to these obligations, the City shall do the following: 1. Investigate any complaint of harassment. The investigation will be immediate, thorough, objective and complete. The investigation will be conducted in as confidential a manner as is compatible with a thorough investigation of the complaint, and as is consistent with the rights of employees under the Personnel Rules. 2. Fully inform any complainant of his/her rights and any obligations to secure those rights. 3. If a complaint of harassment is proven by impartial investigation, prompt and appropriate remedial action will be taken. An employee found to have harassed another employee or applicant will be subject to disciplinary action, up to and including termination. In addition, appropriate steps will be taken to prevent any further harassment or retaliation, and action will be taken to remedy the complainant's loss, if any. 4. The City will disseminate this Policy to all employees, and will include this Policy in all orientation packages for new employees. VI. EMPLOYEE RIGHTS AND RESPONSIBILITIES Any employee who believes that he/she has been harassed should take immediate action to assure that the situation does not persist. This can be done by putting the perpetrator/harasser on notice or by reporting the incident to the supervisor or department head. Any employee who witnesses an incident of harassment has a responsibility to report it to an appropriate supervisor, i.e., the perpetrator/harasser's supervisor. The witness should also support the harassed employee in reporting the incident and is guaranteed freedom from reprisal or retaliation for doing so. If the harasser is a customer or vendor, the harassed employee and any employee witnessing the incident have the responsibility to report the incident to the harassed employee's supervisor. The City will take such steps to investigate and eliminate this form of harassment as are within its power.