Individual Responsibilities for Preventing Workplace Harassment | Human Resource Policy Procedure | New London CT
Ensuring that his/her conduct does not sexually harass any other person with whom he/she comes in contact on the job, such as an outside vendor, client or member of the general public; Cooperating in any investigation of alleged sexual harassment by providing any information he/she possesses concerning the matter being investigated; Actively participating in efforts to prevent and eliminate sexual harassment and to maintain a working environment free from such discrimination; Ensuring that an individual who files a sexual harassment claim or cooperates in an investigation may do so without fear of retaliation or reprisal. Any individual who believes he/she has been the subject of any form of sexual harassment may advise the individual of the offensive nature of the conduct or action being objected to or bring the alleged incident or situation to the attention of the Office Manager.
Violation of Policy
Retaliation against an individual for filing a complaint of workplace harassment or for cooperating in an investigation of a complaint is against the law. The business will take appropriate disciplinary action, up to and including termination, against employees who retaliate against those who object to or report harassment or participate in an investigation.
Seek out the designated Grievance Officer. If any individual believes he/she has been subjected to workplace harassment, the individual should initiate a complaint by contacting the Grievance Officer as soon as possible. The individual should file a complaint promptly following the incident of the alleged harassment. The individual should not wait too long between the period of the event giving rise to the complaint and the filing, the more difficult it will be for the business to reconstruct what occurred. The individual may be requested to write out his/her complaint to document the charge. If the individual is uncomfortable contacting the Grievance Officer because he/she believes the Grievance Officer may not receive the complaint impartially, the individual may contact higher management.
On receiving the complaint, the Grievance Officer or management will promptly conduct an investigation into the matter. The charged individual will be asked to respond to the complaint. Additional investigation will be made to the extent appropriate in each case. If, after the completion of the investigation, it is determined that there is reasonable cause for finding a violation of the policy, the business will notify the complainant and the charge individual of the findings verbally. This process will be confidential to the extent consistent with an effective investigatory subject to the business needs.
After the charged individual has responded and any investigation that may be warranted has been concluded, management will make a final decision. If management finds that the investigation substantiates the allegations in the complaint, management will discipline the charged individual. Disciplinary action will be appropriate to the offense and may include termination. The complainant will be notified of the disposition of the investigation.