1. An employee may make a sexual harassment complaint to the employee’s supervisor, department director or to the personnel officer. The purpose of having several persons to whom complaints may be made is to avoid a situation in which an employee is faced with complaining to the person, or a close associate of the person, who would be the subject of the complaint.

2. Complaints of acts of sexual harassment or retaliation that are in violation of this sexual harassment chapter will be accepted in writing or orally, and anonymous complaints will be taken seriously and investigated. Anyone who has observed sexual harassment or retaliation should report it to the employee’s supervisor, department director or to the personnel officer. A complaint need not be limited to someone who was the target of harassment or retaliation.

3. Only those who have an immediate need to know, including the investigative officer(s) and/or designee, the personnel officer, the city manager, the city attorney, the alleged target of harassment or retaliation, the alleged harassers or retaliators, and any witnesses, may find out the identity of the complainant. All parties contacted in the course of an investigation will be advised that all parties involved in a charge are entitled to respect, and that any retaliation or reprisal against an individual who is an alleged target of harassment or retaliation, who has made a complaint, or who has provided evidence in connection with a complaint is a separate actionable offense as provided in the schedule of penalties.

4. Upon receipt of a complaint, a supervisor and a department director shall immediately notify the personnel officer; provided, however, if a complaint is against the personnel officer, a supervisor and a department director shall immediately notify the city attorney.

5. The personnel officer shall investigate the complaint and may appoint investigative officers to assist with the investigation. If the personnel officer is the subject of the complaint, the city attorney shall investigate the complaint and may appoint investigative officers to assist with the investigation.

1. Each investigative officer will receive thorough training about sexual harassment and the procedures under this article and will have the responsibility for investigating complaints.

2. When a complaint is made, the personnel officer will have the duty of immediately bringing the complaint to the confidential attention of the city manager.

3. All complaints will be investigated expeditiously by the personnel officer (or city attorney) and that person will produce a written report which, together with the investigation file, will be shown to the complainant on request within a reasonable time. The investigative officer is empowered to recommend remedial measures based on the results of the investigation, and the personnel officer will promptly consider and act on that recommendation.

1. An effective sexual harassment policy requires the support and example of city personnel in positions of authority.

2. City agents or employees who engage in sexual harassment or retaliation or who fail to cooperate with city-sponsored investigations of sexual harassment or retaliation may be severely sanctioned by suspension or discharge.

3. By the same token, officials who refuse to implement remedial measures, obstruct the remedial efforts of other city employees, and/or retaliate against sexual harassment complainants or witnesses may be immediately sanctioned by suspension or discharge. (Ord. 12-001 § 3, 2013)