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and retaliation in consultation with the Director Human Resources AA/EEO and
Compliance. These persons shall receive training in proper procedures. These
persons immediately shall intervene to eliminate misconduct in working and learning
environments, regardless of whether they have or have not received a complaint of
harassment, discrimination or retaliation. All offenses shall be reported to the
Director Human Resources AA/EEO and Compliance within one business day after
becoming aware of the incident.
Other personnel who have knowledge of alleged harassment, discrimination, or
retaliation shall report the conduct to a supervisor (above the level of the person
identified in the compliant) and/or to the Director Human Resources AA/EEO and
Compliance. If the Director human Resources AA/EEO and Compliance is accuses of
wrongdoing, the report shall be submitted to the Chief Human Resources Officer.
Complaints of alleged harassment, discrimination, and retaliation should be reported
within two business days after becoming aware of the incident.
Determination of whether harassment has occurred must use the “preponderance of
evidence” standard. If there is more evidence of harassment than evidence
contradicting it, then harassment has occurred.
INFORMAL RESOLUTION (Supervisor, Complainant, and Respondent)
The
supervisor meets with the complainant and the respondent first individually and then
as a group, if appropriate and agreed to by the complainant, to resolve the issue
informally. These meetings should occur within seven business days of the initial
complaint unless extraordinary circumstances intervene. If the complainant and the
respondent accept the supervisor’s recommendation at the end of the informal
process, each will sign a form acknowledging their acceptance and forward the form
to the Director Human Resources AA/EEO and Compliance. If both parties are
satisfied with the resolution, the process ends with the Informal Resolution. If either
party is not satisfied, he/she may choose to speak with the Director Human
Resources AA/EEO and Compliance within ten business days of completing this
informal process to begin the Formal Resolution. (If the supervisor has concerns
about the severity or complexity of the accusations, he/she may refer the case to the
Director Human Resources AA/EEO and Compliance.)
Note: The complainant may skip the Informal Resolution at any time and proceed
immediately to Formal Resolution.
FORMAL RESOLUTION (Director of Affirmative Action and Compliance)
Step I.
Investigation and Recommendation
: (Director Human Resource
AA/EEO and Compliance)
If either party or the supervisor contacts the Director
Human Resources AA/EEO and Compliance requesting further action, the director will
initiate an investigation including presenting a written statement of the alleged
actions to the respondent. The director will present the written findings of the
investigation along with a recommendation of a method of resolution to the area vice
president within twenty business days, if possible, but no later than thirty business
days. The Director Human Resources AA/EEO and Compliance will keep both parties
and the appropriate level of supervision informed of the status of the compliant at
the appropriate time.
