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Any County employee,
volunteer, intern, vendor, contractor, or applicant
who becomes aware of any harassment or retaliation prohibited
by this policy shall report it immediately to their
immediate supervisor, a higher ranking supervisor, the
departmental Human Resources Action Coordinator, or
the County Equal Employment Opportunity Manager. Under
no circumstances shall such a report be required or
expected to be made to a person who engaged in misconduct
that is a subject of the report.
The responsibility to report conduct prohibited by
this policy arises even if the conduct is directed toward
someone else, and even if the person toward whom it
is directed does not want it reported. Reports may be
made orally, or in writing, free of any requirements
as to form. Because reports of conduct prohibited by
this policy will be treated as serious charges, the
making of a deliberately false report, or a report made
with reckless disregard for its truth or falsity, may
subject the maker to disciplinary action.
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The County of Santa
Barbara will investigate all reported violations of
this policy. All employees, volunteers, interns, vendors
and contractors shall cooperate with any such investigation.
Any supervisor, manager, or departmental Human Resources
Action Coordinator who receives a report of, or who
becomes aware of, conduct prohibited by this policy
shall promptly report it to the County Equal Employment
Opportunity Manager.
Upon receiving the report, the Equal Employment Opportunity
Manager shall conduct a prompt, full, and fair investigation,
or delegate that responsibility to a qualified County
employee or private investigator. The person performing
the investigation shall:
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interview the complainant, the accused, and any
other person the investigator believes to have knowledge
relevant to the charges; |
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gather and review any available documentary, electronic,
or physical evidence relevant to the charges; |
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consult with legal counsel as needed; |
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determine whether the charges can or cannot be
substantiated; and, |
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develop recommendations for appropriate remedial
and/or disciplinary action, if any. |
Upon completion of the investigation, the Equal Employment
Opportunity Manager shall communicate the results of
the investigation to the complainant, the accused, and,
as appropriate, all others directly concerned. To the
extent permitted by law, confidentiality shall be maintained
with respect to the complaint, the information gathered
during the investigation, and the results of the investigation.
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