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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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