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When any complaint of sexual harassment is made, a prompt and inpartial <br /> investigation is conducted. Information received regarding an alleged incident of <br /> sexual harassment will be treated with appropriate confidentiality. Any interference, <br /> coercion, restraint or reprisals towards any person complaining of sexual harassment <br /> is prohibited. <br /> Policy Implementation <br /> Personnel explains the sexual harassment policy to each new employee in the New <br /> Employee Orientation Program and periodically explains this policy to all employees <br /> through the employee newsletter and other means. Each supervisor is responsible for <br /> maintaining a work environment free of sexual harassment. <br /> III. Legal Basis for Equal Opportunity/Affirmative Action Programs <br /> In the County's efforts to achieve equal employment opportunity for all in the County's <br /> service, it is guided by the intent and mandate of all applicable laws, including but not <br /> limited to the following: <br /> - Title VII of the Civil Rights Act of 1964, <br /> - Executive Order 11246, <br /> - The Age Discrimination in Employment Act of 1967, <br /> - The Rehabilitation Act of 1973, <br /> - The Americans with Disabilities Act of 1990, <br /> - The Vietnam-Era Veteran's Readjustment Act of 1974, <br /> - Section 126-16 of the North Carolina General Statutes (Equal Opportunity for State <br /> Departments, Agencies and Local Political Subdivisions), <br /> - Other applicable Federal and State laws. <br /> IV. Responsibilities for Equal Employment Opportunity <br /> A. The County Manager <br /> The Manager of Orange County is responsible for assuring that hiring, promotion and <br /> all other employment practices and aspects of the employment relationship with <br /> employees of the County are consistent with law and policy. <br /> -4- <br />