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5 <br /> -With the supervisor as Step 1 of the Orange County <br /> Grievance Procedure, if the supervisor is not <br /> involved in the complaint. (See Article VIII of <br /> this Ordinance. ) <br /> -With the department head as Step 2 of the Orange <br /> County Grievance Procedure, if the department head <br /> is not involved in the complaint. <br /> -With the Employee Relations Officer in the Orange <br /> County Personnel Department. <br /> 2.4 Complaint Review <br /> 2.4.1 When any grievance or complaint of sexual <br /> harassment is received, a prompt and impartial <br /> investigation is made, including a review of the <br /> entire record and the totality .of the <br /> circumstances to determine if any sexual <br /> harassment occurred. <br /> 2.4.2 Information received regarding an alleged <br /> incident of sexual harassment is treated with <br /> appropriate confidentiality. <br /> 2.4.3 Orange County prohibits any interference, <br /> coercion, restraint or reprisals towards any <br /> person complaining of sexual harassment. <br /> 2.5 Responsibility <br /> 2.5.1 Each County employee is responsible for <br /> conducting himself or herself so as to <br /> contribute to a work environment free of sexual <br /> harassment. <br /> 2.5.2 Each supervisor is responsible for assuring <br /> that he or she maintains a work environment free <br /> of sexual harassment. <br /> 2.6 Disciplinary Action <br /> Any County employee found to have engaged in sexual <br /> harassment is subject to appropriate disciplinary <br /> action, including dismissal as provided in the Orange <br /> County Personnel Ordinance. (See Article IX. ) <br /> 2.7 Communications <br /> Personnel explains the sexual harassment policy to each <br /> new employee in the New Employee Orientation Program <br /> and periodically explains this policy to all employees <br /> through the employee newsletter or other means. <br />