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supervisor. It may be helpful to make a written record of the date, time and nature of the <br /> incident(s) and the names of any witnesses. <br /> It is important to report concerns of sexual harassment or inappropriate sexual conduct <br /> regardless of the seriousness to human resources or a supervisor/manager as soon as possible. <br /> Management cannot assist in stopping the harassment from continuing if it is unaware of the <br /> problem. Publicizing information about alleged harassment without following the reporting <br /> procedures might be considered evidence of a vexatious intent on part of the accuser. <br /> Supervisors <br /> Supervisors must deal expeditiously and fairly with allegations of sexual harassment within their <br /> departments whether or not there has been a written or formal complaint. Supervisors must: <br /> A. Take all complaints or concerns of alleged or possible harassment or discrimination <br /> seriously no matter how minor or who is involved. <br /> B. Ensure that harassment or inappropriate sexually oriented conduct is reported to <br /> human resources immediately so that a prompt investigation can occur. <br /> C. Take any appropriate action to prevent retaliation or prohibited conduct from <br /> reoccurring during and after any investigations or complaints. <br /> D. Supervisors who knowingly allow or tolerate sexual harassment or retaliation are in <br /> violation of this policy and subject to the disciplinary process. <br /> Human Resources <br /> Human resources are responsible for: <br /> A. Ensuring that both the individual filing the complaint (hereafter referred to as the <br /> complainant) and the accused individual(hereafter referred to as the respondent) are <br /> aware of the seriousness of a sexual harassment complaint. <br /> B. Explaining employer's sexual harassment policy and investigation procedures to the <br /> complainant and the respondent. <br /> C. Exploring infoiiâ–ºial means of resolving sexual harassment complaints. <br /> D. Notifying the police if criminal activities are alleged. <br /> E. Arranging for an investigation of the alleged harassment and the preparation of a <br /> report. <br /> 2. Resolution Procedures <br /> Incidents of sexual harassment or inappropriate sexually oriented conduct should be reported <br /> following the above complaint procedures. To initiate a formal investigation into an alleged <br /> violation of this policy, employees will often be asked to provide a written sexual harassment <br /> complaint with human resources. Complaints should be submitted as soon as possible after an <br /> incident of alleged sexual harassment. To ensure the prompt and thorough investigation of a <br /> sexual harassment complaint, the complainant should provide as much of the following <br /> information as is possible: <br /> 18 <br />