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A. The name and position of the person or persons allegedly causing the harassment. <br /> B. A description of the incident(s), including the date(s), location(s) and the presence of <br /> any witnesses. <br /> C. The names of other employees who might have been subject to the same or similar <br /> harassment. <br /> D. The steps the complainant has taken to try to stop the harassment. <br /> E. Any other information the complainant believes to be relevant to the harassment <br /> complaint. <br /> 3. Discipline <br /> If an investigation results in a finding that this policy has been violated,the employee will be <br /> termination.Persons who violate this policy also may be subject to civil damages or criminal <br /> penalties. <br /> 4. Confidentiality <br /> All inquiries, complaints and investigations are treated confidentially. Information is revealed <br /> strictly on a need-to-know basis. Information contained in a formal complaint is kept as <br /> confidential as possible. However,the identity of the complainant usually is revealed to the <br /> respondent and witnesses. The manager of human resources takes adequate steps to ensure that <br /> the complainant is protected from retaliation during the period of the investigation. All <br /> information pertaining to a sexual harassment complaint or investigation is maintained by the <br /> human resources in secure files.Human resources can answer any questions relating to the <br /> procedures for handling infoimation related to sexual harassment complaints and investigations <br /> to complainants and respondents. <br /> This policy do not preempt or supersede any legal procedures or remedies otherwise available to <br /> a victim of sexual harassment under state or federal law. <br /> 5. Administration <br /> This policy will be administered through human resources. <br /> H-23-Work Place Violence <br /> North State Medical Transport maintains a zero tolerance in regards to workplace intimidation or <br /> violence. Any employee found to be involved in any such activity will be immediately <br /> is <br /> terminated. <br /> Incidents of intimidation or work place violence should be reported to a supervisor or any <br /> member of management immediately. Law enforcement should be called in any situation where <br /> an employee feels themselves or other staff is threatened or in danger. To initiate a formal <br /> investigation into an alleged violation of this policy, employees will often be asked to provide a <br /> written complaint with human resources. Complaints should be submitted as soon as possible <br /> 19 <br />