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When any complaint of sexual harassment is made, a prompt and impartial investigation <br />is conducted. Information received regarding an alleged incident of sexual harassment <br />~wili be treated with appropriate confidentiality. Any interference, coercion, restraint or <br />reprisals towards any person complaining of sexual harassment 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 />ffi. 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 />N. Responsibilities for Equai 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 />