2011-035 RES ADOPTION AND APPROVAL OF NEW SECTION 2 EQUAL OPPORTUNITY & HARASSMENT POLICY TO THE CITY OF PARIS' PERSONNEL POLICIES AND PROCEDURES MANUAL

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Employees who feel they are being unlawfully harassed should contact the Huinan Resources Officer immediately or as soon as possible. An emplovee shall roort a claim of unlawful harassment to the CitX's Human Resources Officer as soon as nossible but in no event later than 180 davs following the date of incident. Complaints of unlawful harassment received by a supervisor at any ]evel should be forwarded to the Human Resources Officer or designee as soon as possible but in no event later than three (3) business days of the complaint being filed. It is not required that the employee follow the chain of command in issues related to illegal harassment. City management will investigate all claitns of harassment with a goal of completing the investigation in thirty (30) days or less. Provided however should the investigation take longer than thirty (30) days to complete the City ManaizLer shall notifv the Citv Council of the reasons for needing additional time to complete said investigation. SECTION 2.03 - Complaint Process The City requires that employees report all incidents of discrimination, harassment and retaliation, regardless of the offender's identity or position. While not all incidents of harassment violate the law, the City's policy is to discourage and correct harassment and other inappropriate conduct long before it gets to that point. Any employee who observes or otherwise learns of possible harassment in the workplace or who feels that he or she has been subjected to conduct prohibited by this policy must report it immediately to their Department Direetor, the Human Resources Officer and/or the City Manager. Employees who desire to file a written complaint should complete a Grievance/Complaint fonn and submit same to the Human Resources Officer or designee (See Attachment 5 of the Personnel Policy book). Investigation. All reports of conduct in violation of the City's anti-harassment policy will be investigated proinptly by the Human Resources Officer. The investigation may include individual interviews with the parties involved and, where necessary, with individuals who may have other relevant knowledge. All employees are required to cooperate with the investigation. The investigation of the alleged harassment will be treated as confidential to the extent permitted by law. Retaliation Prohibited. Retaliation against employees because they made a good faith charge or report of prohibited conduct or because they assisted in a complaint investigation is prohibited. Responsive Action. The City takes violations of its harassment policy very seriously. Misconduct will be dealt with appropriately. Diseipline, up to and including termination of employrnent will be imposed upon any employee who is found to have violated this policy. Likewise, disciplinary action will be imposed in situations where claims of prohibited conduct were fabricated or exaggerated or where an employee does not cooperate in an investigation.