[Adopted 3-10-1998]
All employees in a position of supervision within
the Town of Greenwich are charged with the responsibility of taking
prompt appropriate action upon receiving a discrimination claim. Taking
appropriate action must be twofold:
A.
Proper notification to the Town Supervisor when a
possible incident of discrimination is reported. An employee's supervisor
is responsible for notifying the Town Supervisor of the problem and
current status. In all cases, the Town Supervisor must advise the
employee's supervisor, if he or she has not reported the incident
to the Town Supervisor, that an incident of discrimination has been
reported in his or her department. If that supervisor has any known
conflict or involvement regarding the alleged incident then the Town
Supervisor need not notify such supervisor.
B.
Proper investigation and remedy of the incident.
Once the claim is made either in writing or
verbally to a supervisor or to the Town Supervisor, he or she must
obtain information about the alleged discrimination from the victim.
The supervisor or Town Supervisor must ask for detailed facts about
when the alleged incident occurred, including what was said, what
action occurred, and what conduct the alleged victim considers discriminatory.
The supervisor or Town Supervisor must get a list of all witnesses
or those who have knowledge of the incident.
Upon obtaining the information from the alleged
victim an investigation must begin with guidance of the Town Supervisor.
The person conducting the investigation must interview all purported
witnesses or those who may have knowledge of the incident. This investigation
process must be documented as it proceeds. Immediate and appropriate
corrective action must be taken where necessary to protect both the
victim and to discipline the person who acted in a discriminatory
manner. The corrective action shall reflect the severity of the conduct.
The documentation of the investigation process must be segregated
from both employees' personnel files, unless it is concluded that
the discrimination occurred and discipline is imposed. Unless there
are extenuating circumstances, the time period from report of the
incident to imposition of the discipline shall not exceed 30 days.
The victim shall be reassured that no retaliation
will be permitted and to contact the supervisor or the Town Supervisor
if similar incidents reoccur. The victim need not be informed of the
nature of the discipline imposed, except he/she must be informed that
the matter has been investigated, that appropriate action has been
taken and the employer expects that it will not occur again.
It is the responsibility of all who have been
notified of the incident of discrimination to conduct a follow-up
inquiry to ensure the discrimination has not resumed and the victim
has not suffered any retaliation by the harasser.
