POLICY - Systems Unlimited, Inc.

III.
POLICY IMPLEMENTATION
A. It is the responsibility of all Supervisors to make sure that their facilities and/or organizations
are in full compliance with this Policy.
B. Employees who believe they have experienced harassment should go directly to Step 3 of the
Employee Complaint Procedure, PG.02.02. Step 3 is bringing the complaint to the attention
of the Program Director. If you believe the Program Director of your division to be the
source of or party to the harassment or if the Program Director is not available, talk to any
other member of Management Team or the Human Resources Department.
(OR)
In addition, the concern may be called in to the Employee Action Line, Voice Mail Box 123,
if the employee does not feel comfortable going to a supervisor. Calls to this number will
come to the attention of upper management for immediate investigation. The calls will
receive prompt attention. It is very important that the calls provide enough information for
an investigation to commence, such as the name of the person who is creating the concern,
when and how the concern occurred.
C. It is the responsibility of the Director of Human Resources, the Executive Director or a
designee to: provide guidance; promptly investigate possible harassment; and recommend
appropriate action. All complaints will be promptly and thoroughly investigated in as
confidential and discreet a manner as possible.
IV.
RESPONDING TO A COMPLAINT
A. MANAGEMENT
Upon receiving notice of a complaint, whether from the Hot Line, personal report, or
otherwise, the Director of Human Resources, the Executive Director, or a designee, will
assess the situation and conduct an investigation following the procedures outlined in
PG.02.02.
B. HUMAN RESOURCES DEPARTMENT
The Human Resources Department will assist with the investigation. The agency will
investigate and attempt to resolve all complaints promptly.
C. NON-RETALIATION
This policy applies to every employee of Systems Unlimited, Inc., including supervisors.
No retaliation or intimidation directed towards anyone who makes a complaint in good
faith will be tolerated. Retaliation against an employee for registering a discrimination
or harassment complaint, or retaliation against an employee who assists with an
investigation, is in itself a form of discrimination and likewise is prohibited and may
result in disciplinary action up to, and including termination.
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