Chicago Park Disrict Human Resources Policy and Procedures ...

III.
PROCEDURES: ALLEGATIONS OF SEXUAL HARASSMENT IN PARK
DISTRICT EMPLOYMENT
A. The following persons acting alone or joining together may make a verbal or
written complaint of sexual harassment under this Policy:
1. any employee or applicant for employment with the Chicago Park District
who believes he or she is the subject of sexual harassment;
2. any person who has knowledge of a sexually harassing or offensive work
environment, or other sexual harassment within Park District employment;
and
3. any employee or applicant for employment with the Chicago Park District
who believes he or she has been retaliated against for making a good faith
complaint or report of sexual harassment, or participating or aiding in an
investigation of sexual harassment.
B. Complaints of sexual harassment shall be made within one year of the sexual
harassment. Employees are encouraged to bring their complaints as soon as
possible to help ensure an effective investigation and prompt correction of the
conduct. Complaints may be made to any of the following persons:
1. any Human Resources Manager for the Chicago Park District, or
2. the Deputy Director of Human Resources.
C. Any person described in section B(1) above who receives a complaint must
refer it in writing to the Deputy Director of Human Resources no later than the
end of the third business day following receipt of the complaint. Failure to
refer such complaints can be the basis for disciplinary action.
The referral should be in writing, and may be typed or handwritten. A referral
shall contain the name, region (if applicable), and phone number of the
employee or person making the allegations; the name, region, and phone
number of the person referring the matter; and the date the complaint was
made. Additional information voluntarily provided by the person making the
allegations should be included, but no additional information need be solicited.
Persons described in A (1), (2), (3), and B(1) above are also encouraged to
contact the Deputy Director of Human Resources by telephone, but a written
referral should still be forwarded.
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