Chicago Park Disrict Human Resources Policy and Procedures ...
Chicago Park Disrict Human Resources Policy and Procedures ...
Chicago Park Disrict Human Resources Policy and Procedures ...
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E. To the extent possible, the reporting <strong>and</strong> investigation of all sexual harassment<br />
complaints will be kept confidential. In certain appropriate circumstances,<br />
however, the <strong>Chicago</strong> <strong>Park</strong> District is obligated by law to investigate<br />
allegations of sexual harassment. Therefore, the <strong>Human</strong> <strong>Resources</strong> Manager or<br />
the Deputy Director of <strong>Human</strong> <strong>Resources</strong> will inform the complainant that the<br />
<strong>Chicago</strong> <strong>Park</strong> District may act on allegations of sexual harassment pursuant to<br />
Options B <strong>and</strong>/or C below, even if there is no signed complaint or the person<br />
making the complaint does not choose to pursue the matter.<br />
RESOLUTION OF COMPLAINTS<br />
Upon receiving allegations of sexual harassment, the Deputy Director of <strong>Human</strong><br />
<strong>Resources</strong> shall first determine whether the allegations, if true, would constitute a<br />
violation of this <strong>Policy</strong>. If they do not, the Deputy Director of <strong>Human</strong> <strong>Resources</strong> or<br />
designee shall not proceed <strong>and</strong> shall so notify the complaining party.<br />
If the allegations would, if true, constitute a violation of this <strong>Policy</strong>, the Deputy Director<br />
of <strong>Human</strong> <strong>Resources</strong> or designee shall determine the best way to proceed among the<br />
following options. The choice of one or more options does not foreclose changing to a<br />
different option if the Deputy Director of <strong>Human</strong> <strong>Resources</strong> or designee deems it<br />
appropriate.<br />
OPTION A - REFERRAL OF COMPLAINT TO MEDIATION<br />
1. Definition<br />
Mediation is an attempt to informally resolve the issues presented by the complaint<br />
without proceeding to a formal investigation. Generally, this option may be appropriate<br />
for less serious cases. In this process, a third party mediator will meet with the<br />
complaining employee(s) <strong>and</strong> the person(s) against whom harassment is claimed. The<br />
mediation is provided free of charge. Legal counsel shall not be present during mediation<br />
proceedings.<br />
2. Assessment<br />
It is essential that parties who are considering mediation have a good underst<strong>and</strong>ing of the<br />
process as well as what the process can achieve. Mediation will be available only if all<br />
parties voluntarily consent to it <strong>and</strong> the Deputy Director of <strong>Human</strong> <strong>Resources</strong> determines<br />
that mediation is appropriate. Election by the parties to mediate does not preclude the <strong>Park</strong><br />
District from taking disciplinary action as appropriate.<br />
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