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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OPTION B - INVESTIGATION OF A COMPLAINT<br />
1. An investigation will be initiated when the Deputy Director of <strong>Human</strong> <strong>Resources</strong><br />
or designee believes that this option is the best way to proceed or when other<br />
methods of resolution (mediation <strong>and</strong>/or intervention) have not been successful.<br />
The person who complained of a possible violation of this <strong>Policy</strong> may, if he or she<br />
desired to be informed of the outcome of the investigation, sign a written<br />
complaint. The Deputy Director of <strong>Human</strong> <strong>Resources</strong> or designee will inform the<br />
Complainant that if the complaint is sustained, <strong>and</strong> the <strong>Park</strong> District seeks to<br />
discipline the person against whom the complaint was made, the Complainant may<br />
be called to testify at subsequent disciplinary proceedings.<br />
2. The Deputy Director of <strong>Human</strong> <strong>Resources</strong> or designee shall conduct the<br />
investigation. At the conclusion of the investigation, the Deputy Director of<br />
<strong>Human</strong> <strong>Resources</strong> or designee will prepare <strong>and</strong> issue a Summary Report<br />
containing a recommended finding <strong>and</strong> a synopsis of the evidence. In instances<br />
where the Deputy Director of <strong>Human</strong> <strong>Resources</strong> or designee finds that misconduct<br />
has occurred, the Deputy Director of <strong>Human</strong> <strong>Resources</strong> or designee shall designate<br />
which section(s) of the Rules of the Personnel Board have been violated. The<br />
respondent shall receive notification of the outcome of the investigation. When a<br />
complaint has been signed, the Complainant shall receive notification of the<br />
outcome of the investigation.<br />
3. The Summary Report <strong>and</strong> recommended disciplinary action will be sent to the<br />
relevant department head <strong>and</strong> the Director of <strong>Human</strong> <strong>Resources</strong>. In sustained cases<br />
(where a violation of the <strong>Policy</strong> has been found), the Summary Report <strong>and</strong><br />
recommended disciplinary action also shall be forwarded to the Office of the<br />
General Counsel. In sustained cases, the complete investigative file will be made<br />
available to the relevant department head <strong>and</strong> to the Office of the General Counsel.<br />
4. Every 30 days, the Deputy Director of <strong>Human</strong> <strong>Resources</strong> or designee will follow<br />
up to determine the status of the recommendation.<br />
5. Following issuance of a sustained Summary Report, the Deputy Director of<br />
<strong>Human</strong> <strong>Resources</strong> or designee will make reasonable attempts to contact the<br />
complainant after six (6) weeks <strong>and</strong> after six (6) months to determine whether the<br />
alleged harassment has recurred. If there has been a recurrence, the Deputy<br />
Director of <strong>Human</strong> <strong>Resources</strong> or designee will determine the most appropriate<br />
course of action to address that recurrence. Nothing herein precludes an employee<br />
from making a new complaint under this <strong>Policy</strong>.<br />
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