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314 H - Employee Relations
City of Greensboro Personnel Policy Manuał
prohibited behavior has an adverse impact on the employee’s ability to perform the assigned
duties and responsibilities or that it undermines the effectiveness of the City’s activities.
K. Non-Retaliation - The City and its’ employees will not retaliate against any employee for
honestly and responsibly reporting violation of this policy.
5.3 Communication of Policy - Department directors are expected to ensure that review of this
policy takes place with their employees. In addition to departmental responsibility, this policy
shall be communicated to employees in the following ways: during benefits sign up, during new
employee orientation, in supervisory and management training programs, and through posters
displayed at work sites. Supervisors must take all complaints or indications of problem behaviors
seriously. Supervisors are responsible with reviewing this policy with all employees annually.
5.4 It is essential that employees access the police department if an emergency arises that poses an
imminent threat to safety.
6.0 PROCEDURES
6.1 Complaint Process for Harassment
A. If an employee feels that his or anyone else’s life and wellbeing is in imminent danger, the
employee should immediately call 9-1-1 and request police assistance (central phone system
must dial 9 first).
B. Any employee who feels harassed should express concern to the harasser and attempt to
resolve the point of dissatisfaction by being clear with the harasser as to the offending behavior.
The employee may skip this step if he/she is uncomfortable with talking to the harasser. The
employee must immediately report the harassment to their immediate supervisor (or next
higher level of supervision if immediate supervisor is harasser) and a member of the human
resources employee relations staff. Unresolved complaints of harassment (not sexual) should
be submitted on the official Employee Complaint Form according to Policy H-2, Employee
Complaint Resolution, of this Personnel Manual.
(Reference appendix document, ) The
provisions listed in Policy H-2 are available to employees in resolving complaints.
C. All complaints of harassment will be promptly, thoroughly and impartially investigated
by the Employee Relations staff. All complaints will be handled with the greatest degree of
confidentiality possible. Employee(s) may be placed on administrative leave (with pay) while an
investigation occurs if needed to insure safety and well-being.
D. The Human Resources’ Employee Relations representative that receives an employee
complaint alleging harassment, upon investigation, shall report findings, actions and/
or disposition regarding the matter to the complainant within 7 calendar days after the
investigation ends. Written documentation of such action shall also be submitted immediately
to necessary parties in the employee’s chain of supervision, and maintained by the Employee
Relations staff.