Americans with Disabilities Act Accessibility Policy/Section 504 6.00
Policy No. 03-4
At that time, the Human Resources Director will refer the complaint to a private
law firm or private entity outside the County’s political jurisdiction, previously
retained, to investigate the claim (this should be complied with prior to any
notification to the Board, County Administrator, or County Attorney). Once the
complaint has been referred to the outside private agency or law firm for
investigation, then the party involved in the complaint shall be notified.
Each complaint will be immediately and thoroughly investigated in a professional
manner. All discrimination/harassment complaints reported to a supervisor or
any member of management, shall be promptly reported to the Employee
Relations Coordinator or the Human Resources Director. Actions taken to
investigate and resolve discrimination/harassment complaints shall be conducted
confidentially to the extent practicable, appropriate, and legal, in order to protect
the privacy of the persons involved.
The person who is accused of engaging in discriminating/harassing behavior shall be
notified and given an opportunity to respond verbally and/or in writing.
Investigations may include interviews with parties involved in the incident, and if
necessary, with individuals who may have observed the incident or conduct or
who have relevant information or knowledge.
The employee making the complaint shall be notified of a decision or the status of
the investigation in a timely manner. There will be no discrimination or
retaliation against any individual who files a good-faith complaint, even if the
investigation produces insufficient evidence to support the complaint, and even if
the charges cannot be proven. There will be no discrimination or retaliation
against any other individual who participates in the investigation of a
If the investigation substantiates the complaint, appropriate corrective and/or
disciplinary action will be taken. Disciplinary action, which may include
discharge, will also be taken against individuals who make false or frivolous
accusation, such as those made maliciously or recklessly.
If deemed to be in the County’s best interest, the complainant, the respondent, or
both, may be placed on leave with pay during the investigation process. This
decision will be made by the County Administrator or designee (for a Board
employee), the County Attorney or designee (for a County Attorney employee),
the Chairperson (for another Commissioner’s Aide or Board Appointee), or the
Vice Chairperson (for the Chairperson’s Aide).