A. The Director of Human
Resources will communicate the results of the
investigation to the Director of the department complained against. The
complainant shall be advised of the recommended disposition of the
complaint. The report shall contain the recommended level of
disposition, as follows:
-
Unfounded – evidence establishes there was no
violation.
-
Not sustained – insufficient evidence, no action;
-
Sustained – (a) against accused employee –
disciplinary action warranted, or (b) against a practice or procedure
– remedial action or reasonable accommodation will be taken to
correct practice or procedure.
B. In the event of a recommended disposition of
"Sustained" against an Employee, the Director of Human
Resources or his/her designee shall meet with the
Department Head to consider the appropriate disciplinary or corrective
action.
C. In the event of a recommended disposition of
"Sustained" against a systemic practice or procedure, the
Director of Human Resources shall meet with the
Department Heads, if appropriate, to consider remedial action or
reasonable accommodation to correct the practice or procedure. In the
event an agreement cannot be reached, the City Manager or designee
will decide the matter.
