FOREWORD - Wentworth Institute of Technology

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WIT Employee HandbookAppendix AStep 2:An individual who believes he/she has been sexually harassed should contact theVice President of Human Resources/Affirmative Action Officer, as soon as possible.The individual may also contact his/her supervisor or Department Head who mustinform Human Resources.The individual will then have a meeting with the Vice President of HumanResources/Affirmative Action Officer or another investigator appointed by HumanResources to discuss the conduct and events the individual feels are sexualharassment, and to answer any questions the individual may have regarding thecomplaint procedure.Step 3:In instances where an informal resolution is appropriate, the Vice President ofHuman Resources/Affirmative Action Officer, or another investigator, will advise andassist the individual in resolving the matter in that fashion.2) Formal ProcessStep 4:In instances where an informal resolution is not reached and a formal writtencomplaint is made with Human Resources, the investigator will record theindividual’s statement of events. Specifically, the investigator will request thefollowing information: a description of the incident(s), the name of the allegedharasser, times, locations, specific words/actions, and the name of any witnesses tothe incident(s). The investigator’s notes will be for the investigator’s own use duringthe investigation and are not given to the person making the complaint or to theperson alleged to have violated this policy. Individuals may make their own writtennotes when they speak to the investigator.Step 5:The investigator will meet with the alleged harasser. The alleged harasser shouldrespond to the allegations and may submit a written statement.Step 6:The investigator will interview any witnesses outside the presence of the individualmaking the complaint and the alleged harasser.March 200988
WIT Employee HandbookAppendix AStep 7:Upon completion of the investigation, the investigator will draft a report stating his orher finding. The person making the complaint and the alleged harasser shall beinformed of the investigator’s finding.Upon completion of Steps 1-7:In the event that the findings of the investigator indicate that sexual harassment hasnot occurred, the matter will be closed. In the event that the findings of theinvestigator indicate that sexual harassment has occurred, further action will betaken including, but not limited to, disciplinary action as described herein, up to andincluding termination.f. Investigating Complaints1) TimetableWentworth recognizes that the interests of all persons are best served by the promptinvestigation and resolution of sexual harassment complaints. It will strive toinvestigate complaints in a prompt and reasonable manner.2) ConfidentialityAll actions taken to investigate and resolve complaints through this procedure shallbe conducted with as much confidentiality as possible without compromising thethoroughness of the investigation. It is Wentworth’s position that generally acomplainant cannot insist on anonymity because such will impede the fairness andthoroughness of the investigation. The investigators will not discuss the situationwith persons other than those involved in or affected by the complaint, or thosenecessary to implement the investigative process or the disciplinary proceduresunder this policy.3) No Retaliation For Filing Complaint of Sexual HarassmentNo employee, supervisor, faculty member or officer shall be retaliated ordiscriminated against in any way for making a complaint of sexual harassment orunlawful discrimination and/or for assisting/cooperating in the investigation of such acomplaint. Such retaliation is unlawful and will not be tolerated by Wentworth.4) Disciplinary Procedures(a) If an investigation of a complaint of sexual harassment reveals that anemployee, supervisor, faculty member or officer has engaged in actions orconduct constituting sexual harassment, disciplinary action will be taken, inthe complete discretion of Wentworth. Disciplinary action may consist of awarning, reassignment, suspension, mandatory counseling and/or terminationof employment. The disciplinary action taken will depend upon theseriousness of the violation. Disciplinary action will be taken by theappropriate manager, supervisor and/or officer of Wentworth.March 200989
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FOREWORD - Wentworth Institute of Technology

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