A. 
When someone comes to you with a complaint of sexual harassment or discrimination, they expect you:
(1) 
To be empathetic.
(2) 
To listen.
(3) 
To follow up.
B. 
When an employee files a complaint, they want and need to talk to someone who:
(1) 
Cares about their concerns.
(2) 
Allows him/her to release their emotions.
C. 
You, as a supervisor, should indicate that the Borough of Dumont takes complaints seriously and that you will help them get in touch with the proper person to be sure that their complaint is carefully investigated and resolved and that action will be taken quickly and discreetly.
D. 
You cannot and should not immediately agree with them because you do not yet have enough information, and you have not heard all sides of the story.
E. 
While they tell you the story:
(1) 
Express no opinion.
(2) 
Make no commitment.
(3) 
Put aside your personal biases and emotional responses.
(4) 
Allow the person to speak candidly.
F. 
You must listen carefully to what the complainant says:
(1) 
Remove or ignore distractions such as ringing telephones, visitors, etc.
(2) 
Look at the person as they speak.
(3) 
Let them tell their story without interruption.
(4) 
Wait until they finish to ask any clarifying questions.
G. 
Be an active listener by:
(1) 
Acknowledging their statements.
(2) 
Reflecting their feelings.
(3) 
Encouraging them to give as many facts as possible.
(4) 
Confirming the sequences of events.
H. 
Ask the employee what he/she thinks can be done to solve the problem.
I. 
In all conscientious employee complaints, the employee must be reminded to place the complaint in writing to the Borough Administrator's Office.
A. 
Notify the Borough Administrator as soon as possible. The Borough Administrator is trained to handle these situations and will guide you through the process of conducting an investigation. Support the Borough Administrator's investigation by providing documentation and taking action that is deemed necessary.
B. 
A supervisor or manager must document the fact that you referred the problem to the Borough Administrator and let the complainant (employee) know that you made the referral. If it is appropriate (depending on the advice from the Borough Administrator or legal counsel), check with the complainant every few days to see how that person is doing and to ask whether there is anything else you can do to help.
A. 
Do not discuss the case with anyone unless there is a specific need for someone to know. If names are revealed too soon, or to the wrong parties, retaliation could occur.
B. 
Never retaliate against a person who has brought forward a sexual harassment claim.
After the investigation, follow up with the employee to reinforce your commitment, even if the situation has been handed over to the Borough Administrator.