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. e City of La Porte Personnel Policies It is the responsibility of the immediate supervisor to study the complaint and attempt to resolve it within ten (10) working days. The resolution should be in writing and a copy given to the complaining employee and the Human Resources Division. If the complaint can not be satisfactorily resolved within the ten day period, or if the complaining employee does not accept the supervisor's resolution, then the supervisor shall refer the matter, with comments and/or recommendations to the next higher level of supervision. The Department Director shall be the last person in the department to whom an unresolved matter will be taken. If the matter remains unresolved, it shall be taken to the City Manager for disposition, and the employee shall be entitled to a written decision within ten (10) working days. The employee shall have the right to present their position to the City Manager. The City Manager shall consider all parties' positions and make the final decision. Any intimidation, coercion, or threatened reprisals used to violate the intent of this complaint procedure by either the employee or any level of supervision shall constitute a basis for disciplinary action. SECTION 6 - SEXUAL HARASSMENT COMPLAINT PROCEDURE Any employee who believes that they are being subjected to any form of sexual harassment should immediately discuss the situation with their supervisor. In the event the supervisor is the alleged harasser, the employee may take their complaint directly to the next higher step in the established chain of command or to the Department Director or to the Human Resources Manager. The Human Resources Manager working jointly with the Department Director shall investigate the complaint and report all findings to the City Manager. The City Manager shall review and modify, reject, or approve the Human Resources Manager's recommendations for resolution of the complaint. While it is the intent of the City to investigate any reported harassment thoroughly, all complaints will be handled as confidentially and discreetly as possible under the circumstances. SECTION 7 - TEXAS WHISTLE BLOWERS ACT The Texas Whistle Blowers Act provides that the City may not suspend or terminate the employment of, or otherwise discriminate against, a City employee who reports a violation of law to an appropriate law enforcement authority, if the employee report is made in good faith. 32