Issue link: https://publications.tfs.ca/i/876791
____________________________________________________________________________________ Page 15 of 19 Septembre 2016 Harassment Policy b) ensure that every formal written complaint of harassment is investigated c) impose the appropriate disciplinary measures, when a complaint of employment related sexual harassment or other harassment is found to have been substantiated, regardless of the seniority of the offender d) as sist any member of the School who complains of harassment by a person who is not a member of the School e) provide appropriate advice and support to persons who are subjected to harassment f) formally acknowledge to a person who has been found to have been har assed that harassment has taken place g) regularly review and at least annually , this policy to ensure that they adequately meet the policy objective s and legal requirement s h) maintain records as required by this policy i) post this policy in the School j) make all members of the School aware of the need to provide a School environment free from harassment and the existence of the procedures available under this policy k) appoint harassment facilitators, and provide the training and resources for them to fulfil the ir responsibilities under this policy. 16 CONFIDENTIALITY 16.1 The School understands that it is difficult to come forward with a complaint of harassment and recognizes a complainant's and a respondent's interest in keeping the matter confidential. 16.2 To protect the interests of the complainant, the respondent and of any other individuals who may report incidents of harassment, confidentiality will be maintained throughout the investigatory process unless disclosure is necessary for the purposes of an i nvestigation or to impose corrective action, or unless otherwise required by law . 16.3 All records of complaints, including contents of meetings, interviews, results of investigations and other relevant material will be kept confidential by the School, except