(1) The EEO officer, ADA coordinator, or another representative chosen by management shall begin an investigation upon receiving a complaint.
(2) Before the investigation begins, the appropriate manager shall separately explain the following to the complainant and accused:
(a) the investigation process and anticipated timelines;
(b) what retaliation is and that it is unacceptable behavior; and
(c) expectations and consequences of discussing the complaint with anyone other than the investigator, management, union representative, or legal counsel.
(3) Agency managers shall provide:
(a) periodic updates to the complainant and the accused; and
(b) documentation of their initial meeting and all subsequent follow-up action to the investigator.
(4) The investigator shall:
(a) gather evidence to determine a "cause" or "no-cause" finding;
(b) coordinate with the agency's legal counsel before conducting interviews and throughout the investigation; and
(c) provide periodic updates to the agency's human resource manager.