Doing What is Right Part II: Stuck in "Purgatory"

How long must an employee suffer and be punished for making a valid, sustained complaint against a supervisory employee?

As I discussed in part I--it appears we have one county employee that is desperately trying to get back to his job, a job he loves to do--but he is being stymied by a bureaucratic gridlock and a lack of action.  This has resulted in reduced pay for this individual as well as continuing stress.  Meanwhile, this employee has gutted it out, been put on a "performance improvement plan" that to the best of my knowledge is not being followed-up on as designed by the staff and supervisors of this employee.  So this employee is stuck on a hamster wheel, stuck in a weird kind of surreal "Purgatory" for the last 6 months.  It is time the story gets told, we MUST break the gridlock on this!

On May 1st of this year, this employee lodged a formal complaint of harassment against a supervisor.

The supervisor was notified on May 1st, the same day the complaint was lodged by the employee, and then again on May 13th via an email (below) and asked again to provide documents and other relevant information--to show their side of the issue.

To which the supervisor, the one who was the subject of the original employee harassment complaint, responded:

To Which the Supervisor's Supervisor immediately responded:

I have added the redactions above in an abundance of caution and to protect the identity of the employee and the supervisor involved.  There was a 5-page written summary document of the investigation of this harassment issue completed on June 24th....5-months ago.  The report  is very favorable to the employee and I wanted to publish it as a part of this story but I have been advised that I cannot release it yet.  The reasons why, and the rationale I was given for not being able to release it will be discussed in part III.