Staff Reports - East Bay Municipal Utility District

Equal Employment Opportunity (EEO)
Discrimination/Harassment Complaints
NUMBER
PAGE NO.:
105
5
EFFECTIVE DATE
12 MAR 13
If the AA Officer determines that no further investigation is necessary, the employee
has exhausted the District administrative channels for addressing the complaint
through the AA Office.
If the employee filed the EEO complaint as a union grievance, the employee may
pursue the appeals available through the respective Memorandum of
Understanding.
The employee may also pursue the complaint through an external agency –the
DFEH and/or the EEOC (refer to page 2, Right to File With an External Agency).
Step 6: Sanctions
Management, in conjunction with Employee Relations, is responsible for taking
corrective/disciplinary actions to end discrimination or harassment and correct the
behavior that led to the incident/complaint. Depending upon the severity of the
conduct, these actions may include, but are not limited to:
apology from the respondent;
letter of counseling;
written warning;
training;
mandatory counseling;
suspension;
reassignment, transfer, demotion; and/or
discharge.
Prohibition Against Retaliation
District policy and state law prohibits retaliation against employees who complain
about EEO discrimination or harassment, or who provide information as part of any
EEO investigation. Any such retaliation is itself a violation of Policies 1.01 and 1.07,
regardless of whether or not the original complaint is sustained.
Periodic and regular follow-up by the supervisor or the AA Officer shall be taken to
monitor the workplace for discriminatory or harassing behavior, and to check if
retaliation is occurring. Employees are also responsible for notifying the AA Officer
or supervisor if retaliation occurs.
Supervisor’s
Responsibilities
Supervisors at all levels act on behalf of the District. A supervisor’s duties include
monitoring his or her work unit for discriminatory or harassing behavior and taking
appropriate steps to stop and correct behavior that violates District EEO policy. At
the same time, supervisors must enforce policy as well as adhere to it. Each
supervisor is expected to familiarize himself or herself with the District’s policies on
discrimination and harassment (Policies 1.01 and 1.07), to incorporate them into his
or her own behavior, and to inform employees in the work unit to do the same.
Affirmative Action & Equal Employment Opportunity
67