Staff Reports - East Bay Municipal Utility District

Equal Employment Opportunity (EEO)
Discrimination/Harassment Complaints
NUMBER
PAGE NO.:
105
6
EFFECTIVE DATE
12 MAR 13
Supervisors must also be familiar with this EEO Discrimination/ Harassment
Complaint Procedure and be ready to assist employees (including those who do not
report directly to them) who wish to lodge complaints. Supervisors must regard all
complaints of EEO discrimination or harassment seriously. They should not ignore
or minimize such complaints or otherwise discourage employees from reporting
them.
All discussions with individuals involved or potentially involved in an EEO
discrimination or harassment complaint shall be conducted to obtain an
understanding of the facts and circumstances and shall be done in an objective,
non-accusatory fashion. During the discussion, the employee(s) should be told to
maintain confidentiality and not to discuss the situation with coworkers due to the
sensitive nature and the potential for unsubstantiated rumors. The supervisor shall
immediately confer with the AA Officer to determine further actions to be taken. (All
formal EEO investigations will be conducted by the AA Officer or a qualified EEO
investigator designated by the AA Officer.)
If, after the supervisor’s preliminary inquiry and consultation with the AAO, the
infraction is considered minor and resolved between the parties, the incident and
actions taken will be documented in writing by the supervisor, and forwarded to the
AA Officer.
Harassment
In cases of potential harassment, including sexual harassment, supervisors have a
legal responsibility to take action if they know or should have known of a harassing
situation. When a supervisor learns of, observes, has reason to believe, or is
informed of a potential harassment situation, the supervisor shall consult with the
AA Officer as outlined above. The supervisor, upon learning of a possible
harassment incident, especially sexual harassment, is required to take action to
address the concern regardless of the victim’s stated desire to pursue or not to
pursue the matter.
References
Policy 1.01 - Equal Employment Opportunity (EEO)
Policy 1.07 - Prevention of Sexual Harassment in the Workplace
Policy 2.05 - Discipline Policy
Affirmative Action & Equal Employment Opportunity
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