Laserfiche WebLink
<br /> EQUAL EBPLOYlIEIft OPPOR'ftIRIft COIIPLAIft PROCEDURES <br /> FILING A COMPLAINT <br /> 1. Employees having a complaint should follow the City of <br /> San Marcos's Grievance Procedure as outlined in the <br /> Personnel Policy. <br /> 2. In cases involving discrimination and/or harassment by <br /> an immediate supervisor, employees are permitted to <br /> bypass Step 1 of the Grievance Procedure. The employee <br /> should confidentially report the discrimination and <br /> sexual harassment to the next higher level of <br /> supervision or go directly to the Director of Human <br /> Resouces who serves as the Affirmative Action <br /> Coordinator for the City of San Marcos. <br /> 3. Should the employee elect to file the complaint <br /> through the City of San Marcos Grievance Procedure or go <br /> directly to the Director of Human Resources, <br /> resultant records and findings will become a part of <br /> the complaint investigation. Grievance records will be <br /> maintained separately from the employees <br /> personnel file. <br /> 4. It is understood that any employee electing to utilize <br /> the City of San Marcos's Grievance Procedure or to go <br /> directly to the Director of Human Resources, the problem <br /> handled swiftly and confidentially. The registering of a <br /> complaint will in no way be used against the employee, <br /> nor will it have an adverse impact on the <br /> individual's employment status. <br /> RESPONSE TO COMPLAINTS <br /> 1. Whenever any supervisor becomes aware of an employee or <br /> an applicant who is alleging discrimination by the City <br /> of San Marcos, he or she snaIl immediately notify his or <br /> her immediate supervisor and the Director of Human <br /> Resources. In the event that a charge of employment <br /> discrimination has been made with the Equal Employment <br /> Opportunity Commission (EEOC) or Texas Commission on <br /> Human Rights, that charge will be immediately forwarded <br /> to the Director of Human Resources. The Director of <br /> Human Resources will advise the City Manager of the <br /> complaint and furnish a copy of the charge to the City <br /> Attorney. <br /> 2. It is the responsibility of the Director of Human <br /> Resources, to respond to all complaints and subsequent <br /> communications received from EEOC regarding the <br /> charging party's allegation. The Director of Human <br /> Resources shall make the EEOC aware, in each instance, <br /> that it is the unit to contact in regard to the charge <br /> of discrimination. Any employee or supervisor <br /> who receives any communication from EEOC or the Texas <br /> Commission on Human Rights with regard to a charge of <br />