The Office of Finance has established this Equal Employment Opportunity (EEO) Complaint Procedure to provide employees, applicants, contractors, vendors, dealers, and any other persons or entities an opportunity, through a formalized process, to submit to Office of Finance management concerns or complaints of discriminatory or harassment treatment in violation of the Office of Finance's Equal Opportunity Policy Statement, or other EEO-related Office of Finance policies.

Procedure

Any employee who believes that they have been subjected to discrimination, unlawful harassment, or prohibited retaliation should report it to their immediate supervisor. If the employee is uncomfortable reporting the harassment to their immediate supervisor (whether because the supervisor has committed the harassment, or for any other reason whatsoever), the employee should report the harassment to the next higher level of management above the immediate supervisor or, if the employee prefers, to Human Resources, or to the Office of Finance's EthicsPoint Hotline (at 800-421-2091 or through www.ethicspoint.com). If an employee believes someone else at the OF is being harassed, the employee should encourage such other person to report the conduct or report the conduct themselves. An employee should report any harassment, even if the harasser is not an Office of Finance employee.

If you are a manager or a supervisor and you become aware of suspected discrimination or harassment by or against any job applicant or employee, you MUST inform Human Resources immediately. Failure to do so may result in disciplinary action, up to and including termination of employment.

The Office of Finance is committed to taking all reasonable steps to prevent harassment and will make every reasonable effort to promptly and completely address and correct any harassment that may occur. Every report of prohibited discrimination, harassment, including sexual harassment, or retaliation will be investigated promptly, thoroughly and impartially. Employees are expected to fully cooperate in all investigations of workplace misconduct, except when voluntary compliance with an investigation is being requested, including by providing oral or written statements, and are required to keep matters related to the investigation confidential during the investigations. The Office of Finance will make every effort to maintain employee confidentiality when conducting an investigation to the extent practicable, consistent with a thorough and objective investigation and permitted by applicable law. Investigations will be conducted as confidentially as possible and related information will only be shared with others on a need-to-know basis. If the Office of Finance determines that an employee has harassed another individual, appropriate disciplinary action will be taken against the offending employee, up to and including termination of employment.

Reporting Without Fear of Retaliation

The Office of Finance strictly prohibits any form of retaliation against any employee for filing a good-faith complaint under its policy against harassment or for assisting in a complaint investigation. This no-retaliation policy applies to all good-faith complaints, even if the Office of Finance determines that the complained-of conduct does not constitute harassment or discrimination.

Retaliation is prohibited against any person by another employee or by the Office of Finance for using the complaint procedures provided above, reporting prohibited discrimination, harassment, sexual harassment or retaliation, objecting to such conduct or filing, testifying, assisting or participating in any manner in any investigation, proceeding or hearing conducted by a governmental enforcement agency. Prohibited retaliation includes, but is not limited to, termination, demotion, suspension, failure to hire or consider for hire, failure to give equal consideration in making employment decisions, failure to make employment recommendations impartially, adversely affecting working conditions or otherwise denying any employment benefit.

Any employee who feels they have been retaliated against in violation of this no-retaliation policy should report the retaliation to management, in the same manner as any other form of harassment or discrimination should be reported. Any report of retaliatory conduct will be investigated in a thorough and objective manner. If a report of retaliation prohibited by this policy is substantiated, appropriate disciplinary action, up to and including termination of employment, will be taken.

The Chief Human Resources Officer retains oversight and directive guidance responsibilities for areas in the written Procedure. The Human Resources Director has reviewed and approved the EEO Complaint Procedure, effective on February 11, 2025.