GENERAL
PROVISIONS

NOTIFICATION

HARASSMENT
COMPLAINT
PROCEDURE

ACTION TO
BE TAKEN

Our courts have decided that harassment on the job is against the law. The Federal Reserve Bank of Cleveland prohibits verbal and physical harassment of its employees based on race, religion, sex, national origin, age or handicap.

Verbal or physical conduct constitutes harassment when:

Submission to such conduct is made either
explicitly or implicitly a term or condition
of an individual's employment;

o Submission to or rejection of such conduct
by an individual is used as the basis for
employment decisions affecting such in-
dividual; or

Such conduct has the purpose or effect of
unreasonably interfering with an individual's
work performance or creating an intimidating,
hostile, or offensive working environment.

Any employee subjected to such harassment should contact the senior
Human Resources officer at the location. All reported incidents
will be promptly investigated and disciplinary action will be taken
for misconduct.

An employee complaint of advances by individuals of higher, equal
or lesser rank will be investigated as follows:

1. The complainant will be interviewed.

2. The accused will be interviewed.

3. Employment files of both will be checked
for evidence of prior friction between
parties; previous complaints; and work
records.

4. Witnesses will be interviewed.

If the result of an investigation indicates that there is no foundation
other than the complaint against the accused, there will be no record
In the accused's file and no dissemination of charge.
reiteration of the Bank's policy against harassment.

There will be a

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ACTION TO
BE TAKEN
(continued)

If the result of an investigation indicates that there is some
foundation for the complaint against the accused, a written
warning will be issued on a Progressive Disciplinary Action form
(Subject Number 704 Exhibit A) without benefit of a verbal notice.
The accused will be advised that a second founded complaint will
result in suspension.

If the result of an investigation indicates that there is a solid
foundation for the complaint against the accused, the case will
be reviewed for possible suspension, demotion or discharge.

T

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Federal Reserve Bank of Cleveland

personnel policies and practices

SUBJECT:

SECTION:

Employee Relations

GENERAL
PROVISIONS

APPOINTMENT

OF

OMBUDSPERSONS

OMBUDSPERSON
RESPONSIBIL-
ITIES

CONFIDEN-
TIALITY

ACCESS TO
RECORDS

RECOMMENDA-
TIONS

PROGRAM
PARTICIPATION

GENERAL
PROCEDURE

The Ombuds Program

The Ombuds Program is designed to provide employees with an alternative
method of resolving work-related problems. It is not intended to replace
existing lines of communication between supervisors and their employees,
nor is it a vehicle for handling EEO-related matters. At no time will
use of the Ombuds Program jeopardize an employee's position or opportunity
for advancement within the Bank.

The First Vice President will appoint an Ombuds officer and five
Ombudspersons for the District: two Ombudspersons will be assigned to
the Main Office and one Ombudsperson will be assigned at
each of the Branches and at the Columbus Office. The length
of the appointment will be 12 months, subject to renewal by
the First Vice President.

Ombudspersons will conduct their regularly assigned position duties.
in addition to administering the Ombuds Program. The role of the
Ombudsperson is to fairly, impartially, consistently, and promptly
investigate specific work-related issues raised by employees.
will be through direct negotiations between the Ombudsperson and the
involved parties. Quarterly reports of all Ombuds Program activity
will be submitted to the Ombuds Officer.

Resolution

Any employee who presents an issue to the Ombudsperson is assured
that the situation will be handled with complete confidentiality.
Ombuds Program reports will be maintained by the Ombuds Officer.
No information will be filed in the employee's personnel file. Nor
will any information be released without the consent of the
employee.

The Ombudspersons have the authority, to investigate all issues brought before them by accessing pertinent documents. Release of any employee personnel records must be approved by both the employee and the Senior Human Resources officer.

If the Ombudsperson finds, during the course of research into the issuers raised by an employee, that a policy or procedure should be reviewed for possible changes, the Ombudsperson may recommend such a review to management or the Human Resources department.

No supervisor, manager or officer may interfere in any way with the employee's right to contact the Ombudsperson or attempt to discourage the employee's use of the Ombudsperson to resolve problems.

Employees may present their issues to the Ombudsperson verbally or in
writing. If the issue is presented verbally, the Ombudsperson may request
a written statement and will assist the employee in the preparation of
the statement, if necessary.

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Federal Reserve Bank of Cleveland

SECTION:

Employee Relations

GENERAL PROCEDURES (continued)

personnel policies and practices

SUBJECT:

The Ombuds Program

The Ombudsperson will conduct an independent investigation of the facts
and all parties involved will be interviewed.
or settled through conferences with one or more of the following:
The issue will be resolved

If the issue cannot be resolved within thirty calendar days, a progress report will be made to the employee.

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PURPOSE:

POLICY:

Management Policies and Practices

Subsection: 6070

EEO and Affirmative Action

Subject: 6070A
Equal Employment
Opportunity Policy

This policy identifies this Bank's policy on equal employment opportunity. (Also see FRAM 2-020, FRAM 2-021, FRAM 2-022, FRAM 2-023, and the EEO policy in this Bank's Personnel Policies and Practices manual.)

It is the policy of the Federal Reserve Bank of Cleveland:

To provide equal employment opportunities for qualified persons regardless of race, creed, color, national origin, age, sex, or handicap.

To promote the full realization of equal employment
opportunities through positive, continuing programs.

To provide applicants and employees with a means of
communicating alleged acts of discrimination to management.

Responsibility for ensuring compliance and continued implementation of this policy is assigned to the Vice President in charge of Personnel at the Main office and to the vice presidents in charge of the branches. In addition, an Equal Employment Opportunity officer will be designated with responsibility for evaluating the progress of programs designed to accomplish the objectives of this policy and for reviewing alleged acts of discrimination.

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Approved by:

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