PURPOSE: POLICY: Subsection: 6070 Subject: 6070B EEO Complaint Process This policy identifies the EEO complaint process designed to investigate employee discrimination concerns. (Guidelines for investigating discrimination concerns are available in the Human Resources Department.) An EEO complaint process has been developed to investigate concerns of employees who believe that they have been subjected to discrimination. EEO deputies have been appointed at each office to investigate such concerns under the direction of the EEO officer at each location and the District EEO officer. The names of the EEO officers and deputies are published periodically through various communications, including the Bank's employee publication. Date: Approved by. Page Number: PURPOSE: POLICY: Subsection: 6070 EBO and Affirmative Action Subject: 6070C Affirmative Action Plan This policy sets forth this Bank's commitment to Equal Employment The Bank shall annually adopt an Affirmative Action Plan to support the provisions of its Equal Employment Opportunity policy. Annual reports of performance will be presented to this Bank's Board of Directors. Date: 6/19/86 Approved by Page Number: 1 of 1 73-209 O- 93 - 33 Affirmative Action Statistical Goals The goals established for 1992 were based on the most recent (1989) labor market statistics available from the Washington EEOC through the Board of Governors. Separate data was not available for Officers and Managers; therefore, the goals for Officers and Managers were combined. In instances where goals are lower than actual percentages, the District's objective will be to maintain present status. The format of the goals represent the District's environment in percentages instead of actual numbers of employees. Utilizing percentages eliminates the need to estimate the future total number of employees by job categories and enables the District to establish more accurate goals. Goals were established for minority and female categories for 1992. The total Fourth District goals are also outlined. These figures were calculated by weighting each office's goals according to the percentage of employees in the job categories employed at each office, compared to the total number of employees in the Fourth District in the job category. In order to achieve these goals, the Fourth District will actively seek qualified minorities and females to fill positions as hiring or promotional opportunities occur. The progress of the goals and accomplishments will be formally reviewed on a quarterly and annual basis. 1. 2. 3. 4. 5. 6. 8. 9. EEO PROCESS FOR RESOLUTION OF PROBLEMS EEO Deputy meets with employee in a private setting to collect information on his/her problem and to determine if the problem is a discrimination complaint. (Determination may require assistance of the EEO Officer, Personnel, and Legal departments.) If the problem is not EEO related, the Deputy will refer the employee to his/her Own manager, or to the complaint process, as appropriate, and document the conversation. If the problem is EEO related, the Deputy will gather more information, explaining to the employee that the problem will be discussed with the EEO officer, and an investigation initiated. The Deputy will indicate to the employee that he/she will report back as soon as possible. The Deputy will also initiate an EEO incident file. The EEO Officer and Deputy will develop an investigation plan in The EEO Deputy will report back to the employee to indicate that an investigation has begun. The EEO Officer and Deputy will perform elements of the The EEO Officer and Deputy will meet to exchange information gathered during the investigation. They will develop a resolution plan in consultation with the Personnel and Legal departments. The EEO Officer will assign responsibility for various aspects of the plan. The EEO Officer and Deputy will meet with the employee to present the resolution plan. The EEO Officer and Deputy will meet with the parties involved, as and when necessary, to develop resolution of the problem. The EEO Officer and Deputy will report back to the employee on the resolution of the problem. 10. The EEO Officer and/or Deputy will monitor the progress of the resolution plan to ensure compliance with the provisions. 11. The EEO Officer will critique the problem and the resolution process with the Deputy, and Personnel and Legal departments, and complete documentation of the file. NOTE: The above process represents an outline for resolving EEO problems. Since problems differ in content and complexity, the actual procedure followed by management and the EEO Officer and Deputy may differ in finding their resolutions. Also, this process is applicable to active Bank employees only; it does not |