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The Obudounind loymGvince

1. The Ombudsman. I senior officer of the Bank reporting directly to the President and First Vice Prusident, is responsible for investigating and resolving grievances brought to his or her attention. The Oabudanan, and three deputy ombudenen, are available to employees and officers alike.

2. An amployu. should discuss any grievance with his or her supervisor, ussistant chief, chief, or department officer. The employee way, for any reason, thereafter bring the grievance to the Ombudsman or the deputies. Or, if proforrod, the employee may bring the grievanca directly to an Ombudsman without first going to any of his or her supervisors.

3. Instead of going to an Ombudsman, the caploy.. nay present the grievance to a counselor or officer in Personnal. Slailarly, the Equal Employment Opportunity Officer is available to hear grievances relating to discrlaination or harussnent because of race, color, religion, national origin, sex, sexual orientation, age, or handicap.

4. Employu.s may present their grievances to the Ombudsman orally or in veiting. The Ombudsman and the deputies will be available upon request during hours that vill enable all members of the staff, including the evening and night forces and employees at RCPCs, to consult with then during the employees' normal vork hours or at a tla. mutually agreed upon. Beployu.s may telephone or visit the Ombudsman or the deputies to arrange for a meeting.

5. The Ombudsman and the deputies will have broad powers to investigate grievances. They may Inspect and examine all activities and documents considered pertinent, hold meetings with whoover they believe can be of usistance in obtaining the facts, and take whatever other steps are required to obtain the facts.

6. The Ombudsman and the deputies will give each grievance prompt and careful attention, will investigate it fully and impartially, and will make a dotoralnarfon us quickly u possible.

7. The Ombudsman and the deputies, upon concluding the review of a grlovence, way: (c) resolve the matter informally between the employee and his or her supervisor; (b) recommend to the employee how to resolve the grievance, consulting with the employee's departaont or the Personal Department when appropriate; (c) dimiss the grievance, explaining the reasons to the employme, and when appropriate, his or her supervisor.

At the conclusion of an investigation of a complaint, the Ombudsman may fllo a report to be placed la the confidential files of the Office of the Oabudenan.

9. An appeal from the recommendation of the Ombudsman of the deputies may be made to the Pruident or First Vice President of the Bank.

10. The Ombudsman will make periodic reports, at lout annually, to the President and First Vice Pruident, reviewing the work of the office of Ombudsman.

Detailed Response to Questions 2b and 2c

The attached tables provide information on the eight formal EEO

complaints (i.e. those filed with authorities outside the Bank) in 1990 and

the four such complaints filed in 1991. With regard to the number of

informal EEO complaints (which we define as those addressed internally

by the EEO office or Personnel Department), there were eight informal

complaints in 1990 and four in 1991. Given the absolute size and

diversity of the Bank's work force, the relatively low incidence of such

complaints is, on the one hand, a source of some comfort but, on the

other, serves as a forceful reminder of the depth of our institutional

commitment to the goals of equal employment opportunity.

In response to question 2c, the attached tables contain a breakdown

of the nature of the allegations in the formal and informal complaints, the

agency with which the complaint was filed, and the current status of the

complaint.

Table 1 addresses formal complaints.

Table 2 addresses informal complaints.

TABLE 1

FEDERAL RESERVE BANK OF NEW YORK
FORMAL EEO DISCRIMINATION COMPLAINTS

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EEOC
EEOC
EEOC

EEOC
NYS DOHR/EEOC

Question 2:

EEOC dismissed charges - 10/90
EEOC dismissed charges - 6/91
EEOC ruled in favor of Fed., under appeal
Employee withdrew his complaint
EEOC issued no action letter.
Employee sued. Judgment pending.

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Note: NYS DOHR · New York State Division of Human Rights

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FEDERAL RESERVE BANK OF NEW YORK INFORMAL EEO DISCRIMINATION COMPLAINTS

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DETAILED RESPONSE TO QUESTION 3

QUESTION 3(a):

The Bank has an established outreach

program for minorities and minority-owned entities, having for many years maintained a small and disadvantaged Business ("S&DB")

Program which fosters business between the Bank and small and

minority-owned entities. The Bank's internal policy and guidelines relating to the Program are attached.

The Program is centrally managed by the Bank's Small

Company Specialist, Joseph DeMartini.

Mr. DeMartini is the

officer in charge of the Bank's Administrative Services Department, which includes centralized purchasing functions. Mr. DeMartini reports to John Sobala, Vice President of our Building Services Function, Operations Group. With respect to the S&DB Program, Mr. DeMartini also has a direct line to Suzanne Cutler, Executive Vice President of our Operations Group, and through Miss Cutler to the Bank's President and First Vice President. Further, the Bank's S&DB activity is reported

annually to the Board of Governors.

In addition, the Bank is a member of the New York-New

Jersey Minority Purchasing Council, which provides the Bank with information on minority companies by category of goods and services. The Council also provides information on its members, including the Bank, to minority companies so the latter may

present themselves for business consideration.

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