Detailed Response to Question 1b The Equal Employment Opportunity office, a separate unit in the Bank, is headed by Donald Moore, the Bank's full-time Equal Employment Opportunity officer. Mr. Moore is a black male and is an officer of the Bank in pay group D. He is assisted by a full-time Equal Employment Opportunity specialist who is a black male in the senior staff, pay grade 13, and a secretary who is a black female. Mr. Moore reports to Peter Bakstansky, vice president (an officer of the Bank in pay group B), who also serves as the Bank's senior Equal Employment Opportunity officer and the Bank's ombudsman. Both Mr. Bakstansky, a white male, and Mr. Moore report directly to the first vice president and to the president of the Bank. This reporting relationship, by design, is independent of the area management of the Bank as a whole and independent of the Personnel Department of the Bank. The EEO office works closely with the personnel function, which is headed by Carl Turnipseed, a vice president (an officer of the Bank in pay group B) and a black male. The Ombudsman's office plays a significant role in resolving complaints by employees at the Bank. Three deputies reporting to Mr. Bakstansky as deputy ombudspersons currently include a white male and an Asian female, both of whom are officers in the Bank's pay group D, and a black male in pay grade 13. Attached is a recent Ombudsman announcement. A similar bulletin is distributed to all members of the staff at least twice a year. As indicated in our detailed response to question 1c, the Bank's Affirmative Action Plan is distributed annually to all officers and other supervisory personnel, and notices reminding all members of the staff about the availability of the EEO office are distributed periodically. At the Buffalo Branch, the Equal Employment Opportunity officer is Peter Luce, assistant vice president and the second officer at the Branch. Mr. Luce is a white male and is an officer of the Bank in pay group C. Mr. Luce reports to James Aston, vice president and Branch manager (an officer of the Bank in pay group B). Mr. Aston is a white male and reports on EEO matters directly to the first vice president of the Bank. Attached is a recent Equal Employment Opportunity announcement of the Buffalo Branch. In addition, the Buffalo Branch has an ombudsman office which plays a significant role in resolving complaints from Branch employees. The Ombudsman is Dave Schwarzmueller, a white male officer in the Bank's pay group D. He is assisted by a deputy ombudsman who is a white male in pay grade 13. Attached is an ombudsman announcement of the Buffalo Branch. Effective April 1, 1992, I have appointed Ronald G. Henry, Assistant Chief, Currency Verification Division (Day), as a new Deputy Ombudsman to succeed Felicia Fair-Davis, Operations Support Specialist, Electronic Operations Support Department, who has served as Deputy Ombudsman since October 22, 1990. Following are the names, office locations, and telephone numbers of the Ombudsman and his designated deputies: Printed on the reverse side is a description of the Ombudsman's activities. As a reminder of the means available to you to resolve any grievances you may have, please refer to paragraphs 2 and 3. James H. Oltman March 30, 1992 (Over) The_Ombudsman and Employee Grievances 1. The Ombudsman, a senior officer of the Bank reporting directly to the President and First Vice President, is responsible for investigating and resolving grievances brought to his or her attention. The Ombudsman, and three deputy ombudsmen, are available to employees and officers alike. 2. An employee should discuss any grievance with his or her supervisor, assistant chief, chief, or department officer. The employee may, for any reason, thereafter bring the grievance to the Ombudsman or the deputies. Or, if preferred, the employee may bring the grievance directly to an Ombudsman without first going to any of his or her supervisors. 3. Instead of going to an Ombudsman, the employee may present the grievance to a counselor or officer in Personnel. Similarly, the Equal Employment Opportunity Officer is available to hear grievances relating to discrimination or harassment because of race, color, religion, national origin, sex, sexual orientation, age, or handicap. 4. Employees may present their grievances to the Ombudsman orally or in writing. The Ombudsman and the deputies will be available upon request during hours that will enable all members of the staff, including the evening and night forces and employees at RCPCs, to consult with them during the employees' normal work hours or at a time mutually agreed upon. Employees 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 whoever they believe can be of assistance 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 determination as quickly as possible. 7. The Ombudsman and the deputies, upon concluding the review of a grievance, may: (a) 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 department or the Personnel Department when appropriate; (c) dismiss the grievance, explaining the reasons to the employee, and when appropriate, his or her supervisor. 8. At the conclusion of an investigation of a complaint, the Ombudsman may file a report to be placed in the confidential files of the Office of the Ombudsman. An appeal from the recommendation of the Ombudsman or the deputies may 9. be made to the President or First Vice President of the Bank. 10. The Ombudsman will make periodic reports, at least annually, to the President and First Vice President, reviewing the work of the Office of Ombudsman. |
