ΟΙ

Peter Luce, Assistant Vice President, is designated Equal Employment Opportunity Officer at the Buffalo Branch and is responsible for investigating and resolving any complaints of discrimination based on race, color, religion, national origin, sex (including sexual harassment), sexual orientation, age, disability that are lodged by employees of the Branch. He is available on Extension 5013 to give any grievances prompt and careful attention and I encourage you to contact him if you think he can be helpful. If you prefer, of course, any such concerns may be addressed to your area management or those having personnel area responsibility--Robert McDonnell, Operations Officer (5022), Camille Gatgens, Staff Director (5088), or Janice Haseley, Personnel Assistant (5076).

Management of this Bank and the Branch is deeply committed to equal employment opportunity. We want to know if you been harassed or treated in an unfair or

feel

have you discriminatory manner.

James O. Aston

Vice President and
Branch Manager

May 21, 1992

Kalinowski, Assistant Chief, Central Operations Division, as Deputy Ombudsman to assist Mr. Schwarzmueller in the exercise of the Office of Ombudsman. Mr. Kalinowski's extension is 5065. Mr. Kalinowski succeeds Sally A. Hardenburg, whose term as Deputy Ombudsman began February 9, 1988.

As a reminder of the procedures that are open to you to resolve any grievances you have, printed on the reverse side is a description of the Ombudsman's activities.

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The Ombudsman and Employee Grievances

1. The Ombudsman at the Buffalo Branch, an officer of the Bank reporting directly to the President, First Vice President and the Vice President and Branch Manager, is responsible for investigating and resolving grievances brought to his or her attention. The Ombudsman and Deputy Ombudsman are available to employees and officers alike.

2. An employee should discuss any grievance with his ΟΙ her supervisor, assistant chief, chief or division officer. The employee may, for any reason, thereafter bring the grievance to tha Ombudsman or Deputy Ombudsman. Or, if preferred, the employee may bring the grievance directly to the Ombudsman without first going to any of his or her supervisors.

3. Instead of going to the Ombudsman, the employee may present the grievance to the chief in the Personnel Division. Similarly, the Equal Employment Opportunity Officer is available to hear grievances relating to discrimination or harassment because of race, religion, color, age, national origin, sex, sexual orientation, or handicap.

4. Employees may present their grievances to the Ombudsman orally or in writing. The Ombudsman and his deputy will be available upon request during hours that will enable all members of the staff, including the evening and night forces, 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 his deputy to arrange for a meeting.

5. The Ombudsman and deputy 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 deputy will give each grievance prompt and careful attention, will investigate it fully and impartially, and will make a determination on quickly as possible.

7. The Ombudsman and deputy, 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 the employee's division or the Personnel Division, when appropriate; or (c) dismiss the grievance, explaining the reasons to 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 Ombudsman.

9. An appeal from the recommendation of the Ombudsman or the deputy may be made to the Vice President and Branch Manager or to the First Vice President or President of the Bank.

10. The Ombudsman will make periodic reports, at least annually, to the President and First Vice President of the Bank and to the Vice President and Branch Manager, reviewing the work of his office.

Rev. 11/4/91

Detailed Response to Question 1c

In 1992, Anne Fitzpatrick, Chief, International Reports and Support Department, was appointed a deputy ombudsman, replacing Sharon Wong who is an Asian female. Ms. Fitzpatrick is a white female.

In 1993, Willene Johnson, Assistant Vice President, International Financial Markets, was appointed a deputy ombudsman, replacing Bruce Cassella who is a white male. Ms. Johnson is a black female.

There have been no other changes in the personnel or structure of the

offices which help to administer our equal employment opportunity programs.

Detailed Response to Questions 1d, e and f

1.d. The Bank's annual affirmative action plan, which includes our annual and multi-year affirmative action goals, is submitted to the Bank's board of directors each year for their review and approval. The Bank's affirmative action plan and goals are then sent to all officers and other supervisory personnel by the president and first vice president. Over the years, it has been the Bank's practice to establish multi-year goals covering a three to five year period.

The Bank's plan and goals for 1993 are shown on page 13 in the attached report, the Bank's 1993 Equal Employment Opportunity and Affirmative Action. In January 1993, our board of directors approved our affirmative action plan containing new multi-year goals for 1993 through 1995.

1.e. A description of the process by which the Bank sets its affirmative action goals is provided in the attached booklet on pp. 5-13.

1.f. The impact of the Bank's equal employment opportunity policies on Bank employee statistics and our plans for increasing female and minority representation at the senior levels are found in the attached booklet on pp. 6-15 and pp. 18-23.