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The EEO officer and the EEO specialist may inspect and examine all
activities and documents they consider pertinent, hold meetings with whomever they
believe can be of assistance, and take whatever steps are required to obtain pertinent
facts. The EEO officer and the EEO specialist are responsible for keeping the
ernployee informed of the progress of the investigation.
Upon concluding the investigation and review of a grievance, the EEO
officer may: (a) resolve the matter informally; (b) instruct area management to take
appropriate action, including disciplinary action if necessary, to effect a remedy for the
complainant; or (c) dismiss the grievance, explaining the reason to the employee. A
record of the EEO officer's investigation is prepare and filed in the EEO office. Any
decision of the EEO officer may be appealed directly to either the first vice president or
The EEO officer and the EEO specialist periodically visit the regional check processing offices in the Second District in order to make themselves available
to employees outside the head office who may wish to discuss a grievance with them.
In addition, the EEO officer at the Buffalo Branch is available to address any issues at
that office. The EEO office also has a voice mail system which enables evening and
night force employees and others who cannot, or prefer not to, contact the office
during regular hours, to call at their convenience and leave a message. The EEO
The Ombudsman Office
The complaint resolution process used by the ombudsman office is
described on the reverse side of the Bank's News Bulletin, which was sent to Bank
employees from James H. Oltman, first vice president, on May 3, 1993 (copy
attached). This or similar reminders about the office of the ombudsman are sent to all
employees twice a year.
The Bank's EEO officer and ombudsman prepare written reports to the
president and the first vice president regarding the activities of their respective offices,
including information on the various complaints handled during the year. Such reports
are submitted directly to the president and first vice president by these officers, without
any review by the Personnel Department officers or any other parties at the Bank. The
president and first vice president follow-up directly with the EEO office or ombudsman
on particular issues or concerns. In addition, the employees of the Buffalo Branch
have access to the Branch ombudsman and a deputy ombudsman at that office.
The Personnel Department
A personnel officer or personnel counselor will meet with an employee to
determine the nature of his/her grievance. If the grievance pertains to equal
employment opportunity, the personnel representative notifies a personnel officer and
the Bank's EEO officer. A member of personnel management will speak with the
in order to gain a clear understanding of the circumstances. The EEO officer is kept
informed of developments and the status of the investigation, and the legal department
may be consulted where appropriate. The personnel officer will seek to develop a
solution to the grievance with all parties involved. In addition, Personnel follows up
with the employee to determine the effectiveness of the resolution. A memorandum,
documenting the grievance and steps taken to resolve it, is prepared by the personnel officer who handles the case. A copy of the memorandum is sent to the personnel
files and the EEO officer for EEO files.
In addition, periodically the first vice president meets with the EEO
officers, the Ombudsman and his deputies, the head of Personnel and the head of the corporate planning group (to whom the head of personnel reports), to discuss in detail
the background and status of complaints that are under investigation.
Detailed Response to Question 30
FEDERAL RESERVE BANK OF NEW YORK 1992 EEO DISCRIMINATION COMPLAINTS