Imperial County Human Resources Department Investigation

The Imperial County Sexual Harassment Policy and Employee Handbook are not congruent with each other; Specifically the wording in complaint procedures do not match. (Ref. Page .7, Employee Hand Book, Sec. XIV. DISCRIMINATION / HARASSMENT COMPLAINT PROCEDURE); http://www.imperialcounty.net/human-resources/SexualHarrassment.htm, (Imperial County Sexual Harassment Policy "Online" Sec. VII Procedures.)

There is a lack of congruency and clarity in both complaint procedures that allows complainants to forgo the entire complaint process and file directly with the Equal Employment Opportunity Officer (EEO). See ref. below: • Employee Hand Book XIV, 2(b). - If their department does not respond or if the response does not satisfactorily address the complaint, the employee may formalize the complaint within the department or the employee may contact the Equal Employment Opportunity (EEO) Office for assistance in informally resolving the complaint. (Formal complaint resolution is covered in the following section.) • Imperial County Sexual Harassment Policy - A complaint alleging sexual harassment shall be filed according to standard complaint procedures given in the Employee Personnel Handbook, or may be filed directly with the Equal Employment Opportunity Officer.

There is concern over employees having to report his/her complaint verbally to an immediate supervisor and the time frame that follows for a response. See ref. Below: • Employee Hand Book XIV, 2 (a)- An employee who has a discrimination complaint should informally discuss their complaint with their immediate supervisor or department management personnel. The department should respond orally to the employee within five (5) days.

This prolonged complaint procedure could still allow whatever harassment to continue or escalate in the meantime. Ref Employee Hand Book XIV, 3. “Formal Discrimination Complaint with EEO office.” • 5 day response time from EEO • 20 day investigation period • Must file within 10 days to Employee Appeals board if you do not agree with EEO findings

Both ordinance policy book and employee handbook recently updated but not Sexual Harassment and Procedure Policy.