Rights and Responsibilities

Employee Rights

Fair and Equal Treatment

• Be free from discrimination based on protected categories under federal and state law.
• Be evaluated based on qualifications, performance, and job-related criteria.
• Work in an environment free from unlawful harassment.

Access to the Complaint Process

• File an EEO complaint without fear of retaliation.
• Receive information about how to file a complaint and applicable deadlines.
• Request reasonable accommodation, when applicable.
• Seek informal resolution where appropriate.

Confidentiality and Protection

• Have complaints handled as confidentially as possible, consistent with a fair investigation.
• Be protected from retaliation for filing a complaint, participating in an investigation, or opposing unlawful discrimination.
• Be informed of the outcome of their complaint, consistent with privacy laws.

Manager and Supervisor Responsibilities

Supervisors and managers have a heightened responsibility to uphold EEO principles.
They are required to:

Prevent and Address Discrimination

• Ensure employment decisions are based on legitimate, job-related factors.
• Maintain a workplace free from harassment and discriminatory conduct.
• Take prompt action when concerns are raised.

Duty to Report

• Report observed or reported discrimination, harassment, or retaliation to the appropriate EEO or HR office.
• Not attempt to resolve serious allegations independently without notifying the appropriate office.

Cooperate with Investigations

• Participate fully and honestly in EEO investigations.
• Preserve relevant documentation and evidence.

Maintain Confidentiality and Integrity

• Handle complaints and related information discreetly.
• Share information only with those who have a legitimate business need to know.
• Maintain professionalism and avoid actions that could compromise the integrity of the process.

Prohibit Retaliation

• Refrain from retaliating against any employee who files a complaint, serves as a witness, or participates in an investigation.
• Monitor the workplace following a complaint to ensure no retaliatory conduct occurs.
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Failure to uphold these responsibilities may result in corrective or disciplinary action.