HR2406 FINAL REDLINED VERSION.PDF

MARICOPA COUNTY INTERNAL POLICY
S-u-bkeet-+
Ail-a-rioopa County Werkplacc
Poli-cies-an-d-ProceduresPolic y Title: Profecsionolism:
Avoiding 1-1R2406
PROHIBITION AGAINST DISCRIMINATION, Hara.'srnent and
HARASSMENT, AND RETALIATION Discrimination
Revised:
01/02
Current Adoption
x-x-xxxx
Date:
Current
x-x-xxxx
Implementation Date:
Initiating
Approved GAO: Da-vid-FS-Mithbv: _ Department
1=1-1-S-Ue-WybranieGBoARD OF SUPERVISORS 144rilaFI--Re-sG4Fees
laapartme-bt B oil rd
Aaenda Number:
Oriuinal Adoption 07-1998
Date:
PURPOSE
Thi LI - • - . - °- e • • - ' eeedure-elearly-reaffi J.. e e - - e - • Ositien-against any form
ef-Emp er-Lriniawful-klaraasrnent. It further establ-isbas on-ebvicerim-ertt of
"zcre—teloFadce" whereby Employment Discriminatien—a - * t-ebvely
prevented-bef reeedwe-fo .— e - • • '"* * • — -
eu-stemer-sl-eitizen ubjee - e e •• e e •• - • & Y• A . I
tl-n-l-awfi.fl Harassm - • e e - - - e - rnplain-ts,
i. Maricopa County is an equal opportunity employer. In accordance with applicable
law, the County prohibits discrimination and harassment based on race, gender, religion,
color, national origin, age, disability, pregnancy, veteran status, genetic information, or any
other characteristic protected by federal or state laws. Maricopa County also prohibits
discrimination and harassment based on sexual orientation. Maricopa County is committed
to preventing retaliation against employees who engage in activity protected by federal or
state discrimination and harassment laws or policy. This Policy outlines a complaint and
investigation procedure for employees who believe they have witnessed or been subjected to
harassment, discrimination, and/or retaliation. Maricopa County also seeks to address
unprofessional and discourteous conduct, which, if allowed to continue, could potentially rise
to the level of, or lead to, a violation of law or policy.
II. APPLICATION
This Policy applies to employees and volunteers of all appointed departments and
Maricopa County Special Districts. This Policy shall apply to County elected officials unless
the County elected official has implemented a policy prohibiting discrimination, harassment
and retaliation specific to their respective Office.
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III. DEFINITIONS
A. A, Appointing Authority: -An elected official, the single administrative or executive
head of a Department/Special District, or the designated representative
authorized to act in this capacity.
B. g,--Empi-aymefit-Department Human Resources: The employee's assigned internal
human resources office. If there is no departmental human resources office, then it
refers to the department's assigned HR Liaison.
C. Discrimination: An-u-ntawful-employmant-practice under Fe ioh-gonerally
prohlb-its an employer from discharging, faiiing-er-r-efus.in-g-to-Nre, o nauria auain
1101VIOLI3 rniaensation,Different treatment in the terms,
conditions-or, and privileges of employment because of suc-han individual's Protected
Characteristic.
D. Em lo ee Relations: The Em lo ee Relations division of the Marico a Count Human
Resources Department located at 301 W. Jefferson Avenue, Suite 200, Phoenix,
Arizona 85003.
E. Harassment: Unwelcome sexual advances; requests for sexual favors and other
conduct of a sexual nature; or treatment of an individual based on a Protected
Characteristic that is not welcome, that is offensive, that interferes with work
effectiveness or that creates an intimidating, hostile, or offensive work environment. Not
all conduct that is unpleasant or upsetting constitutes harassment.
F. Protected Activity: An employee's good faith expressed opposition to an employer's
practice that they have a reasonable belief to be discrimination; such as, complaining of
alleged discrimination or harassment against oneself or another, or filing a charge of
discrimination. Protected Activity may also include exercising legal rights, such as
requesting a reasonable accommodation based on religion or disability, requesting
leave under the Family Medical Leave Act or filing a workers' compensation claim.
G. Protected Characteristic: All characteristics covered by applicable federal or state
laws including, but not limited to, race, gender, religion, color, religion, sex. national origin,
age, or disability-Em-ploymeRt discrimination includes harassmant becau-se-of-a
rekig-ion, sex, national origin, age or disability, pregnancy, veteran status, and genetic
information. For purposes of this definition, sexual orientation is also a Protected
Characteristic.
H. c. Retaliation: --eloyment practi o under Federal or State law in which an
ern-player subjectsSubjectin_g an employee to an adverse ern -p-ioym-enttreatment or adverse
action because the employee engaged in ao-adtkv4H4roteote
laws; e.g., filing a charge o • . •• • •• • • ual Employment-Cppo46wlty
Com-rniesion4t-h-e-Federal-agen
Protected Activity.
Linlawful—klaras-sment: An unlawful employment practice under Federal and State law in
R4=1-84-11-0-1-0 er-faiks to in4e-stgate, and eliminate conduct w-hich is :-..='o-sevsre and
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per-vas
environment based on race, color, rel
'Istitutes unwelcome
E.E1-61-E anaror oTner vernal or physical conduct of a
sexual nature or gender based nature when:
1. Submission to such conduot is made either explicitly or implicitly a term or condition
of an individual's employment;
2. Submi.sion to. or reiection of, such conduct by an individual is used as the- basis-for
errrn io 94,1 ividual; or
3. Such conduct is sufficiently severe-OF-pervasi
person of the same immutable characteristi
victim's employrn
d to as "Quid Pro Quo" and "Hostile
Envi-ron-mentSexual Harassment
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Maricopa County Subject: Workplace Professionalism: Number: HR2406
Policies and Procedures Avoiding Harassment and Discrimination Issue Date: 7/98
E. work-pi-ace: The plaee(s-)4n-vi,i-h-leh County services-aTe-provided and the places where
work rciated-astivities occur.
POLIC VIPLUYP NT-DISCRIMI-NAT4O-N-AN-D/O-R HARASSMENT
P---4\11arieapa-Co6i-h-ty-ad-heres to all-F-edera rehibiting-E-m-ploymeht-aieerirhinati on
and/er-Whlawful Harassme-ntand-therefore prohibits an.,-type-of-E-rn-ployment Dischmihation
and/or Unlawful Ha orkplace-
B. It is the-respe
IV. POLICY
Each employee, supervisor, manager, and department di-reotorAppointing
Authority/elected official tois responsible for actively promotepromoting the
establishment and maintenance of a professional Workplace within Maricopa
Cou-h-t-Afrfree4rorn-Empleyrnent-Discrimirlation-oh-d/or Unlawful Harassment.
A._c. r-Lth-l- • - • Iv4n-g-Ge-61-n-ty
employe erS, ftieipating in, or providing County services
sh 0 0 0 0 0 0 e-the individuals identified in the complaint and investigation section of this
19-roe-el:lure so that an immediate—workplace, free from discrimination, harassment and
retaliation. To that end, this Policy expressly prohibits anyone from engaging in any type
of harassment or discrimination, or any conduct that could rise to the level of harassment
or discrimination. Retaliation toward any complainant, witness, or other employee,
applicant or other individual complying with this Policy or involved in an investigation or
other-appropriate-aetion can bc taken quickly—F isor--er rnahager to take appropriate
aetion-may-bo- grounds for disciplinary-aotiehUnderiaken pursuant to this Policy is strictly
prohibited.
B. D. Supervisors and managers shall ensure that all employees are aware of this
dmIn 2tive_p_ersiapRei Proee44re and-the-c-eneep.uehees-ef-any-POliCV and the consequences of
violating this Policy. Failure by a supervisor or manager to report observed or known
harassment, discrimination, or retaliation is grounds for disciplinary action, up to and
including termination.
C. Determining whether specific conduct constitutes a violation of this Policy depends upon
the facts and the context in which the conduct occurs as well as the severity or frequency
of the conduct. Certain behaviors that do not fit the definition of discrimination,
harassment or retaliation under this Policy may be unprofessional and inappropriate in
the workplace and may also be prohibited by Policy HR2421, Professional Conduct
and/or other policies and procedures of the County or an employee's department that
govern professionalism in the workplace. Complaints not based on a Protected
Characteristic should be handled through Policy HR2405, Employee Workplace
Concerns.
D. The following are examples of conduct that could rise to the level of, or lead to
discrimination or harassment:
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Maricopa County Subject: Workplace Professionaiism: Number: HR2406
Policies and Procedures Avoiding Harassment and Discrimination Issue Date: 7/98
1. MAKING EMPLOYMENT DECISIONS such as hiring, promoting, disciplining, or
terminating based on an individual's Protected Characteristic.
2. OFFENSIVE or DEROGATORY COMMENTS directed toward a person on account
of their Protected Characteristic.
3. PHYSICAL CONDUCT such as deliberately impeding or blocking movement of
another; violating an individual's "personal space:" and unwelcome touching, patting,
pinching, or brushing parts of the body.
4. VISUAL (nonverbal) or GRAPHIC HARASSMENT such as derogatory or
suggestive photographs, calendars, graffiti, posters, cartoons or drawings: sexually
suggestive objects; making obscene gestures; leering; and drawing attention to
suggestive or pornographic materials.
5. JOKES or COMMENTS based on a Protected Characteristic, including jokes about:
• race or national origin;
• someone's gender;
• age;
• religion or religious practices or wardrobe:
• an individual's body, including jokes about a woman's body during pregnancy
• an individual with a disability; or
• jokes of a sexual nature
6. USING STEREOTYPES OR ASSUMPTIONS about people based on a Protected
Characteristic.
7. USING TECHNOLOGY such as Facebook, Twitter, texting, email, and voicemail to
generate, send or display material that is considered obscene, profane, intimidating,
threatening, defamatory or which identifies or refers to a Protected Characteristic in
derogatory or stereotypical terms. This includes material that is intended only as a
joke or for amusement purposes.
Discipline for violationsAs-par4 of this aware-Ress,& epiis Policy should
61-11-9314Fag • ••• - - teiald th G-14eciu red training programs
regar-diRg-E-FRp 40P-2144-U-n
E. E. Discip4is—for—violations of this prOGe444FC ShOLA—be -implemented -to- stop -any—Gum-ant
ErP,19-le a •• e • d/or Unlawfu-l—HafassmeFit, and—teand prevent sudria—be-haviorfrom
recu- ng,d i scrim inati o n , harassment, and retaliation. Depending upon the severity and
pervasiveness of the behavior, the Appointing Authority maywill determine that terminatiQR -is
the appropriate level of discipline. Unprofessional and discourteous behavior that does
not rise to the level of unlawful discrimination, harassment or retaliation may still result in
discipline, up to and including termination.
V. I-v. COMPLAINT AND INVESTIGATION PROCEDURES
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Maricopa County Subject: Workplace Professionalism: Number: HR2406
Policies and Procedures I Avoiding Harassment and Discrimination Issue Date: 7/98
A-n---er=n-pleyee, appl4cont, customer, citizen, or other—individua d—Em-ploymela4
IDscr-frnination-andlor Unlawful HararsmentAh employee is not required to directly confront the
individual believed to be engaging in the discriminatory harassing, or retaliatory
behavior towards him or her.t0Ward them. However, such-i-n-dividualseMployeeS may certainly
choose to advise the person exhibiting the unwanted behavior that the behavior is
inappropriate, unprofessional, or making them uncomfortable, and that they wish the
behavior to stop. if this approach is chosen---t wish to have a wit-ness-present, to
deou-mcnt the confren-tatian-d-t4e-behavior(s) that led to-the-Ganfrontation.
Employees.a-pOisants, CM-StOM-9CS, 6tizons, or others (herein after refer-red to as "complainants') who
feel they have been subjected to ample -- • •. " ndiscrimination, harassment,
and/or ti-nlavAii-klarasement-in-the-We4c-place retaliation, or who have witnessed what they
believe to be discrimination, harassment, or retaliation toward another, should -promptly
take -the -following -action(s):—(NOT-E-4—gamp-I-aot related to EmploymeRt-Disspimination
andlor-llawful-Haressw-en-t-s-ha-u-Id be handled-a-Rilaneepa-Geun-tya-Em-ployee Concerns Resolution
Program-l4 R2495-4
A. A. COMPLAINT PROCEDURE
is-made;
1. a—Employees are encouraged, but not required, to formalize their complaints in
writing so-than-using the Maricopa County Discrimination/Harassment/Retaliation
Complaint Form so that an investigation can begin promptly and be conducted
thar-040-1-y—based on the written information provided by the complainant.
Employees should provide any supporting information (e.g., e-mails, pictures,
voicemail messages) with their completed complaint form whenever possible.
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Maricopa County Subject: Workplace Professionalism: Number: HR2406
Policies and Procedures Avoiding Harassment and Discrimination Issue Date: 7/98
attached "Allegation of Empl
Harassment" form (Attachment B)-es-the vehicle to raise a complaint.
2. Upon completion, the form should be submitted immediately to one of the following:
the Appointing Authority or desig-nee±Ath 3 copy to the County's Director of Human
Resources Director) for review and investigatio - - - dlor
Employee Relations, Department Human Resources—Department staff, or any
combination of the above listed individuals and entities. Employees are always
free to inform the County's Director of Human Resources about possible
harassment, discrimination, and/or retaliation.
3. o—lf an em-pieye&semployee's complaint is made orally to one of the designated
individuals listed-i-n-the-next sestiont-is recommended that the person receiving the complaint
use the "Allegation of Employment Discrimination- and/or entities listed above, or 1.1-n4awful
1=1-areesPnenor-m—as a means to to their immediate supervisor or manager, the
person receiving the complaint should immediately document the information in
writing, employee's allegations. The Maricopa County Discrimination/Harassment
/Retaliation Complaint Form can be used to make a record of the employee's
allegations. It is also-recommended, but not necessary., that the employee making
the complaint be asked to review and sign the form upon its completion to confirm
the accuracy of the information. NOTE: Even —if —an —individual
complaining —about-- alleged •• - • • • _ " •• - discrimination, harassment
and/or Unlawful HarassmentretaliatiOn states that i,l-eish-ethey "just wan-tswant some
advice" or "doesn4don't want any action taken," the person receiving the complaint
should advise the complainant that he/she isthey are obligated to record the
information Ofl—the—formand inform the necessary individuals (for example, the
Appointing Authority and Employee Relations) so that the County can take
appropriate action.
2. To whom should a com-p-lai-n-t-be-m-ade;
In addition to, or in lieu of confronting an i-n-dividual directly, the complainant should
Discrimination and/or Unlawful Harassment, to one-of the following individuals:
a Immediate supervisor, if the supervisor is not involved in the alleged
incident(s), or
b. Next level of supervision or division head; or
C. Appointing Authority; or
d. Human Resources Director (oF-Glesig-nee),
3. Time limits for complaints:
Complaints generally must be brought within 30
n-andlor Unlawful Harassment occurred.
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Maricopa County Subject: Workplace Professionalism: Number: HR2406
Policies and Procedures Avoiding Harassment and Discrimination Issue Date: 7/98
4. B. Supervisors and managers exercise authority on behalf of the County and
must ensure that their workplace is free of discrimination, harassment and
retaliation. To that end, they must take each and every complaint seriously and
report any observed or learned violations of this Policy. Supervisors and
managers must notify the Appointing Authority, the County's Director of Human
Resources, Employee Relations or Department Human Resources of any
complaints received or any observed potential harassment, discrimination or
retaliation and forward any and all corresponding documentation. A copy of the
complaint must be provided to Employee Relations. Failure to follow this Policy
may lead to discipline, up to and including termination.
B. INVESTIGATION PROCEDURE,
Investigat-ion Process:
l a—Upon receipt of a complaint, a prompt and thorough investigation to the extent
appropriate will be conducted. Depending on the nature of the complaint, the
investigation may be conducted by the Human Resources—Departmen-tEMplOyee
Relations, designated individuals within the department of the complainant, or
through a joint effort between the complainant's department and Human
Resources.Employee Relations. Every effort will be made to attempt—to
fe-seiveaddress the problemcomplaint at the lowest possible level depending upon
the nature of the complaint.
SupeFvisors-,--ralanagcrc, and othcrc soPitng—i-n—lead roles must take
appropriate-action immediately to ensurc thot discrimiPator-y-or-h-aras-s-i-rig
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Maricopa County Subject: Workplace Professionalism: Number: HR2406
Policies and Procedures Avoiding Harassment and Discrimination Issue Date: 7/98
behavior, if it is occurring, is stoop
subject-to-discip-knary-aotion-for f
that-em-pioyees-are-notbjected to a di
env-iron-meaty
b. When Human Resources Department :
investigation proceQs, their role shall b fi-nding
process and to provide technical expertise, consultation and resources to the
Etelgalq4,11€4:1 aeGi-s+e-p eu-ar-e-i-Flu—a4ae-ed—EmployMent
Discrimination and/or Unla R4ao-e-e the-Appointing
Authority-afte consuirina - . •• . • 2. • e, e. artment-and/or-other
members-of-the-investigation team,
During the investigation process, the personEmplOyeeS who allegedly
engaged-in-the-clison-rninato - • ... • e have -an
opportunity to present his/her side of the story, normally following a review of
rnplainant and his/her witnec. es. In some
during the period of time nececzony to compl
with Pay as provided in the Employee Leave Plan, Section VIII.D.3.
2. c. Supervisors and managers should not relocate, reassign or transfer a compla-nant
who has filed a discrimination and/or harassment a complaint should not be
relocated, reassigned, or transferred under any circumstances, even if the
victimcornplainant requests the transfer, without first consulting with—the-14u-mar}
Resources DepartmentEmployee Relations or legal counsel. In some cases, the
Appointing Authority may choose to temporarily transfer or remove an employee
who is alleged to have engaged in discriminatory, harassing, or retaliatory
behavior from the workplace during the period of time necessary to complete the
investigation.
3. Every employee has an obligation to provide information or other assistance that
may be needed in order to ensure that a prompt, complete;a-R-d-faic-investigation can
be conducted and fair investigation is conducted. Failure of an employee to
cooperate in an investigation may lead to discipline, up to and including
termination. After the investigation, a verbal or written report will be provided by
the investigator(s) to the appropriate Appointing Authority who will decide the
appropriate action. The Appointing Authority may consult with the investigator(s)
and legal counsel prior to finalizing any decision,
Confidentiali-ty
C. CONFIDENTIALITY
Complaints -of—E-rn-pleyment Discrimination and/or Unlawful Hdral-x,R4eRt--under this Policy
will -be handled in a manner to ensure with confidentiality, to the greatest extent possible.
N-errnallypermitted by law. While the investigation is underway, a limited number of
individuals will be given any detailed-information regarding the complaint. ind-vidual-s-with
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Maricopa County Subject: Workplace Professionalism: Number: HR2406
Policies and Procedures Avoiding Harassment and Discrimination Issue Date: 7/98
a Reed-to-1,42E-9w which may include the Appointing Authority, County Human Resources,
Employee Relations, Department, Office of County Counsel, or Human Resources, legal
counsel, departmental staff members involved in the investigation process and/or
those members of management involved in the ultimateany disciplinary decision
following the investigation.
a. Investigative infor-Fnatien-ie-not shared with coworkers or others not deemed
Rooropri 3te Of V at-part of the investigation or disciplinary proce.s.
P--th-di-od-uaisEnnployees who are interviewed as part of an investigation arc
expected-taMUst keep the discussions confidential while the investigation is pending
and may be subject to disciplinary action-for-leaking, up to and including termination,
for revealing information.
ed in conjun-oti
may-al-so;in-se-eases,b
hearing resulting from disciplinary action, or as a ref-cm-outside-agency'
(e.g., the Equal Employment Opportunity Commission EEOC; or the
A4zona Civil Right • • tigati-onya
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Maricopa County Subject: Workplace Professionalism: Number: HR2406
Policies and Procedures Avoiding Harassment and Discrimination Issue Date: 7/98
3. Results of the Investigation-
As-stated-a bove,wh nvotved in
th-e-investigation process, their role shall be to give a,...istance in the fact finding
process and to provi c, C6YR
department-Gnoe-the-investigation proces is comp4
in-the investigation proce-,disciplinary records will Fn-e
Authority to summarize the findings of the-investigation; and to consult with the
Appointing Authority regarding-appropriate disciplinary action to stop any improper
conduct found, to eliml
individuals will be informed of the results of the investigati
of-the-ihi.lestigative-tearn-will-make-ev
the ver, specific disciplinary
e(s)-will-not-lac di closecl—NlateFias-be
maintained as-part-of-the investigatory progrecs will be treated as confidential to the
extent-permitted-by law.
Retaliation:
Retaliation toward any complainant, witness, or other employee, applicant or other
incliviclual(s)-if4ve
feel-th e ayment-Discrimination-andlor Unlawful
Harassment be free from retaliation for having corn 9 a corn nia ir
5. Additional Review:
inal results of the investigation, he/she may request in
iew-of-the-process by the Human Resources Director:
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Maricopa County Subject: Workplace Professionalism: Number: HR2406
Policies and Procedures Avoiding Harassment and Discrimination Issue Date: 7/98
ATTACHMENT-A
Below is a non inclusive list of behaviors, which, if allov%Led-to-oonti-n .1. ...e• - • e leyffi-e-Rt
Qi-SCFim-inatie • • e -• e e • 'b-i-te4h-e-Counttark, These
exa-m-ples have been provided as guidance for managers and sup EGar-C1-11113-ER admin
Personnel Procedure. As stated in the procedure, discriminatory and/pc-harassing behavior (inel-uding-but
not limited to the examples given below) will not be tolerated in the Wor e - • e e e - • GaSi-A-g-t0
engage in these behavio ecetve appropriate . C . OR,
_DISCRIunNA_Tas viPLE DEC ISIO NS such as making promotional, hiring decisions, RIF
selections, etc. based on inappropriate criteria/factors which are not job related, such-as-age,
disability, gender, etc. Taking disciplinary action-ae. • • e- • - • e •-• ant
in-a--discrimination complaint or investigation because of his/her participation. Romantic
relationships-b - e- ors/lead employees and their employees resulting in
erefer-ential treatment-
OFFENSIVE or DEROGATORY COM 40-14=1,414D-14414F-1-a
depicting individuals of-various-ages in a negative manner; harassing an employee for not
participating in holiday festi-vit' .th his/her own religious be-iiefs
or practices; rude or aeusiv
toward a person of the ame-g - •0 - 0 •- eefle e - • der, including foul language,
sexual innuendoes, derogatory or suggestive comments, rumors, slurs, "code-words' with sexual
meanings, sexual propositio Bou-E H-E143-€
insul4h-g-s equests for social interaction &Fe refused:
141—U-NWELCOME-RH-Y-SICAL CONDUCT including sexual assault; told g
parts-or-me-dook Ra-oeo-H4o-er-o-i-osk-ing-rneverrient of another; violation of an individual's "personal
space."
1V..VIS F:14411-.F4q All-gNT a aS-0-e-FO-Ga-1-0-F-V--of-5-14. 1aGesti-v-e-pictures,
posters, cartoons or drawings; or sexually suggestive obje laita-Krno- er-i-ng,
et),
V. JOKES related to an indi 14131.1-al-S relialon Or rewiious o or an inoiviouai s reunou
wardrobe; racial or national origin based jokes; making jokes about an inektidualls-age or abilitioz
rbal behaviors aimed at "making fun" of an individual-with-a
disability; demeaning jokes or stories based on so
nancy,and—jokes of a sexual nature.
VI. USING STEREOTYPES OR ASSUMPTIONS-about-peg-plc based on religion, race, color-national
LLISION/05 SIVIOT tJ rriplovment Discrimination and/or U
disability from work related activities; excluding On
werkokace activities.
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Maricona County Subject: Workplace Professionalism: Number: HR2406
Policies and Procedures Avoiding Harassment and Discrimination Issue Date: 7/98
ATTACHMENT
Maricopa the County
county's ADnand may be subject to disclosure under applicable Arizona and federal
law.
affise-(tb-506-8 acluire a masa noble accommodation or altomative format to complete this form.
TO:
A-p-pointing-A-u-thori Marieepa-CdEinty Human Resources Department
mnlovee's Denertmentl -I A e• F1-61-E
Pheen-ix, Arizona 85003
FROM- (Em-ployeeLs-Narne)
DAT •
S-U-BJE-GT4--ALLEG-A-T1 OVIVIENT DISCRIMINATION ANDIOR
(4-)--44-your-allegation i c based-OFI-E-F-11-plGyM-e a • _ CCI_CLID
indicate the type ofdiseri-m-inationTharassment you are alleging:
Age-Eaver-49) National Origin
Color Race
Disability (ADA) Religion
Gender Retaliation
Harassment (check one): Sexual; or Other (state type):
(2) Date theincident(s) b
(Note: Complaints filed more than 300 days after the date of the lact-insidentwill-be-f.eviewe 6a-S-E43-a
the-Human Resoucces DeparAmentto-determtne-what action will be taken.)
(3) What happened? P1 ace state thc facts, and include all relevant information such as:
chronology/timetable of t Clon_AraL.127d7 use DOCIMOD31 Dages if necessary.)
What specific incident of Employment Discrimination and/or Unlawful Harassment is being
alleged?
(c) Who was involved? Please include name(s), job title(s), and department(s)/employer(s),
person's name, title ancl-ele-paftcriellt,
(d) Were there any witnesses? Yes No
If "Yes," include name(s), job title(s), and department/employer:
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Policies(Mid PraelidAl the alleged incki gabial liWrassment and Discrimination Issue Date: 7/98
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Maricopa County Subject: Workplace Professionalism: Number: HR2406
Policies and Procedures Avoiding Harassment and Discrimination Issue Date: 7/98
c else about the alleged incident(s)? If so, pleas
title, and the date you told him/her.
Do you have acl-ditionahloourRentatien (notes, calendars, etc.)?
Yes Ne—lf-Y-esplease attaeh,
(4)—W4at-remed-y-arFe-yeu-req-u-esti-ng?
Employee's Signature: Date:
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If this form has been completed by someone other than the person filing this complaint, pl ace indicate
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Name: Department: Date
E-Friptey
Era-e-leyeels–Sig-riatufe . Date .
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Thank you for your time-and-effort-to complete this form completely. Maricopa County takes all allegations of
nahavrn-ent-0 Ertruination anon: CICLGLID Ft-e-a13<4V-E
romptly and thoroughly
LI-13-GE e• e •• e e ••-•
aser4rn4nation and/or Unlawfu-apass-ra Di-0MM IC on so.
For HR Use Only
Receive Date:
7/1/98 Page 13 of
Revised 10-22-01
Revised 01/02

Res-ewed by EmplGyrrer4t-S-&M-Ge€.kEna-1; ,loyee Programs: Pate: