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Frequently Asked Questions

Frequently Asked Questions

 

The CDHS Center for Equal Opportunity and Risk Management has compiled some of the most frequently asked questions that the Center receives.

 

What do we investigate?

 

The Center for Equal Opportunity and Risk Management will investigate complaints of discrimination, sexual harassment, and retaliation.

 

 

What are the steps I may take to protect myself?

 

If you do not feel physically threatened or intimidated, you may inform the person whose conduct you believe to be discriminatory, offensive, or harassing of that fact, in a courteous manner, and request that he/she stop the conduct.

 

If you have a court action or restraining order against someone, or are experiencing domestic difficulties where you feel that the other party may harass you at work, inform your supervisor. In all cases, advise your supervisor or his/her supervisor of problems involving offensive conducts immediately.

 

 

How do I file a complaint?

 

You may file a complaint in writing. Fill out the Employee Discrimination Complaint form or Client Discrimination Complaint Form and fax the form to (303) 866-7108.

 

 

What if I want to file an anonymous complaint?

 

Filing an anonymous written complaint makes it very difficult to investigate. Our goal is to determine the facts and to ultimately give the appointing authority enough information to solve the problem. Complainants are protected by law from retaliation.

 

 

What is the typical procedure after I have filed a complaint?

 

Your complaint will be assigned to an investigator who will make an assessment of the complaint and will then contact you as quickly as possible. You will then be notified of the next steps including investigation procedures and time frames.

 

 

What is sexual harassment?

 

Sexual harassment can involve an employee being pressured to submit to unwelcome sexual advances or requests for sexual favors in exchange for retaining or gaining certain job opportunities or terms or conditions of employment. Sexual harassment also can involve an employee being confronted with unwelcome sexual conduct that is so pervasive or severe as to interfere with the employee's job performance or to create a hostile or offensive working environment.

 

 

When is it considered a hostile work environment?

 

Hostile work environment applies in cases where the hostile work environment is a result of discrimination or harassment based upon race, national origin, creed, color, sex, age, or religion. Hostile work environment does not apply by itself; it is a byproduct of discrimination or harassment of a protected class.

 

If you are feeling physically threatened or intimidated, it may be a case of workplace violence.

 

 

What steps should I take if I am a victim of or witness to discrimination of a protected class, workplace violence, or sexual harassment?

 

Report the alleged act immediately to your supervisor or to the Center for Equal Opportunity and Risk Management or both.

 

 

What is retaliation?

 

If an individual is being intimidated, threatened, or has been subject to disciplinary action against them for disclosing information, making a charge, testifying, assisting, or participating in any manner, in an investigation, proceeding, or hearing which asserts charges under the Civil Rights Act of 1964, as amended.

 

 

What are my supervisor's responsibilities if I lodge a complaint of discrimination or sexual harassment with them?

 

Your supervisor has the responsibility to notify the Center for Equal Opportunity and Risk Management if he/she has any knowledge of such behavior. Failure to notify may result in a corrective or disciplinary action.

 

 

What about confidentiality?

 

The Center for Equal Opportunity and Risk Management attempts to keep interviews as confidential as possible. The party accused has a right to know who has made the complaint and what the complaint is about. All other information gathered through the investigation will be kept confidential unless a party, such as the appointing authority, has a legitimate business reason to know.