Chapter 3 – Personnel, Training, and Employee Relations

31010.9.1 The Local Intervention Process

• It is CDCRCalifornia Department of Corrections and Rehabilitation’s policy to resolve a complaint of discrimination, harassment, or retaliation at the lowest level. If an employee reasonably believes that an EEOEqual Employment Opportunity Office (see Office of Internal Affairs) policy violation has occurred, they shall report the alleged misconduct. An employee should file a complaint in writing using the CDCRCalifornia Department of Corrections and Rehabilitation Form 693, Discrimination Complaint form, which can be obtained from the local Assistant EEOEqual Employment Opportunity Office (see Office of Internal Affairs) Coordinator, EEOEqual Employment Opportunity Office (see Office of Internal Affairs) Coordinator, the OCROffice of Civil Rights (see OIA), or the CDCRCalifornia Department of Corrections and Rehabilitation Intranet and Internet websites. An employee shall be allowed a reasonable amount of state time to report a complaint to their supervisor, an EEOEqual Employment Opportunity Office (see Office of Internal Affairs) Counselor, the local EEOEqual Employment Opportunity Office (see Office of Internal Affairs) Coordinator, Assistant EEOEqual Employment Opportunity Office (see Office of Internal Affairs) Coordinator, or any other CDCRCalifornia Department of Corrections and Rehabilitation manager or supervisor. The individual to whom the violation has been reported shall take immediate and appropriate action to assist the employee in reporting the complaint, including submission of a written report to the Assistant EEOEqual Employment Opportunity Office (see Office of Internal Affairs) Coordinator or EEOEqual Employment Opportunity Office (see Office of Internal Affairs) Coordinator in the case of a verbal complaint, and preventing further violation(s) of this policy.

• A discrimination complaint alleging a violation of the CDCRCalifornia Department of Corrections and Rehabilitation EEOEqual Employment Opportunity Office (see Office of Internal Affairs) policy shall be forwarded to the Assistant EEOEqual Employment Opportunity Office (see Office of Internal Affairs) Coordinator or EEOEqual Employment Opportunity Office (see Office of Internal Affairs) Coordinator within 24 hours. The Assistant EEOEqual Employment Opportunity Office (see Office of Internal Affairs) Coordinator or EEOEqual Employment Opportunity Office (see Office of Internal Affairs) Coordinator may assign an EEOEqual Employment Opportunity Office (see Office of Internal Affairs) Counselor to conduct a LIP interview with the complainant. After the Assistant EEOEqual Employment Opportunity Office (see Office of Internal Affairs) Coordinator or EEOEqual Employment Opportunity Office (see Office of Internal Affairs) Coordinator receives the documents from the assigned EEOEqual Employment Opportunity Office (see Office of Internal Affairs) Counselor, the Assistant EEOEqual Employment Opportunity Office (see Office of Internal Affairs) Coordinator or EEOEqual Employment Opportunity Office (see Office of Internal Affairs) Coordinator shall forward the complaint and all associated documents to OCROffice of Civil Rights (see OIA) for further review and analysis. The OCROffice of Civil Rights (see OIA) shall then forward any complaints where potential EEOEqual Employment Opportunity Office (see Office of Internal Affairs) policy violations or general misconduct are found to the local hiring authority for determination of the appropriate course of action. The hiring authority shall forward allegations to OIAOffice of Internal Affairs via CDCRCalifornia Department of Corrections and Rehabilitation Form 989, Internal Affairs Investigation Request, when a reasonable belief of misconduct occurred and the alleged misconduct, if proven true, would result in adverse action, as determined by the hiring authority. The hiring authority shall forward the complaint disposition in cases where EEOEqual Employment Opportunity Office (see Office of Internal Affairs) policy violations may have been found to OCROffice of Civil Rights (see OIA) within 30 days of receipt of the hiring authority referral.