If you are a City employee, applicant, intern, volunteer, or contractor filing a discrimination complaint with the City, DHR EEO follows a defined process for reviewing your allegation(s).
#1: Employee Files a Complaint
Submit a complaint to DHR EEO or your department detailing the following information:
- Name and Pronoun
- Preferred contact information
- Job title and department
- Issue and basis for your complaint
- Date of alleged discriminatory, harassing, or retaliatory conduct
- Any witnesses to the alleged conduct
- Documentation to support your complaint
#2: DHR EEO Conduct Intake Interview
Once DHR EEO receives notification of your complaint, you will be contacted by a DHR EEO investigator within 10 days of receipt of the complaint. Additional information is generally needed to understand or clarify the allegations after you submit your complaint. An investigator will contact you for an intake interview to get clarifying information. Investigators serve as neutral factfinders and do not represent you or your department. The purpose of the intake interview is to determine whether the information requires further investigation or if your complaint should be administratively closed. You may have a representative present during the intake interview.
See below for the Intake Interview Checklist and the What to Expect When Filing an EEO Complaint form. These forms provide an overview of the EEO complaint and investigation process, including the objective of the complaint process, what to expect during the complaint process, and the types of questions you might be asked during an intake interview.
#3: DHR EEO Reviews Scope of Complaint
A DHR EEO investigator will contact you after completing an evaluation of the allegations. If it is determined that there will not be an investigation, the investigator will contact you via telephone and send you a letter letting you know why the complaint will be closed. Your Department Head will generally be copied on this administrative closure letter. If it is determined there will be an investigation, the investigator will notify you and summarize the allegations that will be investigated. The investigator will notify your department of the allegations and ask for a response. Any person accused of discriminatory conduct will be notified of your allegations and given the opportunity to respond. The investigation may include witness interviews, site inspections, as well as review of relevant materials.
#4: DHR EEO Provides Results of Investigation
DHR EEO’s goal is to issue a final determination letter to you within 180 days of receiving your complaint. DHR EEO’s ability to meet this goal will depend on the assigned investigator’s caseload, and other factors, such as the complexity of the matter and availability of witnesses.
The City’s Human Resources Director is responsible for the review and resolution of all EEO complaints, excluding those made by employees of the San Francisco Municipal Transportation Agency (SFMTA). The SFMTA Director is responsible for the review and resolution of EEO complaints made by SFMTA employees. At the conclusion of the investigation, either the Human Resources Director or SFMTA Director will make a determination on the findings.
If the investigation establishes that you have been subjected to conduct in violation of the City’s or SFMTA’s EEO Policy, you may be entitled to a remedy.
You may be contacted by DHR EEO prior to issuance of the final determination letter if a violation of the City’s or SFMTA’s EEO policies have occurred.
You have the right to appeal the determination of the Human Resources Director or the SFMTA Director to the Civil Service Commission within thirty (30) calendar days of the notification from the Human Resources Director or SFMTA Director: https://sfgov.org/civilservice/ .
For more information on submitting a complaint to DHR EEO, visit the File a Discrimination, Harassment, Retaliation Complaint page.