The Department of Human Resources Equal Employment Office (DHR EEO) only has jurisdiction to investigate complaints of civil rights violations based on one of the issues highlighted in the table below. If your complaint is unrelated to a civil rights violation—such as governmental ethics or financial wrongdoing, workplace violence, or interpersonal conflict —DHR EEO is unable to investigate it.

  • If your complaint is related to the misuse of City funds, improper activities by City officers and employees, deficiencies in the quality and delivery of government services, or wasteful and inefficient City government practices, you may direct your complaint to the Office of the Controller’s Whistleblower Program .
  • Other non-whistleblower or non-civil rights complaints, including workplace violence or interpersonal conflict, may be directed to your home department’s personnel office.

One way to determine if DHR EEO may have jurisdiction to process your complaint is if your alleged experiences fit into the following framework using the issues and bases highlighted in the text boxes below:

I believe that I experienced (insert issue) due to my (insert basis).

Who can file a complaint?

  • Current City employees
  • City Job Applicants
  • City Interns
  • City Volunteers
  • City Contractors

What factors can form the basis of a complaint?

  • Sex, gender, gender identity, or gender expression
  • Race, color, national origin, ethnicity, or ancestry
  • Age
  • Religion
  • Disability-physical or mental
  • Medical condition or genetic information
  • Retaliation
  • Sexual orientation
  • Military or veteran status
  • Height or Weight
  • Marital or domestic partner status
  • Parental status
  • Political affiliation
  • Creed

What common issues does DHR EEO investigate?

  • Denial of employment, promotion, training, or reasonable accomodation
  • Termination
  • Disciplinary Action
  • Sexual harassment or harassment
  • Work Assignment
  • Compensation

Complaints of discrimination must be filed within 180 calendar days of the date the alleged discriminatory action took place, or the date the employee would have first become aware of the discriminatory action.

Retaliation against any employee or applicant who reports, files a complaint of, or otherwise opposes conduct they reasonably believe to be discrimination, harassment, or retaliation, or assists in the investigation of a complaint, is also prohibited.