The supervisor who first receives the EEO complaint will:
1- Initiate the complaint disciplinary process and obtain a log number for all employment discrimination complaints
2-Call COPA to report the complaint. Inform the COPA call-taker that the subject complaint is an EEO complaint;
3 Record the log number assigned to the matter by the COPA call-taker on the Initiation Report — Chicago Police Department (CPD 44.100), which is submitted to COPA.
4.Submit a photocopy of this To-From-Subject Report to the Legal Affairs Division, directed to the attention of the EEO Officer; and
5. For when an EEO complaint is anonymous, notify COPA that the log number should not be converted into a CR number until the identity of the person initiating the complaint is ascertained.
No provision of this Equal Employment Opportunity directive shall be construed to prevent any Department member from seeking legal remedy OUTSIDE the Department.
-Equal Employment Opportunity Commission (EEOC
-Illinois Department of Human Rights (IDHR),
-Chicago Commission on Human Relations (CCHR)
-Cook County Commission on Human Rights (CCCHR)
What is the first responsibility of an immediate supervisor when a member requests an accommodation?
Submit a To-From-Subject report before the end of their tour of duty directly to the Disability Liaison.
What information must be included in the To-From-Subject report in regards to the Accommodation policy?
- Name of member requesting accommodation
- Star number (for sworn members) and employee number
- Nature of the requested accommodation
- Date and time of the request.
Who must the immediate supervisor do after submitting the To-From-Subject report for a reasonable accommodation ?
The Disability Liaison telephonically.
What is the immediate supervisor required to maintain regarding the accommodation request?
Confidentiality.
What form must the immediate supervisor provide to the member requesting accommodation?
City of Chicago Reasonable Accommodation Request Form.
What instruction must the immediate supervisor give to the Department member regarding the accommodation form?
Complete and return the form as soon as possible.
What must the immediate supervisor do in response to requests from the Disability Liaison or the City of Chicago Department of Human Resources Disability Officer?
Respond promptly to requests for information concerning the accommodation request.
Advance completion of the Lactation Accommodation Request (CPD-62.147) may not be possible, then..
Unit commanding officers and supervisors will work collaboratively with Department members to ensure that lactation accommodations are provided upon request. This may include temporary solutions until long-term accommodations are made.
What is the next step after discussing the matter with the supervisor or exempt member during an informal resolution?
Attempt to resolve the matter prior to initiating the prescribed formal grievance procedure
This step emphasizes the importance of informal resolution.
What triggers a Complaint Register (CR) investigation?
An oral notification alleging adverse impact to the employee due to various protected statuses
Protected statuses include race, color, gender, age, religion, national origin, marital status, sexual orientation, and handicap status.
Who must command members contact to ensure conformity to standards?
Management Labor Affairs Section (MLAS)
This contact is essential for adherence to procedural obligations.
What should Department members refer to when informal means of resolution fail?
The grieving member’s collective bargaining agreement or the relevant sections of the directive for non-bargaining unit groups
This outlines the procedures for escalating grievances.
What form do all other sworn members complete for a grievance?
PB&PA Member’s Grievance Report form (CPD-11.706)
This form is designated for non-FOP sworn members.
What do other non-sworn bargaining unit members complete for a grievance?
The standard grievance form appropriate for their bargaining unit
This ensures that all members follow the correct procedures for their specific unit.
What happens if the breath alcohol level is within the threshold determined by the collective bargaining agreement?
The member will be relieved from duty without compensation until the next duty day and will submit to drug and alcohol testing prior to return to duty.
What is the outcome if the return-to-duty test reveals an alcohol level of .00?
The affected member may return to duty and will not be subject to discipline based on the initial test result.
How often will an affected member be selected for random drug and alcohol testing after the initial test?
During the six-month period following the date of the initial test, the member will be selected from an eligibility pool of similarly situated members.
What happens if the return-to-duty test or any test within six months reveals any presence of alcohol?
The affected member will be relieved from duty without compensation until ordered to return, and the matter will be referred to the Bureau of Internal Affairs.
What is the consequence of a breath alcohol level equal to or greater than the threshold?
The affected member will be relieved from duty without compensation until ordered to return, and the matter will be referred to the Bureau of Internal Affairs.
What consideration might the Bureau of Internal Affairs take if discipline is recommended?
They may hold the discipline in abeyance in exchange for the member agreeing to participate in a rehabilitation program and remaining drug and alcohol free for a defined period (last chance agreement)
What can an affected member who is relieved from duty without compensation utilize during the unpaid period of absence per the Random Drug and Alcohol Policy?
They may utilize accrued elective time.
What type of examination must the affected sworn Department member undergo regarding the shaving policy
An examination conducted by a board-certified dermatologist
