Brianna, a municipal employee, reported workplace bullying and harassment to the city.

Three months passed without a response to her complaint, so Brianna again contacted the city for an update on the status of the complaint investigation. When Brianna did not hear anything further about the outcome of the investigation, she contacted the city once more. This time, she was told the city would not consider her complaint unless it was made in writing. Brianna submitted a written complaint. Then, exasperated, she also came to us.

Through investigation, we confirmed that Brianna was only told of the city’s written complaint policy around five months after her initial complaint. It appeared the internal written complaint policy was not well understood by the city employees.

In order to ensure employees understand complaints can only be investigated if submitted in writing, we asked the city to ensure written follow-up occurs with employees who phone-in workplace bullying, harassment or discrimination complaints. The city agreed to do so.

Next, we looked at Brianna’s complaint. By this time, the city had completed its investigation report. This report found that some of Brianna’s concerns were substantiated. The city informed Brianna of the outcome. Notably, the report referenced a previous human resources investigation by the city of a similar incident regarding the same person – it seemed Brianna was not the first to speak up. Yet when we asked to see the earlier investigation report, we were troubled to learn that no formal written report existed.

In response to our investigation the city agreed to prepare written reports following investigation of harassment, discrimination and bullying complaints made – in writing – by city employees.