DES wants to hear from you!
We are improving our website and want to know how it can better serve you. Take this survey to make des.wa.gov more useful.
Harassment, Discrimination, or Retaliation Complaint Process
We are committed to promoting an inclusive, respectful and safe culture. Because of this, we will respond to all complaints related to harassment, discrimination, and retaliation. To help make sure this happens, we have put in place a complaint reporting process to make sure protection and relief is available from any form of discrimination or sexual harassment. No complaint is too small if it means an employee doesn’t feel emotionally or physically safe in the workplace
About the complaint reporting process
This complaint process supports and is used together with these agency polices:
- Affirmative Action and Equal Opportunity Policy
- Diversity, Equity, and Inclusion Policy
- Discrimination and Harassment Prevention Policy
- Reasonable Accommodation Policy
- Respectful Workplace Policy
There are occasions that must inform employees that we are under a legal obligation to respond to allegations of behaviors covered by this policy. We are committed to responding because we want to promote an inclusive, respectful and safe culture.
Who can file a complaint?
Anyone who works, volunteers, interns, or does contracting work for the small agency can report or file a complaint. If you are a represented employee, this process will not conflict with a formal grievance process. Please refer to the appropriate bargaining agreement regarding complaints and grievances.
Should I submit a complaint?
A complaint is an expression of dissatisfaction, discontent, or unhappiness with an action, decision, or omission within the control or responsibility of the agency and includes an unresolvable problem or dispute. Use this process if the issue cannot be resolved informally at the supervisor level or falls into one of the categories below, a complaint should be submitted.
Use this process for:
- Unlawful discrimination (racial, sexual orientation, disability, religious, age, etc.)
- Personal harassment (inappropriate comments, offensive jokes, intimidation, ostracizing behavior, etc.)
- Physical harassment (hostile behavior, intimidation by destruction of property, direct threats, etc.)
- Sexual harassment
- Quid pro quo sexual harassment
- Third-party harassment (an individual outside of the organization)
- Bullying
- Cyberbullying
- Retaliation
We encourage everyone to raise issues that are of concern as soon as possible. We follow a transparent, fair, and timely process for addressing complaints and problems so that:
- Everyone involved is treated equally and fairly.
- That no one who reports a complaint is penalized or disadvantaged.
- Information will only be disclosed as appropriate for the circumstance.
How do I submit a complaint?
Complaints may be made in writing or verbally. Depending on the situation and your level of comfort, you can report the issue directly to your supervisor for resolution or schedule a conversation with your assigned HR Business Partner (HRBP).
We encourage you to use the Personnel Incident form when making a written complaint. If you choose to submit a complaint form to a trusted supervisor, manager, member of the leadership team, or to your HRBP, follow the directions on the form.
What happens once HR receives my complaint?
The assigned HRBP will review your complaint to determine next steps based on the issue described in the complaint. In all situations, we will make sure you are kept informed of the status of your complaint. Depending on the situation, you may be asked to submit any supporting information for your complaint.