Who may file a complaint?
Anyone covered under the policy may report what they believe to be an act of harassment based on disability, race, creed, color, sex, sexual orientation, religion, age forty and older, national origin, military status, genetic information or ancestry.
Who is covered under the policy?
- Members of the General Assembly
- Legislative Employees
- Aides and Interns
- Third Parties - Members of the media, lobbyists, and members of the general public who have business at the state capitol or who are doing business with legislative services agencies, the Senate, or the House
How do I file a complaint?
- Contact the Legislative Human Resources Administrator or your Contact Person. See “Who do I contact?” for the names of assigned Contact Persons.
- Submit a complaint in writing or verbally.
- The complaint must describe the incident(s) specifically, including how it impacted the work environment.
Who do I contact?
The HR Administrator is:
Office 303-866-2145, Cell 303-532-5631
If you are a Legislative Council staff employee (including volunteers), you can contact:
- Matt Becker or Natalie Mullis (in the Capitol)
- Kate Watkins or Manish Jani (in the Legislative Services Building)
If you are an Office of Legislative Legal Services staff employee you can contact:
- Jerry Barry or Jennifer Gilroy
If you are a Joint Budget Committee staff employee you can contact:
- John Ziegler or Carolyn Kampman
If you are an Office of the State Auditor employee you can contact:
- Dianne Ray or Ben FitzSimons
If you are a Senate employee (including aides, interns, and Senate volunteers) you can contact:
- Effie Ameen or Max Majors
If you are a House of Representatives employee (including aides, interns, and House volunteers) you can contact:
- Marilyn Eddins or Robin Jones
If you are a legislator or a third party (including members of the media, lobbyists, and individuals performing business at the Capitol) you can contact:
- Senate President Kevin Grantham or Senator Beth Martinez Humenik
- House Speaker Crisanta Duran or Representative Alec Garnett
Additionally, if you are an intern/aide/volunteer who is receiving college credit for your service, you may also contact your University’s Title IX Office if you have concerns regarding gender discrimination, including sexual harassment, exploitation, abuse, assault, and stalking.
What happens after I file a complaint?
If your concern appears to fall under the policy:
- The Contact Person will investigate your concerns or will hire an outside investigator to conduct an investigation.
- The investigation will include talking to you about the details, talking to the accused, and talking to any witnesses who may have relevant, firsthand knowledge of the situation. It may also include reviewing written documents such as emails, text messages, notes, etc.
- At the conclusion of the investigation, the Contact Person will attempt to resolve the situation based on all of the facts.
Possible resolutions for staff, aides, interns, and volunteers who are accused include mediation, re-assignment, and various disciplinary actions, up to and including separation.
If the Contact Person determines that a member of the General Assembly has violated the policy, the Contact Person must provide the results of the investigation to the leadership of the appropriate body who must then handle the disciplinary action, if any.
- The HR Administrator may assist with and/or facilitate any or all of the complaint process.
If your concerns do not appear to fall under the policy, every effort will be made to help clarify and facilitate which other avenues may be available so that your concern is heard and addressed appropriately.
The General Assembly seeks to be prompt and thorough in addressing all concerns. As every situation is unique, every reported concern is addressed individually, based on the circumstances. Because of this there is no set timeline or framework to encompass all concerns.
Am I protected from retaliation if I file a complaint?
Yes. The General Assembly prohibits retaliation against individuals who file complaints or who participate in the complaint process. Retaliatory action is regarded as a basis for a separate complaint under the Workplace Harassment Policy. If you believe that you have been retaliated against for filing a complaint of harassment, or for participating in the complaint process, please contact Human Resources or your Contact Person.
Will my report be confidential?
It depends. Complaints of harassment are treated with the greatest degree of confidentiality possible. Under the Workplace Harassment Policy, any records of sexual harassment complaints and investigations are not subject to public inspection. You should know that a copy of the complaint is typically provided to the accused, however, and a final investigatory report may be provided to House/Senate leadership so that they can take appropriate action based on the findings. The complainant and the accused may also receive a copy of the investigatory report.
The General Assembly encourages all parties in an investigation to keep sensitive material private and discourages involved parties from talking about the investigation to help maintain privacy.
Some informal resolutions could be available to you confidentially, such as speaking to or offering training to an entire department rather than just one individual. Human Resources or your Contact Person can help clarify what informal options may be available to you, given the specific circumstances of your concern.