The City of Philadelphia is committed to providing a diverse, inclusive, safe workplace free from discrimination, sexual harassment, intimidation, or retaliation. The City strives to provide a work environment that promotes respect and that prohibits all forms of work-related harassment, including sexual harassment.
The City considers the following to be protected categories under the City’s anti-harassment and discrimination policies: race, ethnicity, color, sex, sexual orientation, gender identity, religion, national origin, ancestry, age, disability, marital status, source of income, familial status, genetic information, or domestic or sexual violence victim status.
File a complaint if:
- You believe you have experienced or witnessed unwelcome sexually harassing behavior by a City employee.
- You are a City employee and you believe you have experienced or witnessed unwelcome sexually harassing behavior at the workplace.
- You believe you have witnessed or experienced discriminatory behavior or harassment on the basis of protected class status by a City employee.
If your complaint is against an employee of the School District of Philadelphia, the Philadelphia Parking Authority or SEPTA, please contact those agencies directly.
To enable a thorough investigation of Equal Employment Opportunity (EEO) or sexual harassment complaints, an online form has been created to collect information. Use this form to provide as much detail as possible about your complaint. Incomplete information may lead to an incomplete investigation.
After you submit a complaint:
- It will be forwarded to the Department of Labor’s Employee Relations Unit (ERU).
- The assigned investigator will contact you soon after that to discuss your complaint.
Investigating and resolving complaints
- Once it has been determined who should investigate the matter, an investigator will be assigned. This investigator will try to get statements from all participants and witnesses of the alleged incident.
- The investigator will determine if there is evidence to support the charge.
- At the close of an investigation, a letter of findings will be provided to the person who filed the complaint, the person the complaint was filed against, and the Appointing Authority.
- If the charge is upheld, the Appointing Authority will, after review and consultation with the ERU, determine an appropriate level of discipline for the person the complaint was filed against.
- If a charge is upheld that results in discipline, documentation will be placed in the personnel file of the person the complaint was filed against.