(A)   The Affirmative Action Officer and the Director shall develop a procedure allowing city employees to make complaints concerning the failure of a department or appointing authority to meet its obligations under this subchapter. The complaints may also include allegations of retaliation against an employee because he or she attempted to enforce rights provided by this subchapter or any law or regulation protecting that person’s rights to equal employment opportunity, gave assistance or information to the Affirmative Action Officer or the Director or in any other manner sought to further the goals and purposes of the Affirmative Action Plan.
   (B)   This complaint procedure shall not be in denigration of any existing or subsequent right or procedure created by law, regulation, judicial interpretation or collective bargaining agreement in existence.
   (C)   If the Affirmative Action Officer finds that a department head or appointing authority has failed to meet his or her obligations under the Affirmative Action Plan or that a paid employee has been subjected to retaliation as described in § 37.28(A), he or she shall take immediate action to remedy the situation, including, but not limited to making a recommendation that the offending person be disciplined or discharged.
   (D)   The Affirmative Action Officer shall develop and institute a procedure by which any city employee may discuss the Affirmative Action Plan with his or her department head or the Affirmative Action Officer or propose ideas or recommendations for the attainment of Equal Employment Opportunity. These procedures shall be in writing and a copy shall be provided to each current and newly hired city employee. No person shall be penalized or retaliated against in any way because he or she utilized that procedure or because of his or her comments to the department head or Affirmative Action Officer.
(1985 Code, § 22-9-3-1(d))  (Ord. 16-1980, passed 9-2-1980)