Equal Employment Opportunity (EEO) Officer

EQUAL EMPLOYMENT OPPORTUNITY (EEO) OFFICER

The EEO Officer for the Cook County State’s Attorney’s Office (CCSAO) will receive and investigate internal complaints from CCSAO employees who believe they have been subjected to discrimination, harassment, retaliation, or workplace bullying either by employees within the CCSAO, or by non-CCSAO employees with whom they interact in the performance of their job duties.

EEO COMPLAINT AND INVESTIGATION PROCESS

1.      COMPLETE CCSAO EEO COMPLAINT FORM. If you believe that you have been subjected to a violation of the Cook County State’s Attorney’s Office’s EEO Policy, then you may file a complaint with the CCSAO EEO Officer. Complete the CCSAO EEO Complaint Form.  Use additional paper if necessary.  Include any documentation, such as emails, texts, or letters, you believe support your Complaint. Then submit this to the EEO Officer either via email at Donyelle.Gray@CookCountyIL.gov, or via mail (inter-office or U.S.) to: Donyelle L. Gray, EEO Officer; 69 W. Washington, Suite 3200; Chicago, IL 60602.

2.      EEO OFFICER REVIEW/ASSESSMENT OF COMPLAINT; CONTACT COMPLAINANT. Upon receipt of the Complaint, the EEO Officer will review the allegations and supporting documentation, if any. The EEO Officer will contact you to interview you about the allegations, obtaining either clarification or further information to ensure the EEO Officer fully understands the nature of your Complaint. 

3.      REFERRAL & SUMMARY CASE CLOSURE. If the EEO Officer determines the allegations raise matters outside of the EEO Officer’s jurisdiction, the EEO Officer will inform the employee in writing via issuance of a Notice of Case Closure. The Notice will briefly inform the employee of the reason for the EEO Officer’s determination.  The EEO Officer’s determination will be final.

4.      INTERVIEWING WITNESS(ES), RESPONDENT(S). If the EEO Officer determines that the allegations raise a matter with the jurisdiction of the EEO Officer, the EEO Officer will proceed to conduct additional interviews. First, the EEO Officer will interview witnesses, if any.  Next, the EEO Officer will interview the Respondent(s). The Respondent(s) will be notified in writing that they are the subject of an EEO investigation and that they are required to cooperate in CCSAO EEO investigations.  Respondent(s) who are bargaining-unit employees have the right to request to have a union representative present with them during the investigatory interview. Finally, if necessary, the EEO Officer may conduct a follow-up interview of the Complainant.

5.      EEO OFFICER REVIEW AND ASSESSMENT OF INTERVIEWS AND DOCUMENTARY EVIDENCE. Once all interviews are concluded, the EEO Officer will review the information gathered from the Complainant, witness(es), and the Respondent(s), along with any documentary evidence, and determine whether or not any or all of the allegations have been proven by a preponderance of evidence.  

6.      EEO OFFICER DETERMINATION. The EEO Officer will write an EEO INVESTIGATION SUMMARY REPORT & RECOMMENDATION (“Investigation Report”). The Investigation Report will state if the EEO Officer finds the Complaint is “Substantiated” or “Not Substantiated.” The Investigation Report will include the EEO Officer’s Factual Findings (the facts the EEO Officer finds to be proven true), and the EEO Officer’s analysis of the allegations. The EEO Officer will send the Investigation Report to the Chief of Staff.  

7.      CHIEF OF STAFF. Upon receipt of the Investigation Report, the Chief of Staff has the authority to carry out the action recommended by the EEO Officer, or to take some other action. The Chief of Staff will notify the EEO Officer of their decision. The Chief of Staff’s determination is final.

8.      NOTIFICATION OF FINAL OUTCOME. Upon receipt of the Chief of Staff’s final determination, the EEO Officer will then notify the Complainant and the Respondent in writing of the final outcome of the investigation. The Complainant will be informed whether or not the Complaint was “Substantiated” in whole or in part (and if in part, which allegations were substantiated, and which were not), and that appropriate action will be taken. Employee privacy laws preclude the CCSAO from telling the Complainant the exact nature of the disciplinary action taken. If “Substantiated,” the Respondent will be informed of the outcome and the disciplinary action that will be taken.  If the Complaint is “Not Substantiated” in its entirety, both parties will be so informed in writing.

9.      AVAILABILITY OF THE INVESTIGATION FILE FOR INSPECTION BY COMPLAINANT AND RESPONDENT. The EEO Investigation File shall be kept confidential to the extent possible and permissible by law. To maintain confidentiality, the EEO Officer may limit the distribution of the Investigation Report and the Investigation File. If the EEO investigation results in a determination of “Substantiated,” either in part or in whole, upon written request to the EEO Officer, the Respondent(s) shall be provided a copy of the Investigation Report.