UNLAWFUL EMPLOYMENT DISCRIMINATION, HARASSMENT OR RETALIATION BY CITY COUNCIL MEMBERS, THE CITY MANAGER, THE CITY ATTORNEY OR THE CITY CLERK

Reno Administrative Code tit. 2, ch. 2.24, art. I

in effect

Reno Administrative Code § 2.24.010 Definitions.

Sec. 2.24.010. - Definitions. The following words and phrases, when used in this article shall have the meanings respectively ascribed to them: City officer means the mayor, a city council member, the city manager, the city attorney or the city clerk. Harassment means unwanted and unwelcome words, deeds, actions, gestures, symbols, or behaviors at the workplace or at employer-sponsored events based on an employee's race, sex (including pregnancy), gender (including gender nonconformity and status as a transgender or transsexual individual), religion, creed, national origin, ancestry, age, physical or mental disability, citizenship, genetic information, past, present or prospective service in the uniformed services, or any other characteristic protected under applicable federal, state, or local law. Forms of harassment include, without limitation: (1) Verbal (for example, epithets, derogatory statements, slurs, derogatory comments or jokes). (2) Physical (for example, assault or inappropriate physical contact). (3) Visual (for example, displaying derogatory posters, cartoons, drawings or making derogatory gestures). (4) Online (for example, derogatory statements or sexually suggestive postings in any social media platform including Facebook, Twitter, Instagram, Snapchat, etc.). Sexual harassment means any harassment based on someone's sex or gender. It includes harassment that is not sexual in nature (for example, offensive remarks about an individual's sex or gender), as well as any unwelcome sexual advances or requests for sexual favors or any other conduct of a sexual nature, when any of the following is true: (1) Submission to the advance, request or conduct is made either explicitly or implicitly a term or condition of employment. (2) Submission to or rejection of the advance, request or conduct is used as a basis for employment decisions. (3) Such advances, requests or conduct have the purpose or effect of substantially or unreasonably interfering with an employee's work performance by creating an intimidating, hostile or offensive work environment. (Ord. No. 6475, § 1, 7-18-18)

Reno Administrative Code § 2.24.020 Policy.

Sec. 2.24.020. - Policy. It is hereby declared to be the public policy of the City of Reno: The city strictly prohibits and does not tolerate unlawful employment discrimination, harassment or retaliation against employees or any other covered persons because of race, religion, creed, national origin, ancestry, sex (including pregnancy), gender (including gender nonconformity and status as a transgender or transsexual individual), age, physical or mental disability, citizenship, genetic information, past, current or prospective service in the uniformed services, or any other characteristic protected under applicable federal, state, or local law. The city is committed to enforcing this policy against all forms of unlawful employment discrimination, harassment and retaliation. However, the effectiveness of city efforts depends largely on employees or covered persons notifying the proper authorities about inappropriate or unlawful workplace conduct. If an employee or covered person feels that he, she or someone else may have been subjected to conduct that violates this policy, it should be reported immediately. If employees or covered persons do not report unlawful conduct, the City of Reno may not become aware of a possible violation of this policy and may not be able to take appropriate corrective action. (Ord. No. 6475, § 1, 7-18-18)

Reno Administrative Code § 2.24.030 Complaint procedure.

Sec. 2.24.030. - Complaint procedure. (a) Except as otherwise provided by law, if an employee or covered person is subjected to any conduct by a city officer that they believe violates section 2.24.020 or witnesses any such conduct, the employee or covered person should promptly contact the director of human resources, ideally within ten days of the offending conduct. If a response is not received within five days after reporting an incident of perceived harassment, the complainant should immediately contact the city manager or the city attorney, as appropriate. These individuals will ensure that a prompt investigation is conducted. (b) Although not mandatory to use, a complaint form is available at the human resources department to make a complaint. Employees or covered persons may also use the published city employee tip line or the electronic tip submission form to make a complaint. Any oral or written complaint should be candid, truthful, and as detailed as possible, including the names of all individuals involved and any witnesses. Any manager or supervisor who observes a city officer engage in unlawful employment discrimination, harassment or retaliation must report the conduct to the director of human resources so that an investigation can be made and corrective action taken, if appropriate. (c) Upon receiving the complaint, the director of human resources will notify the mayor or city manager, as applicable, and consult with the city attorney or special counsel, as appropriate and/or required. The mayor may place the city manager or city clerk on paid administrative leave for the duration of an investigation. The investigative team, as determined appropriate by the circumstances, will promptly inform the city council of the complaint and the plan for the investigation, ideally within ten days. The city council shall be regularly apprised of the status of the investigation. (d) The director of human resources will ensure that a prompt and thorough investigation is conducted. The city will directly and thoroughly investigate the facts and circumstances of all claims of unlawful employment discrimination, harassment or retaliation. At a minimum, the final investigative report will contain: (i) a summary of the issues raised; (ii) the relevant facts; (iii) the methodology used to conduct the investigation; (iv) the scope of the investigation; (v) applicable law and city policies; (vi) its findings; and (vii) any recommendations, if applicable and appropriate. (e) Upon completion, the final investigative report shall be provided to city council. (f) If the allegations are not confirmed by the investigator, the director of human resources will follow up with the city officer named in the complaint to inform him or her that the allegations have not been confirmed. The director of human resources will provide the city officer with a copy of the written policies, remind the city officer that the city takes allegations of unlawful discrimination, harassment and retaliation seriously, and stress that any retaliation against the complaining employee will not be tolerated. (g) If the allegations are confirmed by the investigator, the city council may be asked to assess its options, determine the range of available corrective measures and impose appropriate discipline. The director of human resources will document all disciplinary and corrective measures taken. (h) The director of human resources will notify the complaining employee that the city investigated the allegations, reached a conclusion and took required action, as appropriate. (Ord. No. 6475, § 1, 7-18-18)

Reno Administrative Code § 2.24.040 Special counsel.

Sec. 2.24.040. - Special counsel. The mayor or the city manager shall have the ability to request, and the city council may authorize the mayor or the city manager on the behalf of the city council to employ special counsel to perform the civil duties of the city attorney under this article on an as-needed basis pursuant to Reno City Charter, article III, § 3.070. The mayor or the city manager shall have the ability to request, and the city council may authorize the city attorney to employ special counsel to perform the civil duties of the city attorney under this article on an as-needed basis pursuant to NRS 41.0344. (Ord. No. 6475, § 1, 7-18-18)

Reno Administrative Code § 2.24.050 Confidentiality.

Sec. 2.24.050. - Confidentiality. City officers and employees are requested to cooperate fully in any investigation and use their best judgment and discretion when discussing the investigation with others. The investigative team for the City of Reno will work to maintain confidentiality to the extent possible throughout any investigation; however, complete confidentiality cannot be guaranteed. Any information revealed during the course of an investigation will be provided to individuals identified as those who have a need to know. (Ord. No. 6475, § 1, 7-18-18)

Reno Administrative Code § 2.24.060 Retaliation prohibited.

Sec. 2.24.060. - Retaliation prohibited. (a) The City of Reno expressly prohibits any form of discipline, reprisal, intimidation or retaliation for good faith reporting of incidents of unlawful employment discrimination or harassment of any kind, pursuing any unlawful employment discrimination harassment claim of any kind or cooperating in related investigations. Any retaliatory conduct of any kind should be reported to the director of human resources. (b) If false testimony is provided intentionally or in bad faith by an employee or covered person in connection with any investigation, the employee or covered person may be subjected to discipline, up to and including termination. (Ord. No. 6475, § 1, 7-18-18)

Reno Administrative Code § 2.24.070 Violations of policy.

Sec. 2.24.070. - Violations of policy. (a) If as a result of the investigation the city council determines that the city manager or city clerk subjected an employee or covered person to unlawful employment discrimination, harassment or retaliation in violation of this policy, the city manager or city clerk will be subject to discipline, up to and including termination of employment. (b) If as a result of the investigation the city council determines that the mayor, a city council member, or city attorney subjected an employee or covered person to unlawful employment discrimination, harassment or retaliation in violation of this policy, the mayor, city council member, or city attorney will be subject to discipline, up to and including removal from office pursuant to NRS 283.440 (removal from office other than by impeachment or accusation), and Reno City Charter, Article III, 3.150. (Ord. No. 6475, § 1, 7-18-18)

Reno Administrative Code § 2.24.080 Administration.

Sec. 2.24.080. - Administration. The human resources department is responsible for the administration of this policy. If an employee or covered person has any questions regarding this policy or questions about unlawful employment discrimination, harassment or retaliation that are not addressed in this policy, they should contact the human resources department or the city attorney's office. (Ord. No. 6475, § 1, 7-18-18)

Source: City of Reno, Nevada, Administrative Code, City Charter and Annexation and Land Development Code (Municode Library, library.municode.com)URL: https://library.municode.com/nv/reno/codes/administrative_code?nodeId=PT2READCO_TIT2AD_CH2.24GOIMUNAC_ARTIUNEMDIHARECOMEMAATCLFetched: 11/1/2026