Complaint procedure.

Reno Administrative Code § 2.24.030

in effect

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)

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_ARTIUNEMDIHARECOMEMAATCL_S2.24.030COPRFetched: 11/1/2026