TEXAS DEPARTMENT OF CRIMINAL JUSTICE

Report Workplace Concerns

The Texas Department of Criminal Justice (TDCJ) Human Resources (HR) Division is committed to maintaining a positive work environment by providing employees with accessible avenues to report workplace concerns and seek appropriate resolutions.

Employees may report workplace concerns through the Intake Process or submit a formal grievance through the Employee Grievance Process. Depending on the nature of the concern, complaints/grievances are reviewed and addressed in accordance with established agency policies.

How to Submit a Complaint or Grievance

Employees may submit a complaint or a grievance using the applicable form:

• EEO Complaint Form: For reporting workplace concerns, including discrimination, harassment, retaliation, or other work-related misconduct. Complaints are initially reviewed by Intake to determine the appropriate course of action.
• Employee Grievance Form: For formally addressing employment-related matters between employees and supervisors.

For questions or assistance regarding either process, employees may contact HR using the following information:

Telephone: (936) 437-4240
Hours: Monday-Friday, 8:00 a.m.-5:00 p.m.
E-mail: HR.Intake@tdcj.texas.gov
Mailing Address:
TDCJ Human Resources Headquarters
2 Financial Plaza, Suite 600
Huntsville, TX 77340

Reporting Serious Safety Concerns

To ensure the safety and security of agency employees, timely reporting of a potentially serious act is encouraged. Management staff must notify Intake immediately when they become aware of a suicidal employee and/or an employee who has threatened to harm others, whether on duty or off duty, regardless of how the information is received. It is the agency's position that the most effective means of handling a potentially serious act is through prompt reporting and intervention by staff trained to stabilize the situation and get the individual the help they need.

Understanding the Intake and Employee Grievance Process

Intake

Depending on the nature of the complaint, allegations are reviewed and addressed in accordance with established policies:

• PD-21, "Anti-discrimination in the Workplace" for EEO-related complaints.
• PD-22, "General Rules of Conduct and Disciplinary Action Guidelines for Employees" for non-EEO complaints.

The Intake team receives, processes, and directs all work-related complaints for appropriate resolution. An intake officer serves as the initial point of contact, reviewing complaints to determine whether the allegation warrants an Equal Employment Opportunity (EEO) investigation or should be referred for non-EEO resolution.

Equal Employment Opportunity (EEO)

EEO investigators are responsible for investigating claims of harassment or discrimination based on race, color, religion, sex, including sexual harassment, national origin, age, disability, genetic information, pregnancy, and all other protected characteristics under state and federal laws, including but not limited to those identified in PD-21. If a case meets the criteria for assignment to fact-finding, an EEO investigator becomes the employee's primary point of contact regarding the investigation.

Employee Grievance Process

The Employee Grievance Process is designed to address employment-related matters between employees and/or supervisors. The process offers a way to resolve issues in a constructive and timely manner, which will enhance a more favorable and effective working environment.

Employees may submit a grievance in accordance with PD-30, "Employee Grievance Process." Once a grievance has been accepted, a Grievance Analyst serves as the employee's primary point of contact for questions regarding their accepted grievance. Employees may contact their respective HR specialists for general questions regarding submission procedures, timelines, and other process-related matters.