Equal employment opportunity act 197211/29/2023 ![]() In an action brought by a complaining party under the powers, remedies, and procedures set forth in section 706 or 717 of the Civil Rights Act of 1964 (as provided in section 107(a) of the Americans with Disabilities Act of 1990 (42 U.S.C. 1981), the complaining party may recover compensatory and punitive damages as allowed in subsection (b), in addition to any relief authorized by section 706(g) of the Civil Rights Act of 1964, from the respondent. 2000e-2 or 2000e-3), and provided that the complaining party cannot recover under section 1977 of the Revised Statutes (42 U.S.C. 2000e-5) against a respondent who engaged in unlawful intentional discrimination (not an employment practice that is unlawful because of its disparate impact) prohibited under section 703, 704, or 717 of the Act (42 U.S.C. In an action brought by a complaining party under section 706 or 717 of the Civil Rights Act of 1964 (42 U.S.C. ![]() DAMAGES IN CASES OF INTENTIONAL DISCRIMINATION IN EMPLOYMENT. The Revised Statutes are amended by inserting after section 1977 (42 U.S.C. The EEO Coordinators are liaisons to the County's Equal Employment Officer and act as a resource for employees in their respective departments.TITLE I - FEDERAL CIVIL RIGHTS REMEDIES DAMAGES IN CASES OF INTENTIONAL DISCRIMINATION Coordinators report directly to Department Heads and assist and advise them in carrying out the Equal Employment Programs objectives. Equal Employment Office CoordinatorsĪll County Departments have Equal Employment Opportunity Coordinators who are appointed by Department Heads. ![]() The EEO Officer ensures that the work environment is free from discrimination and/or harassment and advises individuals and departments about perceived, existing and potential discrimination, harassment, retaliation and other potential policy violations through consultations and formal investigations. The EEO Officer monitors and evaluates compliance with EEO laws, guidelines, and policies to ensure that our employment practices and contracting arrangements give equal opportunity to all without regard to race, religion, color, national origin, sex, age, disability or any other protected group. The Equal Employment Opportunity Officer is directly responsible for the development, coordination, implementation and evaluation of the Contra Costa County Equal Employment Opportunity Plan. The Office of County Administrator, the Human Resources Department and all departments of County government are proactive in making equal employment opportunity a reality throughout the County workforce. ![]() Aggressive outreach efforts are made to attract and assist members of protected groups to qualify for employment and promotion. ![]() The policy of the County is to identify and remove artificial barriers to employment and promotion of members of protected groups which are consistent with the merit system. The County provides equal employment opportunities to all people in all aspects of employer/employee relations without discrimination. One way we achieve this objective is to select, develop and promote applicants and employees based on individual ability and job performance. The objective of the EEO Program is for the County's workforce (employees) to reflect the diversity of the County's labor force (Contra Costa County residents), which is based on the 2010 Census data. The County's Equal Employment Opportunity programs were established in 1972 and include a review of the hiring progress in each department, updates on the County's Advisory Council and provide employee assistance, consistent with the County's policy on equal employment opportunity. Contra Costa County (the County) is committed to Equal Employment Opportunity (EEO) programs. ![]()
0 Comments
Leave a Reply.AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |