- PURPOSE
The purpose of this Policy Statement is to communicate the position of
the Department of Labor, Licensing and Regulation ("DLLR")
with regard to discrimination in employment and in the delivery,
provision of and access to any DLLR service, program, resource or
opportunity. This policy prohibits all forms of unlawful
discrimination, including sexual harassment, within the Department
of Labor, Licensing and Regulation.
- POLICY
- All programs, policies, procedures and activities conducted by and
through this Department, its employees, contractors and
subcontractors shall be conducted without regard to age, ancestry,
color, creed, citizenship (where applicable), genetic information/testing, marital status, mental
or physical disability, political affiliation, belief or opinion
(where applicable), national origin, race, religious affiliation,
belief or opinion, sex, (except where age, sex, or disability
involves a bonafide occupational qualification), sexual orientation
(where applicable) or status as a participant in Workforce
Investment Act (WIA) funded programs (where applicable).
- The Office of Fair Practices (OFP) will review and
monitor various employment matters and personnel activities (such as new hires,
job assignments, reclassifications, transfers, promotions,
demotions, terminations and requests for accommodations) to ensure the equitable
consideration of all qualified applicants and requests, and where
necessary, the Department will initiate appropriate corrective
measures.
- Any DLLR employee who is aware of or who is subject to discrimination through
policy, practice or employee action of this Department should
notify the appropriate supervisor, Equal Opportunity Designee or
Liaison or the Office of Fair Practices.
- The Department will take swift and
appropriate disciplinary action(s), up to and including
termination, against any employee found to have discriminated or
retaliated against, harassed or intimidated another employee,
applicant for employment, beneficiary or other client. The
Department will also take appropriate disciplinary action(s)
against any employee found to have interfered in any way with
the creation and maintenance of a fair working environment.
- Any DLLR employee, applicant for employment, beneficiary or other client
who believes that he/she has been subjected to unlawful discrimination prohibited
by this policy or by law may file a complaint of discrimination with
appropriate State and Federal enforcement agencies and the
Department’s Office of Fair Practices (Jennifer
Dashiell Reed, Director) and/or may file a grievance with the
Office of Personnel Services. Retaliation against or
interference with individuals filing a complaint or participating in
an investigation is also strictly prohibited. DLLR's procedures for investigating
complaints alleging unlawful discrimination may be found on the OFP
web page and on the DLLR Intranet on the Policies and Forms
page. Copies may also be obtained from the Office
of Fair Practices.
- RESPONSIBILITY
- Administrators and managers shall disseminate this policy to all persons under
their authority and shall conspicuously post copies in offices and
client, claimant and participant waiting areas.
- Management at every level will be held accountable for: upholding and carrying
out the provisions of this policy; for
maintaining a work atmosphere free of discrimination; and for
utilizing every opportunity to achieve DLLR’s affirmative action
objectives.
- The Office of Fair Practices has the primary
responsibility for assuring compliance with this and all DLLR policies relating to equal
opportunity, affirmative action and non-discrimination. Call any staff member for assistance.
The Office of Fair Practices is located at:
1100 North Eutaw Street, Room 214
Baltimore, Maryland 21201
Telephone: (410) 230-6319
TTY: (410) 225-7039
e-mail:
oeope@dllr.state.md.us
- EFFECTIVE DATE: March 1, 2007
This policy replaces previous Non-Discrimination Policy Statements of
the Department of Labor, Licensing and Regulation and will remain
in effect until further notice.
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