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Conducted by the U.S. DEPARTMENT OF LABOR, Office of the Assistant Secretary for Administration and Management, CIVIL RIGHS CENTER Handling Discrimination.

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Presentation on theme: "Conducted by the U.S. DEPARTMENT OF LABOR, Office of the Assistant Secretary for Administration and Management, CIVIL RIGHS CENTER Handling Discrimination."— Presentation transcript:

1 Conducted by the U.S. DEPARTMENT OF LABOR, Office of the Assistant Secretary for Administration and Management, CIVIL RIGHS CENTER Handling Discrimination Complaints: Determining Timeliness, Jurisdiction & Authority WIA SCSEP TRADE VETS MSFW

2 Conducted by the U.S. DEPARTMENT OF LABOR, Office of the Assistant Secretary for Administration and Management, CIVIL RIGHS CENTER Learning Objectives Explain the requirements for the initial handling of discrimination complaints. Explore some of the underlying issues related to making decisions on the initial disposition of discrimination complaints.

3 Conducted by the U.S. DEPARTMENT OF LABOR, Office of the Assistant Secretary for Administration and Management, CIVIL RIGHS CENTER

4 Laws Applicable to USDOL Financial Assistance Recipients Retaliation/intimidation/ reprisal All of the above laws Race, color, nat’l origin, sex, religion, disability, political affiliation or belief, age, and for (beneficiaries only citizenship or participation in any WIA Title I program or activity Section 188 of the Workforce Investment Act Any ageAge Discrimination Act of 1975 SexTitle IX, Education Amendments Act of 1972 Disability Americans with Disabilities Act DisabilitySection Rehabilitation Act Race, color, nat’l originTitle VI - Civil Rights Act of 1964

5 Conducted by the U.S. DEPARTMENT OF LABOR, Office of the Assistant Secretary for Administration and Management, CIVIL RIGHS CENTER 29 CFR Part 37Section 188 of the Workforce Investment Act 29 CFR Part 35Age Discrimination Act of CFR Part 25Title IX - Education Amendments Act of CFR Part 35Americans with Disabilities Act 29 CFR Part 32Section Rehabilitation Act 29 CFR Part 31Title VI - Civil Rights Act of 1964 Regulations Applicable to USDOL Financial Assistance Recipients

6 Conducted by the U.S. DEPARTMENT OF LABOR, Office of the Assistant Secretary for Administration and Management, CIVIL RIGHS CENTER

7 Determining Timeliness Complaints alleging discrimination, to be timely, must be filed within 180 days of the alleged discrimination.

8 Conducted by the U.S. DEPARTMENT OF LABOR, Office of the Assistant Secretary for Administration and Management, CIVIL RIGHS CENTER Determining Timeliness Date Complaint Filed Date of Alleged Discrimination Days

9 Conducted by the U.S. DEPARTMENT OF LABOR, Office of the Assistant Secretary for Administration and Management, CIVIL RIGHS CENTER Extending the 180 Day Filing Period Only the Director of the Civil Rights Center has the authority to extend the 180 day time frame. Extensions are only granted for “good cause.”

10 Conducted by the U.S. DEPARTMENT OF LABOR, Office of the Assistant Secretary for Administration and Management, CIVIL RIGHS CENTER Activity: Determining TimelinessPurpose:  Use scenarios as an exercise in applying the 180 day timeframe.Task: You are a member of a Complaint Intake Unit. You have been asked to review letters of compliant to determine whether the complaints were timely filed. You will be asked to share your conclusion with the workshop. Time: Time: 15 minutes

11 Conducted by the U.S. DEPARTMENT OF LABOR, Office of the Assistant Secretary for Administration and Management, CIVIL RIGHS CENTER Timeliness 1.Complainant filed beyond the 180 day period. Is the complaint timely? Why or why not?

12 Conducted by the U.S. DEPARTMENT OF LABOR, Office of the Assistant Secretary for Administration and Management, CIVIL RIGHS CENTER Timeliness 2.Complaint was received 182 days after date of alleged discrimination. Is the complaint timely? Why or why not?

13 Conducted by the U.S. DEPARTMENT OF LABOR, Office of the Assistant Secretary for Administration and Management, CIVIL RIGHS CENTER Timeliness 3.Complainant filed within 180 days based on the last date of alleged discrimination and the complaint goes back three years. Is the complaint timely? Why or why not?

14 Conducted by the U.S. DEPARTMENT OF LABOR, Office of the Assistant Secretary for Administration and Management, CIVIL RIGHS CENTER

15 Determining Jurisdiction & Authority The complaint should meet the following basic criteria: It must allege discrimination on a basis prohibited by one of the statutes enforced. It must allege that discrimination is occurring in a program or activity that receives Federal financial assistance from your agency. The issue/subject matter addressed by the complaint must be covered by one or more of the statutes enforced.

16 Conducted by the U.S. DEPARTMENT OF LABOR, Office of the Assistant Secretary for Administration and Management, CIVIL RIGHS CENTER Determining Jurisdiction & Authority For purposes of WIA, One-Stop partners, as defined in section 121(b) of WIA, are treated as ‘‘recipients,’’ and are subject to the nondiscrimination and equal opportunity requirements of this part, to the extent that they participate in the One-Stop delivery system. See 37.4 for the definition of “recipient.”

17 Conducted by the U.S. DEPARTMENT OF LABOR, Office of the Assistant Secretary for Administration and Management, CIVIL RIGHS CENTER Activity: Determining Jurisdiction and Authority Purpose:  Use scenarios as an exercise in applying regulatory requirements to determine jurisdiction and authority.Task: You are a member of a Complaint Intake Unit. You have been asked to review letters of complaints to determine whether the recipient has jurisdiction and authority. –Decide whether the complaint is covered under Section 188 of WIA and why. –You will be asked to share your conclusions with the workshop. Time: Time: 20 minutes

18 Conducted by the U.S. DEPARTMENT OF LABOR, Office of the Assistant Secretary for Administration and Management, CIVIL RIGHS CENTER Authority 1.Complainant alleges nepotism. Does the recipient have authority in this matter? Why or why not?

19 Conducted by the U.S. DEPARTMENT OF LABOR, Office of the Assistant Secretary for Administration and Management, CIVIL RIGHS CENTER Authority 2.Complainant alleges pre-selection. Does the recipient have authority in this matter? Why or why not?

20 Conducted by the U.S. DEPARTMENT OF LABOR, Office of the Assistant Secretary for Administration and Management, CIVIL RIGHS CENTER Authority 3.Complaint alleges discrimination because s/he is not a voter. Does the recipient have authority in this matter? Why or why not?

21 Conducted by the U.S. DEPARTMENT OF LABOR, Office of the Assistant Secretary for Administration and Management, CIVIL RIGHS CENTER 1.A 1-Stop Center staff person alleges sexual harassment by a person that delivers to the 1-Stop Center. Does the recipient have jurisdiction over this matter? Why or why not? Jurisdiction

22 Conducted by the U.S. DEPARTMENT OF LABOR, Office of the Assistant Secretary for Administration and Management, CIVIL RIGHS CENTER Jurisdiction 2.Complainant alleges discrimination in a program receiving financial assistance from another Federal agency that is in the 1-Stop System. Does the recipient have jurisdiction over this matter? Why or why not?

23 Conducted by the U.S. DEPARTMENT OF LABOR, Office of the Assistant Secretary for Administration and Management, CIVIL RIGHS CENTER Jurisdiction 3.Complainant alleges discrimination against an employer to whom the complainant was referred to by the 1-Stop Center. Does the recipient have jurisdiction over this matter? Why or why not?

24 Conducted by the U.S. DEPARTMENT OF LABOR, Office of the Assistant Secretary for Administration and Management, CIVIL RIGHS CENTER Any Questions?


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