Equal Employment Opportunity
(EEO) Program
EEO Policy statement
The County of Imperial prohibits discrimination in the provision of employment opportunities, to create discriminatory work conditions; or to use discriminatory evaluative standards in employment if the basis of that discriminatory treatment is, in whole or in part, to any protected characteristic recognized by state, federal, and local anti-discrimination laws covering employment.
The County of Imperial prohibits harassment based on any one or more of the protected characteristics listed in our policy. As used in this policy, “harassment” means disrespectful or unprofessional conduct that is not welcomed by the person being harassed and is based solely or in part on one or
more of the protected characteristics listed in our policy.
The County of Imperial prohibits sexual harassment, as used in this policy, “sexual harassment” means harassment based on sex (including pregnancy, childbirth, breastfeeding, or related medical conditions), gender, gender identity, gender expression, or sexual orientation. In addition, sexual
harassment may include situations that began as a consensual dating or sexual relationship but later became a relationship that was not welcomed by one of the people involved.
The County of Imperial prohibits retaliation, our policy extends to all forms of adverse employment action or an action that materially affects the terms and conditions of the applicant’s or employee’s employment status specifically for engaging in activity protected under this policy or retaliates against a person who opposes, reports, or assists another person to oppose unlawful discrimination or harassment, including filing a complaint.
Employee Rights & Protections
Civil Rights Act of 1964
Title VII prohibits employment discrimination based on race, color, religion, sex (including pregnancy, sexual orientation and gender identity) and national origin.
Americans with Disabilities Act of 1990
Prohibits discrimination against individuals with disabilities in employment, public transportation, governmental services, and public accommodations. Amended in 2009 to make changes on definition on the term “disability”.
Age Discrimination in Employment Act of 1967
Protects applicants and employees 40 years of age or older from employment discrimination based on age. It prohibits age-based bias in hiring, firing, promotions, compensations, and training.
Reporting & Complaint Process
How to file a complaint?
File a complain with Speakfully
Confidentiality assurance
To the extent possible the EEO Office will endeavor to keep the reporting of the applicant or employee’s concern confidential; however complete confidentiality cannot be guaranteed when it interferes with the County’s ability to fulfill its obligations under this policy, applicable law, and any court order. Individuals covered under this policy are required to cooperate fully with any
investigation. This includes, but is not limited to, maintaining an appropriate level of discretion regarding the investigation and disclosing any and all information that may be pertinent to the investigation.
Steps in the investigation process
Upon receipt of a complaint, the EEO office shall evaluate the allegations on an individual basis and take into consideration all the facts and circumstances pertaining thereto. For allegations found to be within the jurisdiction of this policy, the EEO office
shall investigate, conciliate, resolve, and make appropriate recommendations to County Counsel and the department head to ensure the situation is remedied.
A confidential investigative report will be prepared by the EEO Office or their designee and reviewed by the legal advisor. A confidential executive summary of the investigation will be prepared by the EEO Office and reviewed by the legal advisor. The applicable department head and County Counsel shall be provided with a summary of findings and recommendations. The complainant and Respondent of the alleged conduct will be provided by the EEO Office, a notice of determination which will only specify if the allegations were sustained or not sustained on the basis of EEO policy violation.
What employees can expect during the process?
Complaints will be:
- Acknowledged to in a timely manner,
- Kept confidential to the extent possible,
- Investigated impartially by qualified personnel,
- Documented and tracked for reasonable progress; and
- Completed in a timely manner.
Reasonable Accommodations
To comply with applicable laws ensuring equal employment opportunities to qualified individuals with a disability, the County will endeavor to make
reasonable accommodations for the known or perceived physical or mental limitations of an otherwise qualified individual with a disability who is an
applicant or an employee unless:
- Undue Hardship to the County would result.
- Even with reasonable accommodation, the employee/applicant would be unable to perform the essential job duty without engaging his/her own health or safety or the health or safety of others.
- Individuals with disabilities.
- Religious accommodations.
- Pregnancy Disability and related conditions.
- Providing leave for medical care
- Harassment Prevention for California Employees.
- Harassment Prevention for California Supervisors.
- Diversity, equity, inclusion programs.
Additional Resources
Civil Rights Department
Equal Employment Opportunity Commission