Equal Employment Opportunity Office
The Equal Employment Opportunity (EEO) Officer coordinates employee relations /activities between the city manager's office and the city workforce, especially minorities, females, disabled persons, and other under-represented groups.
It is the policy of the City of Dothan to insure affirmative action in providing equal employment opportunities without regard to race, creed, religion, color, sex, age, disabilities, or national origin, except where age or sex is a bona fide occupational qualification.
In the implementation of this policy (PDF), the City of Dothan will among other appropriate actions:
- Recruit, test, select, hire, train, and promote personnel in all job classifications without regard to race, creed, religion, color, sex, age, disability, or national origin, except where age or sex is a bona fide occupational qualification
- Base employment decisions as to further ensure the principle of equal employment opportunity by imposing only valid and job-oriented requirements for promotional opportunities
- It is the announced policy that personnel actions, such as compensation, fringe benefits, promotional training, social or recreational programs will be administered without regard to race, color, sex religion, age, creed, disability, or national origin
- Periodic analysis, at least every 12 months, will be made by the personnel department to ensure that personnel actions are in accord with the aims and stated objective of this program
Federal Equal Employment Opportunity (EEO) Laws
The federal laws prohibiting job discrimination are:
- Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination based on race, color, religion, sex, or national origin
- The Equal Pay Act of 1963 (EPA) which protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination
- The Age Discrimination in Employment Act of 1967 (ADEA) which protects individuals who are 40 years of age or older
- Title I and Title V of the Americans with Disabilities Act of 1990 (ADA) which prohibit employment discrimination against qualified individuals with disabilities in the private sector and in state and local governments
- Sections 501 and 505 of the Rehabilitation Act of 1973 which prohibit discrimination against qualified individuals with disabilities who work in the federal government
- The Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discrimination