Equal Employment Opportunity Office

Duties

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.

Policy

It is the policy of The City of Dothan to ensure affirmative action in providing equal employment opportunities to individuals without regard to race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age, disability or genetic information. Discrimination, harassment, or retaliation against a person because an individual complained about discrimination, filed a charge of discrimination, participated in an employment discrimination or harassment investigation, or lawsuit is prohibited.

In the implementation of this policy, The City of Dothan will, among other appropriate actions:

• Recruit, test, select, hire, train and promote qualified personnel in all job classifications without regard to race, color, religion, sex, national origin, age, or disability.
• Base employment decisions as to further ensure the principle of equal employment opportunity by imposing only valid, job-content requirements, in the selection of new hires and in promoting employees.
• It is the announced policy that all personnel actions, such as compensation, disciplinary actions, fringe benefits, training, social or recreational programs, and other City programs will be administered without regard to race, color, religion, sex, national origin, age, creed, or disability.
• Periodic analysis, at least every twelve months, will be made by the Personnel Department to insure 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