About EEO:
What You May Not Know
City of New York
Department of Citywide Administrative Services
This booklet was written to help you to learn all about EEO
EEO = Equal Employment Opportunity
What the City's EEO Policy covers
What your EEO rights and responsibilities are
Where you can get information and help
3
“I am strongly committed to having a
municipal workforce that reflects the
diversity and talent of our City’s population.
Everybody matters, and we will work as
one City serving the needs of our dynamic
and diverse communities. Our City does not
belong to any individual or set of individuals. It belongs to all the
people. It is a City that lifts the floor for those struggling day to
day and offers every New Yorker a fair shot.”
Bill de Blasio
Mayor
“Our municipal workforce is focused on public
service to all of our great communities. Every City
employee is entitled to work in an environment
where she/he feels valued, respected and has the
opportunity to develop professionally. DCAS will
serve as a leading source of guidance to agencies
regarding inclusive and equitable employment
practices. The diversity of our many dynamic communities serves
as a rich talent pool. This diversity will inspire our human
resources policy and administration of the civil service system to
enhance our mission of equitable and inclusive public service.”
Lisette Camilo
Commissioner
Department of Citywide Administrative Services
4
“Differences are to be valued not just
tolerated. Compliance, alone, is a required
action, not a value. The City of New York
values all our employees - they are our
greatest asset.”
R. Fenimore Fisher
Chief Citywide Diversity and Equal Employment
Opportunity Officer
5
Table of Contents
Page
What is EEO all about? 6
Diversity and Inclusion 6
New York City’s EEO Policy 7
Protected Categories 8-10
Examples of Violations of EEO Policy 11-12
Sexual Harassment 13-14
Reasonable Accommodations 15-20
The EEO Complaint Process 23-28
External Resources 29-31
How can I find out more about EEO? 32
6
What is EEO all about?
Equal opportunity exists when all
employees and applicants for
employment, regardless of their race,
gender, national origin, religion, etc., are
given an equal opportunity to succeed in
the workplace. This means that all
decisions and actions that impact
recruitment, testing, selection, hiring, work assignments, salary
and benefits, accommodations, working conditions, performance
evaluations, promotions, training opportunities, career
development, transfers, discipline and termination must be made
without discrimination.
Diversity &
Inclusion
In addition to our commitment
to providing equal opportunity
we are committed to valuing
diversity and maintaining an
inclusive work environment
for all New York City
employees. It is through the
inclusion of our diversity of
thought, experience, culture,
and background that we do our
best work.
7
New York City’s EEO Policy
The City of New York is an equal
opportunity employer and prohibits
discriminatory employment actions
against City employees and applicants
for employment based on actual or
perceived race, color, national origin,
alienage or citizenship status, religion or creed, gender, and all
other protected categories.
The City's EEO Policy provides a process for employees and
applicants for employment to complain about discrimination and
also protects them from retaliation when they make EEO
complaints or cooperate in EEO investigations. To learn more
about the City's EEO Policy, contact an EEO representative at your
agency or visit the DCAS website or your agency’s intranet site.
If you are subjected to unwelcome conduct, you may complain
regardless of whether the harasser is a manager, supervisor, co-
worker, client, customer, consultant, vendor, or other person who
is not a City employee. You may complain about harassment if you
are a manager or supervisor, a Work Experience Program (“WEP”)
participant, an intern (paid or unpaid), or if someone other than
yourself is the target of the offensive conduct.
The City's EEO Policy was created to provide equal opportunity
for all employees and applicants for employment by ensuring that
all workplaces in City agencies are free of discrimination,
including harassment, based on any of the protected categories
listed on the next page.
8
Protected Categories
Under the City’s EEO Policy
New York City employees are protected from discrimination
based on any of the following categories, whether perceived
or actual:
Age: persons age 18 or older.
Alienage or Citizenship Status: the citizenship of any person or
immigration status of any person who is not a citizen or national
of the United States. Employers are required by law, however, to
verify the identity and work eligibility of employees. Moreover,
citizenship is a lawful requirement for certain jobs (such as Police
Officer).
Color: frequently viewed synonymously with race, discrimination
based on color may occur because of a preference for, or aversion
to, a particular skin color and may occur within the same racial
group based on body pigmentation.
Creed or Religion: includes all aspects of religious observance,
practice and belief, including moral or ethical beliefs as to what is
right and wrong which are sincerely held with the strength of
traditional religious views.
Disability: any physical, medical, mental, or psychological
impairment, or a history or record of such impairment, whether
perceived or actual. Pregnancy may also be considered to be a
temporary disability if there are medical conditions arising from
the pregnancy or childbirth.
9
Gender (or Sex): gender includes actual or perceived sex and
includes a person’s gender identity, self-image, appearance,
behavior or expression, whether or not that gender identity, self-
image, appearance, behavior or expression is different from that
traditionally associated with the legal sex assigned to that person
at birth. Pregnancy or childbirth is a gender-related condition;
therefore, discrimination due to pregnancy or childbirth is
considered to be gender discrimination.
Marital Status: whether a person is married, divorced, single,
separated, or widowed. “Marital Status” should be distinguished
from discrimination based on whom an individual is married to.
Military Status: military service includes past, present, and
applicants for membership in the uniformed service, whether
voluntary or involuntary.
National Origin: place of origin, as well as ancestry, and physical,
cultural, linguistic or ethnic characteristics of, or names associated
with, a particular country or region. Discrimination based on
alienage (immigration status) or citizenship status can be found,
in some cases, to be discrimination based on national origin.
Partnership Status: all individuals in a domestic partnership.
Predisposing Genetic Characteristics/Genetic Information:
any inherited gene or chromosome, or alteration thereof, and
determined by a genetic test or inferred from information derived
from an individual or family member that is scientifically or
medically believed to predispose an individual or the offspring of
that individual to a disease or disability, or to be associated with a
statistically significant increased risk of development of a physical
or mental disease or disability.
10
Prior Record of Arrest or Conviction: generally, agencies may
not deny or deprive someone of a job because of a criminal
conviction, unless there is a direct relationship between the
conviction and the duties of the job or an unreasonable risk to
property or safety, based on a variety of factors. Agencies also may
not ask about arrests that did not lead to conviction unless it is a
pending arrest. These restrictions do not apply to law
enforcement agencies.
Race\Ethnicity: includes such categories as American Indian or
Alaskan native, Asian or Pacific Islander, Black, Hispanic, White,
and two or more races as well as personal characteristics
associated with race\ethnicity (such as hair texture, skin color, or
certain facial features).
Sexual Orientation: heterosexuality, homosexuality, bisexuality
or asexuality, whether actual or perceived.
Unemployment Status: refers to those who do not have a job, are
available for work, and are seeking employment.
Victim of Domestic Violence: a person who has been subjected
to acts or threats of violence, not including acts of self-defense,
committed by a current or former spouse of the victim, by a
person with whom the victim shares a child in common, by a
person who is cohabiting with or has cohabited with the victim, by
a person who is or has been in a continuing social relationship of a
romantic or intimate nature with the victim, or a person who is or
has continually or at regular intervals lived in the same household
as the victim.
Victim of Sex Offenses or Stalking: a victim of acts which are
defined as crimes that are considered to be “sex offenses” or
“stalking.”
11
Examples of behavior that may violate
the City's EEO Policy
Treating an individual differently, such as denying a person a
job, because that person is believed to be disabled whether or
not that person is disabled. Similarly, individuals cannot be
treated differently because of assumptions or perceptions about
their race, gender, religion, national origin, age, sexual
orientation, etc.
Engaging in unwelcome behavior, whether or not directed at
a particular individual, that creates a threatening, intimidating,
offensive or hostile work environment, based on race, gender,
religion, national origin, age, disability, sexual orientation, etc.
Using derogatory or demeaning statements, slurs, jokes,
gestures, notes, materials or e-mails related to race, gender,
religion, national origin, age, disability, sexual orientation, etc.
Treating individuals differently because of their marriage
to, domestic partnership or association with, persons of a
racial, religious or national origin group; or because of their
membership in or association with an organization identified
with the interests of a racial, religious or national origin group;
12
or because their names or spouses' or domestic partners' names
are associated with a racial, religious or national origin group.
Retaliating against or harassing any person for: (1) filing an
EEO complaint; (2) seeking a reasonable accommodation for a
disability, religious observance or practice, domestic violence,
sex offenses or stalking, or pregnancy; (3) opposing
discrimination in the workplace; or (4) cooperating in the
investigation of an EEO complaint.
Failing to make reasonable accommodations for persons
with disabilities and/or failing to make reasonable
accommodations for religious observances or practices,
domestic violence, sex offenses or stalking, or pregnancy unless
providing such accommodations would create undue hardship
for the agency.
Engaging in discriminatory or harassing behavior at any
location that could be an extension of the workplace, such as
any field location, any off-site business-related social function,
or any facility where City business is being conducted and
discussed.
How can I be sure that my behavior is not violating the EEO
policy?
You should be respectful of all of your co-workers and members of
the public and be aware of the impact of your behavior on those
around you.
13
Sexual Harassment
What is sexual harassment?
Sexual harassment is a form of discrimination prohibited by
federal, state, and city laws. The federal government has created
guidelines that describe sexual harassment as unwelcome sexual
advances, requests for sexual favors, and other verbal or physical
conduct of a sexual nature when submission to or rejection of this
conduct explicitly or implicitly affects an individual's employment,
unreasonably interferes with an individual's work performance or
creates an intimidating, hostile or offensive work environment.
What conduct is unwelcome?
Conduct is unwelcome if you did not initiate it, encourage it,
provoke it or request it, and you feel that you are being ridiculed
or that the conduct is demeaning, insulting, offensive, undesirable,
hostile, intimidating or threatening.
What types of behavior violates the City's sexual harassment
policy?
Telling sexual jokes or making sexual comments which cause
discomfort to an individual
Repeatedly asking a co-worker for a date if the invites are
unwelcome
Asking for or pressuring a person into granting sexual favors
in exchange for a job benefit, or threatening a person with
negative employment decisions for rejecting sexual advances
Using office equipment, interoffice mail, the internet, e-mail,
social media, cell phones, texts, voice-mail, or bulletin boards
to send or display sexually suggestive messages, pictures,
cartoons, posters or objects
Leering, squeezing, pinching, grabbing or other touching
14
Is everyone entitled to be protected from sexual and gender-
based harassment?
Anyone can be sexually harassed. Men can be harassed by women
or men. Women can be harassed by men or women. You are
protected from sexual harassment whether the harasser is a
manager, supervisor, co-worker, from another division or agency,
client, customer, consultant, vendor, or other person who is not a
City employee. You may complain about harassment even if you
are a manager or supervisor, an intern, a Work Experience
Program (WEP) participant or if someone other than yourself is
the target of the offensive conduct.
What if I didn't mean to sexually harass anyone?
Even if it is not your intent to hurt others, your behavior may be
unwelcome, offensive, intimidating or hostile, and therefore
potentially sexually harassing. Be aware of how others are
reacting to your behavior – the impact of your behavior, and
always treat others with courtesy and respect.
Does sexual harassment always involve conduct that is sexual
in nature?
The City's EEO Policy prohibits not only harassment of a sexual
nature - involving sexual activity or language - but also
harassment that involves vulgar language, abusive acts or
language, hostility, physical aggression, intimidation, or unequal
treatment that is related to a person's gender.
Other Forms of Harassment
The City's EEO Policy prohibits any type of harassment based on
any of the protected categories. Harassing behavior includes, but
is not limited to: slurs or abusive language, denigrating jokes,
display or circulation of derogatory written or graphic materials,
abusive acts, hostility, physical aggression, intimidation, or other
unequal treatment.
15
Reasonable Accommodations
In addition to prohibiting discrimination, the City's EEO Policy
also provides for reasonable accommodations for employees and
applicants for employment based on the following:
1) Disabilities
2) Religion
3) Status as a victim of domestic violence, sex offenses, or
stalking
4) Pregnancy, childbirth or a related medical condition.
Whether an accommodation is reasonable will depend upon the
circumstances of each request. City agencies are required to
provide reasonable accommodations unless providing such
accommodations creates an undue hardship.
What are reasonable accommodations for a disability?
Reasonable accommodations include equipment, changes in
workplace policies and practices, and
other forms of assistance that allow
people with disabilities to apply for a
position, to perform their jobs, or to enjoy
equal benefits and privileges of
employment as are enjoyed by other
similarly situated employees without disabilities.
What is a reasonable accommodation for religion?
A reasonable accommodation for religion is a change in a
workplace rule or practice that allows you to respect your
religious beliefs. Under the City's EEO Policy, agencies must try to
16
accommodate the religious observances, beliefs or practices of an
employee or applicant, unless the accommodation creates an
undue hardship for the agency.
What types of accommodations based on pregnancy,
childbirth or a related medical condition may I request?
Depending on the circumstances, agencies may be required to
provide workers with a reasonable accommodation based on
pregnancy, childbirth or a related medical condition. Such a
reasonable accommodation may include bathroom breaks, unpaid
medical leave, periodic rest for those who stand for long periods
of time, and assistance with manual labor.
What is a reasonable accommodation for a victim of domestic
violence, sex offenses or stalking?
A reasonable accommodation for victims of domestic violence, sex
offenses and stalking is a change in a workplace rule or practice
that allows the individual to perform his or her job. Under the
City's EEO Policy, agencies must try to accommodate an employee
or applicant who is a victim of domestic violence, sex offenses or
stalking, unless the accommodation creates an undue hardship for
the agency.
17
What types of accommodations could
my agency provide?
Depending on the circumstances, accommodations that are
reasonable may include, but are not limited to, those listed below:
Facilities: making facilities physically accessible to and
usable by people with disabilities (e.g., providing ramps,
restroom grab bars, and signage).
Job Restructuring: for example,
reallocating non-essential typing,
telephone or other clerical
assignments among employees,
assignment of nonessential tasks to
others, eliminating nonessential
tasks, including a temporary
restructuring of tasks, or voluntary
swaps of shifts and/or reassignment.
Modified Work Schedules and Leave: providing leave (e.g.,
permitting the use of paid or unpaid sick or annual leave for
legal and medical appointments), or modifying work
schedules (e.g., permitting part-time work schedules or
alternative starting and ending times) either temporarily or
permanently.
Modified Policies and Support Services: modifying
workplace practices, policies and/or procedures, providing
qualified readers, interpreters, or other support services
during the application, interview and testing processes, and
‘Interpreter’
American Sign Language (ASL)
18
during training and other employment and employment-
related activities, including employment-related social
functions and City sponsored events, assistance with manual
labor, time and/or place to pray, accommodations relating to
appearance and dress, confidentiality of work addresses and
phone numbers, unit, division and/or extra breaks, and
periodic rest for those who stand for long periods of time.
Equipment: providing or modifying equipment, devices or
materials (e.g., providing large-print computer display
programs).
19
More Questions on Reasonable
Accommodations:
What is an undue hardship?
Undue hardship is when an accommodation is excessively difficult,
costly, extensive, substantial, or disruptive, or an accommodation
would change the nature or operation of an agency's business.
Each request for an accommodation needs to be examined to
determine if a request is reasonable and can be provided without
creating an undue hardship.
How can I get an accommodation?
Speak to a supervisor or a manager or an agency EEO
representative. You may be asked to complete a form which is
available at the EEO office and to provide documentation in
support of your request. Requests for accommodation can be
made at any time.
Will the information I provide related to my request be
treated confidentially?
Agency personnel must respect employee confidentiality.
Information about the medical condition or history of an applicant
or employee must be collected and maintained on separate forms
and in separate medical files and be treated as a confidential
medical record, except that: (i) supervisors and managers may be
informed regarding necessary restrictions on work and
accommodations required ; (ii) first aid and safety personnel may
be informed, when appropriate, if the disability might require
emergency treatment; (iii) government officials investigating
compliance with applicable laws must be provided relevant
information on request; (iv) worker’s compensation offices must
be provided information as required by the Worker’s
20
Compensation Law; and (v) insurance providers may be provided
information concerning the medical condition or history of an
employee. Additionally, information may be made available to
your Agency’s Personnel Officer and General Counsel, who will
also handle with confidentiality.
How will a decision about my request for a reasonable
accommodation be made?
The agency will evaluate your request for a reasonable
accommodation and determine whether that request will be
granted. In some cases, the agency may ask you to provide
additional information needed to make these determinations. If
the agency concludes that you do qualify for a reasonable
accommodation, the agency will consult with you to determine
what accommodation to provide. The EEO officer may facilitate
this process and help with researching an appropriate reasonable
accommodation.
If the agency finds that I do need a reasonable
accommodation, am I entitled to the accommodation I
requested?
The agency will consider your preferences, but ultimately, the
agency has the right to make a choice among reasonable
accommodations that are effective. If the accommodation that you
receive is no longer effective, you may request a different
accommodation from your supervisor or agency disabilities rights
coordinator.
What if my request for a reasonable accommodation is
denied?
If a request for reasonable accommodation is denied, you may
accept the agency’s decision and end the process or file an appeal
with your agency head or his or her designee. If your appeal is
denied you may file a discrimination complaint with your agency’s
EEO Office.
21
NYC Employees’ EEO Complaint Procedure
What can I do if I believe that I have been discriminated against?
1
Refer to "All About EEO" or the City's EEO
Policy or your agency's EEO Complaint Form
2
Document the incident or behavior
3
Contact your agency's EEO Office
4
Prepare for your meeting with the EEO Office
Review your agency's EEO Complaint Form
5
The EEO Office will review the matter to
determine if it is EEO related
New York City employees are protected from discrimination
based on any of the following categories whether perceived or actual:
Age (18 and over), Alienage or Citizenship Status, Race, Color, Creed\Religion, Disability, Gender (or
Sex) including Gender Identity, Marital Status, Military Status, National Origin, Partnership Status,
Predisposing Genetic Characteristics/Genetic Information, Prior Record of Arrest or Conviction,
Sexual Orientation, Unemployment Status, Victim of Domestic Violence, or Victim of Sex Offenses or
Stalking
22
What happens once I go to my EEO Office?
Note: A complaint can be filed anonymously. See page 24 of this booklet for
information about the handling of anonymous complaints.
5
EEO Office reviews matter
to determine if it is
EEO related
6
Mediation
6
Investigation
Conducted
7
Report Written
8
Approved by
Agency Head
9
Substantiated
10
Corrective Action
9
Unsubstantiated
10
Counsel & Advice
6
Referral provided
EAP, Personnel, etc.
23
The EEO Complaint Process
Who is protected from
discrimination under the City’s
EEO Policy?
All City of New York employees,
including agency heads, executive
staff, managers, supervisors, and non-
supervisory employees, including
Work Experience Program (“WEP”) participants and interns have
a right to a workplace that is free of discrimination, including
harassment, based on race, color, national origin, religion, gender,
disability, or age, and any basis that could otherwise be
determined to be prohibited behavior under the EEO Policy.
What can I do if I believe that I have been discriminated
against?
Refer to the City’s EEO Policy
Document the incident or behavior (keep notes with dates,
names, locations, etc.)
Notify an EEO representative at your agency as soon as
possible
You may file an internal complaint with your agency’s EEO
office or an external complaint with any of the federal, state
and local agencies that enforce laws against discrimination.
(See list of agencies on pages 29-31.)
What can I do if I witness discrimination or harassment?
You are urged to contact your agency's EEO officer or any other
EEO representative within your agency if you believe that any
type of discrimination is occurring at a City agency.
24
Who can I complain about?
The City's EEO Policy applies to anyone who you encounter in the
workplace. Complaints can be filed against any employee who
harasses or discriminates against you: agency heads, executive
staff, managers, supervisors, or co-workers. You can also file EEO
complaints against people outside of your agency, such as clients,
customers, consultants, vendors, or members of the public.
Am I protected against retaliation if I file a complaint, act as a
witness, or request an accommodation?
It is a violation of the City's EEO Policy to retaliate against or
harass any person for filing an EEO complaint, participating in an
EEO investigation or proceeding, or opposing discrimination in
the workplace. You also may not be retaliated against for seeking
a reasonable accommodation. You should report any retaliatory
behavior to an agency EEO representative, and may also file a
separate complaint on this basis. Examples of retaliation
include: threats, demotion, transfer, termination, etc.
Can I file a complaint without giving my name?
Yes, but if you do not reveal your identity, it may be difficult to
investigate your complaint. If you request that your identity be
concealed, your agency EEO representative will attempt not to
reveal it. You should know, however, that sometimes, during the
course of an investigation, your identity may become obvious to
the person that you are complaining about.
How can I file a complaint?
You can meet personally with an agency EEO representative. You
can also file a complaint by calling, emailing, or writing the agency
EEO office.
25
How long do I have to file a complaint with my agency EEO
office?
Discrimination complaints filed with your agency EEO office must
be made within one year of the incident that you are complaining
about. If you are considering filing a complaint with an outside
agency, be aware that shorter time periods may apply. (See page
31).
What if I need help to file my complaint?
Let an agency EEO representative know if you need assistance
such as a physically accessible location, a sign language
interpreter or special equipment in order to make a complaint or
participate in the complaint process. In the event that you are
unable to fill out a complaint form, an agency EEO representative
will help you complete it.
Can I meet with my agency EEO representative during office
hours?
You can meet with an agency EEO representative during office
hours, but, first, you should get permission to leave your work
area. Your supervisor must approve such requests as long as your
absence does not disrupt the operation of your unit. You are not
required to tell your supervisor the reason that you want to meet
with an agency EEO representative. If you prefer, an agency EEO
representative can arrange to meet with you before or after office
hours, during your lunch period, or at outside premises without
your supervisor’s knowledge or permission.
Can someone come with me to the EEO meeting?
You may bring someone with you to the EEO meeting. This
includes a co-worker, friend, spouse, other relative or family
member, union representative, lawyer, or anyone else as long as
you let the agency EEO representative know in advance.
26
What happens at the EEO meeting?
An agency EEO representative will interview you to determine the
basis of your complaint or concern. The agency EEO
representative will discuss with you the available options for
handling the matter. These options include actions you could take
on your own or referrals to other offices and/or agencies which
may be of assistance.
You should come to the meeting prepared to discuss the
particulars of your complaint and to provide the EEO investigator
with as much information as possible about the incident or actions
that are the cause of your complaint such as: the dates, locations
and details of the place that the incident occurred, the names of
the person(s) who harassed or discriminated against you and any
witnesses to the incident or actions.
What if my concern is not an EEO matter?
Your agency’s EEO Office will discuss and research options
including actions that you may be able to take on your own behalf
or referrals to other offices or agencies, depending on the specifics
of the matter.
What is mediation?
Mediation is a voluntary, informal, and confidential process that
provides an opportunity for everyone involved in a complaint to
come to a mutual agreement about how the complaint can be
resolved. It is a choice that could quickly resolve your complaint
without a full investigation.
What happens during an EEO investigation?
During an investigation, the agency EEO representative will gather
information to determine what happened. This process includes
27
reviewing the complaint, interviewing everyone involved
(including any witnesses or anyone who might provide
information), and reviewing documents or other available
evidence. Evidence includes any notes, records, photos or other
information that you or other witnesses present.
What happens after an EEO investigation?
The agency EEO officer will report the outcome of the
investigation to your agency head, who will determine whether to
approve and adopt the findings of the EEO Officer. In some cases,
information contained in an EEO complaint may be shared with
the agency's disciplinary officer, general counsel or inspector
general. If a violation of the City's EEO Policy has occurred,
appropriate corrective action will be taken. Corrective action may
include disciplinary measures such as formal reprimand,
suspension, demotion, fine or termination. It may also include
measures necessary to address the impact that the policy violation
had on the complainant or the agency. The agency EEO officer will
advise all parties of the agency head's determination.
Will my privacy be protected?
All complaints, investigations, requests for accommodations and
records will be handled, to the extent possible, in a manner that
will protect the privacy interests of those involved. EEO matters
may be discussed with other persons who may have information
about a complaint or who are necessary to implement reasonable
accommodations for disability, religion or based on status as a
victim of domestic violence, a sex offense or stalking, and
pregnancy, childbirth or related medical condition. Therefore, it
may be necessary to disclose information to persons with a
legitimate need to know about the matter.
28
What if I change my mind after I file a complaint and want to
withdraw it?
If you change your mind after you file a complaint, your agency
EEO officer may still have to find out whether the discriminatory
conduct that you complained about requires further action. If so,
the agency EEO officer will continue to address the complaint and
take appropriate action.
What if I am named as a Respondent in an EEO complaint?
If someone names you in a complaint as violating the EEO Policy,
you must cooperate with the investigation. You are allowed to
bring a representative with you, and you will be given the
opportunity to respond to the complaint in writing.
What if someone files a false complaint?
If an employee knowingly makes a false accusation of
discrimination or knowingly provides false information in the
course of an investigation of a complaint filed with an agency’s
EEO Office, such conduct may be grounds for disciplinary action.
29
What if I decide to file a
complaint outside of my
agency?
You have the right to file a complaint with
any of the below listed federal, state and
local agencies that enforce laws against
discrimination. If you have also filed an
internal complaint with your agency’s EEO Office based on related
or the same facts and circumstances, your agency EEO Officer will
close out the internal complaint, and your agency’s General
Counsel will then represent your agency in responding to the
external complaint.
New York City Commission on Human Rights
100 Gold Street, Suite 4600
New York, NY 10038
(212)-306-7560 (voice)
Web site: www.nyc.gov/html/cchr/home.html
New York State Division of Human Rights
One Fordham Plaza, 4th Floor
Bronx, NY 10458
(718)-741-8400
or
163 West 125th Street, 4th Floor
New York, NY 10027
(212)-961-8650 (voice); (212) -961-8999 (TTY)
or
30
55 Hanson Place, 3rd Floor
Brooklyn, NY 11217
(718) -722-2856
Web site: www.dhr.ny.gov
United States Equal Employment
Opportunity Commission
New York District Office
33 Whitehall Street, 5th Floor
New York, NY 10004
(212)-336-3620 (voice); (212)-336-3622 (TTY)
Web site: www.eeoc.gov
In addition to filing with the agencies listed above, a person with a
complaint alleging discrimination based on disability may file
with:
United States Department of Justice
Civil Rights Division
Disability Rights Section
New York Avenue Building
950 Pennsylvania Avenue N.W.
Washington, D.C. 20530
(202)-307-0663 (voice and TDD)
Web site: www.justice.gov/crt/index.php
A person with a complaint alleging discrimination based on
citizenship or immigration status may file with:
United States Department of Justice
Civil Rights Division
Office of Special Counsel for Immigration-Related Unfair
Employment Practices
31
Office of Special Counsel
New York Avenue Building
950 Pennsylvania Avenue NW
Washington, DC 20530
Voice: (202)-616-5594; (202)-616-5525; 1-800-255-7688
TDD: (202)-616-5525; 1-800-237-2515
Web site: www.justice.gov/crt/about/osc/
A person who has been discriminated against by a recipient of
financial assistance from the U.S. Department of Labor may file a
complaint, either with the recipient or with the Civil Rights Center
(CRC). Those who wish to file complaints with CRC should mail
their complaints to:
United States Department of Labor
Director, Civil Rights Center
Frances Perkins Building, Room N-4123
200 Constitution Avenue, NW
Washington, DC 20210
(202)-693-6502 (voice); (202)-693-6515/16 (TTY)
Web site: www.dol.gov/oasam/programs/crc/
Please Note: There are statutory deadlines for filing complaints
with each of these agencies. The deadline in some instances is as
short as 180 days. If you wish to file a complaint with an external
administrative agency, you should contact the external agencies
promptly.
32
How can I find out more about EEO?
If you want to find out more, contact your agency's EEO officer or
other EEO representative or visit your agency’s intranet site. You
may also download the City's EEO Policy from the DCAS website:
http://www.nyc.gov/html/dcas/html/about/eeo.shtml
For the City’s EEO Complaint Procedure:
http://www.nyc.gov/html/dcas/downloads/pdf/misc/eeo_di
scriminationcomplaintprocedures.pdf
For the City’s Reasonable Accommodation Procedure:
http://www.nyc.gov/html/dcas/downloads/pdf/misc/eeo_re
asonableaccommodation.pdf
2014
City of New York
Bill de Blasio, Mayor
Department of Citywide Administrative Services
Lisette Camilo, Commissioner
