U.S. Commission on Civil Rights:
This is pretty much a complete dump of the Commission's web site.
The United States Commission on Civil Rights (USCCR) is an independent, bipartisan, fact-finding agency of the Executive Branch, first established under the Civil Rights Act of 1957. On November 30, 1983, a new Commission was established under the Civil Rights Act of 1983 (P.L. 98-183).
The U.S. Commission on Civil Rights is an independent, bipartisan agency first established by Congress in 1957 and reestablished in 1983. It is directed to:
Investigate complaints alleging that citizens are being deprived of their right to vote by reason of their race, color, religion, sex, age, disability, or national origin, or by reason of fraudulent practices; Study and collect information relating to discrimination or a denial of equal protection of the laws under the Constitution because of race, color, religion, sex, age, disability, or national origin, or in the administration of justice; Appraise Federal laws and policies with respect to discrimination or denial of equal protection of the laws because of race, color, religion, sex, age, disability, or national origin, or in the administration of justice; Serve as a national clearinghouse for information in respect to discrimination or denial of equal protection of the laws because of race, color, religion, sex, age, disability, or national origin; Submit reports, findings, and recommendations to the President and Congress; Issue public service announcements to discourage discrimination or denial of equal protection of the laws.
The Commissioners are:
Congressional Appointees
Carl A. Anderson
Vice President for Public Policy,
Knights of Columbus
Dean, Vice President, and Professor
of Family Law
North American Campus, Pontifical John
Paul II Institute for Studies on Marriage
and Family Law
Washington, D.C.
POLITICAL AFFILIATION: Republican
Russell G. Redenbaugh
Partner and Director, Cooke & Bieler, Inc.
Philadelphia, Pennsylvania
POLITICAL AFFILIATION: Independent
Presidential Appointees
Mary Frances Berry (Chairperson)
Geraldine R. Segal Professor of American
Social Thought and Professor of History
University of Pennsylvania
Philadelphia, Pennsylvania
POLITICAL AFFILIATION: Independent
Cruz Reynoso (Vice Chairperson)
Professor of Law
University of California at Los Angeles
Los Angeles, California
POLITICAL AFFILIATION: Democrat
A. Leon Higginbotham, Jr.
Public Service Professor of Jurisprudence
Harvard University
Cambridge, Massachusetts
POLITICAL AFFILIATION: Democrat
Yvonne Y. Lee
Yvonne Lee Consultants
San Francisco, California
POLITICAL AFFILIATION: Democrat
Staff Director:
Ruby G. Moy
The United States Commission on Civil Rights is an independent,
bipartisan, fact-finding agency of the executive branch first
established under the Civil Rights Act of 1957. On November 30,
1983, a new Commission was established under the Civil Rights
Act of 1983 (P.L. 98-183). Although the Commission's duties and
powers are the same under the Act of 1983 as those of the
previous Commission, its membership changed from six to eight
Commissioners, four of whom are appointed by the President and
four by the Congress.
Duties
The Commission's duties are:
To investigate complaints alleging that citizens are being
deprived of their right to vote by reason of their race, color,
religion, sex, age, disability, or national origin, or by reason
of fraudulent practices.
To study and collect information relating to discrimination or
a denial of equal protection of the laws under the Constitution
because of race, color, religion, sex, age, disability, or national
origin, or in the administration of justice.
To appraise Federal laws and policies with respect to discrimination
or denial of equal protection of the laws because of race, color,
religion, sex, age, disability, or national origin, or in the
administration of justice.
To serve as a national clearinghouse for information in respect
to discrimination or denial of equal protection of the laws because
of race, color, religion, sex, age, disability, or national origin.
To submit reports, findings, and recommendations to the President
and Congress.
To issue public service announcements to discourage discrimination
or denial of equal protection of the laws.
Powers
In furtherance of its fact-finding duties, the Commission may hold hearings and issue subpoenas (within the State in which the hearing is being held and within a 100-mile radius of the site) for the production of documents and the attendance of witnesses at such hearings. It maintains State advisory committees, and consults with representatives of Federal, State, and local governments, and private organizations. Since it lacks enforcement powers that would enable it to apply specific remedies in individual cases, it refers the many complaints it receives to the appropriate Federal, State, or local government agency or private organization for action.
Organization
The United States Commission on Civil Rights is composed of
eight Commissioners: four appointed by the President and four
by Congress. Not more than four members shall at any one time
be of the same political party.
The President also designates the Chairperson and Vice Chairperson
from among the Commission's members with the concurrence of a
majority of the Commission's members.
The Commissioners serve 6-year terms. No Senate confirmation is
required. The President may remove a member of the Commission
only for neglect of duty or malfeasance in office.
The Commissioners hold monthly meetings (except during August)
and convene several times a year to conduct hearings, conferences,
consultations, and briefings.
Staff
A full-time Staff Director oversees the day-to-day activities
of the Commission. The Staff Director is appointed by the President
with the concurrence of a majority of the Commission's members,
and serves at the pleasure of the President.
Except for the Staff Director, all Commission personnel, including
part-time consultants, must be selected and appointed in accordance
with Federal civil service regulations and job classification
standards.
State Advisory Committees
The Commission has 51 advisory committees--one for each State
and the District of Columbia. Each is composed of citizens familiar
with local and State civil rights issues. The members serve without
compensation and assist the Commission with its fact-finding,
investigative, and information dissemination functions.
Individual members of these committees are recommended by the
regional director of their area, approved by the Staff Director,
and voted upon at a regular meeting of the Commissioners. Their
term of office is 2 years, but they can be reappointed.
Library
The Commission's Robert S. Rankin Civil Rights Memorial Library
is located at its headquarters in Washington, D.C. This clearinghouse
of civil rights information contains 50,000 reference works, including
150 civil rights and minority issues journals, periodicals, legal
journals, and newspapers, 4,000 reels of microfilm and files of
microfiche, and a comprehensive collection of
reports, transcripts, and civil rights texts. The library also
has two on-line data base systems: Ohio College Library Center
(OCLC), and Lexis/Nexis.
These facilities are used extensively by members of Congress,
government agencies, private groups, and individuals.
The Library is open to the public from 10:00 a.m. to 4:00 p.m.,
Monday through Friday.
Publications
Since its inception in 1957, the Commission has published more
than 70 statutory reports (those containing recommendations to
Congress and the President) in addition to over 160 other public
reports and studies on civil rights matters. Its State advisory
committees have produced more than 240 published reports on issues
of local and regional concern. These reports and studies are
available to the public free of charge.
Most of the agency's publications are on file in designated regional
depository libraries for government publications throughout the
country. A Catalog of Publications published by the Commission
is available to the public free of charge.
Information
Further information on the Commission may be obtained by contacting
the Commission headquarters at:
624 9th Street, N.W.,
Washington, D.C. 20425
(or contact the regional office in your area)
For information about publications, contact:
Library, USCCR
(202) 376-8128
For Congressional inquiries, contact:
Congressional Affairs Unit, USCCR
(202) 376-8317
For Press inquiries, contact:
Public Affairs Unit, USCCR
(202) 376-8312
GETTING UNCLE SAM TO ENFORCE
YOUR CIVIL RIGHTS
Introduction
There are many Federal laws against discrimination. They were
passed to protect people who, because of their race, color, religion,
sex, national origin, age, or disability, are denied their rights.
Discrimination might occur when an individual tries to vote; rent,
or buy a home; use a public facility; get a job, an education,
or a bank loan, or do many other things.
Discrimination is treating one person differently than another
because of a particular characteristic. Not all kinds of different
treatment are illegal or even unfair; for example, States allow
only their own residents to vote in State elections.
Discrimination is illegal when it is based on:
race, which is generally understood to be membership in a racial
group. Depending on which law is involved, membership in an ethnic
group can also constitute race; color, which refers to a person's
actual skin shade, and may constitute a separate discrimination
factor regardless of the
person's race; sex, which refers to gender; religion, which refers
to a person's religious beliefs and practices, or lack thereof,
or a person's membership in a religious group; national origin,
which refers to an individual's country of origin, the origin
of an individual's ancestors, or the physical, cultural, or linguistic
characteristics of a particular nationality. This includes characteristics
such as last name, accent, and cultural heritage; age, which refers
to persons age 40 or over; or disability, which refers to physical
or mental impairments that substantially limit one or more major
life activity of an individual.
If you believe that you have been discriminated against and want
to file a complaint with the Federal Government, this publication
is intended to help you.
This publication will help you to review your rights and guide
you through the initial step of filing a discrimination complaint;
it will not inform you of all the steps involved in successfully
pursuing the complaint after you have filed it. If you seek a
detailed description of the overall process beyond this initial
step, further information can be obtained by contacting the Federal,
State, and local officials or one or more of the organizations
listed in this publication.
How do you make out a complaint? Where do you send it?
Before you bring a discrimination complaint you should take steps to obtain more information from: trained legal counsel; Federal, State, and local officials; public service organizations referenced in a section of this publication.
States, counties, and municipalities also have laws against
discrimination, and theirs sometimes provide different protection
or relief. If they have laws that apply, you can file a complaint
with them instead of, or in addition to, filing one with the Federal
Government. The Federal Government has arrangements with some
State and local governments to refer certain kinds of complaints
to them.
Among the Federal laws which require people to be treated equally
are the Civil Rights Acts of 1964 and 1991, the Americans with
Disabilities Act of 1990, the Voting Rights Act of 1965, the Equal
Credit Opportunity Act, the Equal Educational Opportunities Act
of 1974, the Individuals With Disabilities Act, the Equal Pay
Act of 1963, the Age Discrimination in Employment Act of 1967,
the Age Discrimination Act of 1975, the Rehabilitation Act of
1973, Title IX of the Education Amendments of 1972, the Community
Reinvestment Act of 1977, the Immigration Reform and Control Act
of 1986, the Fair Housing Act of 1968, the Family and Medical
Leave Act of 1993, and Executive Order 11246 (1965) as amended
by Executive Order 11375 (1967).
Many Federal agencies are responsible for enforcing these laws
and the regulations in place to implement them. Sometimes the
government must get a specific complaint from an individual before
it can act against an individual or organization that violates
people's rights. Because laws and regulations frequently require
that complaints be filed within certain time limits, it is important
to file as soon as possible after the discriminatory act occurs.
The U.S. Commission on Civil Rights (USCCR) has no power to enforce
laws and, hence, cannot resolve individual complaints of discrimination.
After reading this publication, if you are still uncertain what
agency you should contact in bringing a complaint of discrimination,
you may write to us at the following address and we can assist
you by referring your case to the appropriate agency:
U.S. Commission on Civil Rights (USCCR)
Office of Civil Rights Evaluation
COMPLAINTS REFERRAL
624 9th St., NW
Washington, DC 20425
(202) 376-8513
1-800-552-6843
TDD/TTY: (202) 376-8116
Fax: (202) 376-8315
E-Mail: ocre.complaints@usccr.sprint.com
You may also write to the appropriate USCCR regional office.
GETTING UNCLE SAM TO ENFORCE
YOUR CIVIL RIGHTS
How to File a Complaint
Your complaint should be in writing, preferably typed or printed
neatly, dated, signed, and should include the following information:
your name;
your address, and your home and work telephone numbers;
the name(s) and address(es) of the person(s) and/or establishment
you believe to have discriminated against you;
a description of the act(s) of discrimination. This should include
the date and place of the action(s), and what you believe to be
the basis for discrimination (race, sex, etc.); and
the name(s), address(es) and telephone number(s) of any person(s)
with information concerning your complaint.
When your complaint is investigated, you may be asked to provide
copies of receipts, contracts, or other records supporting your
claim of discrimination. Any materials that you would want returned
should not be sent with your initial complaint.
Generally, most government agencies require that complaints be
postmarked within 180 days of the discriminatory action. You should,
however, inquire about specific deadlines that may apply to your
case. Depending on your type of case or your status, you may be
required to file your complaint earlier.
GETTING UNCLE SAM TO ENFORCE
YOUR CIVIL RIGHTS
When and Where to File a Complaint
EMPLOYMENT
Various Federal laws protect you from discrimination in employment
on the basis of race, color, sex, religion, national origin, age,
or disability. Discrimination by employers with 15 or more employees
is prohibited in all aspects of the hiring and employment process:
job application, hiring, firing, promoting, training, wage earning,
or any other terms, privileges, or conditions of employment provided
or imposed by the employer.
If you believe that you have been discriminated against on any
of these bases, you should contact the Equal Employment
Opportunity Commission (EEOC) at:
Equal Employment Opportunity
1801 L St., NW
Washington, DC 20507
To file charges or reach field office: 1-800-669-4000
Information and publication center: 1-800-669-3362
(202) 663-4900
TDD: 1-800-800-3302
TDD: (202) 663-4494
RACE AND COLOR
You cannot be denied equal employment opportunity because of your racial group or skin shade, or because you associate with members of some racial group.
NATIONAL ORIGIN
You cannot be denied equal employment opportunity because of your birthplace, ancestry, or culture, or because you have some intimate association with a specific ethnic group, such as marriage or a shared place of worship.
Likewise, you cannot be denied equal employment opportunity because of your accent or manner of speaking. If an employer believes that an English proficiency rule is critical for business purposes, he or she must inform you of the rule and the consequences of its violation before applying the rule to you.
RELIGION
You cannot be denied equal employment opportunity because of
your religious practices or beliefs. Religious practices include
the exercise of moral and ethical beliefs held with the strength
of religious beliefs. If you think your employer has a work requirement
(such as a dress code or a work schedule that conflicts with your
Sabbath observance) that interferes with your religious practices
or beliefs, you must inform him or her of what reasonable accommodations
can be provided to suit your needs. The employer is obligated
to try to accommodate your religious practices unless doing so
would create an undue hardship on the operation of the
business.
SEX
You cannot be denied equal employment opportunity because of your gender.
Equal Pay
It is illegal for an employer to pay you wages at a rate less than the rate of wages paid to employees of the opposite sex for equal work on jobs that require equal skill, effort, and responsibility and are performed under similar working conditions unless a pay differential is warranted by a seniority system, a merit system, a system that measures earnings by quantity or quality of production, or is based on a factor other than gender.
Pregnancy
You cannot be denied equal employment opportunity because of pregnancy, childbirth, or related medical conditions. Any health insurance provided by an employer must cover expenses for pregnancy related conditions on the same basis as costs for other medical conditions. Leave for child care should be granted on the same basis as leave granted to employees for other nonmedical reasons, such as nonjob-related travel or education, and should be available to both men and women.
HARASSMENT
Hostile or abusive verbal or physical conduct based on race, color, sex, religion, national origin, age, or disability is unlawful if it is sufficiently severe or pervasive to create an intimidating, hostile, or offensive working environment.
DISABILITY
If you have a disability, the Americans with Disabilities Act
(ADA) protects you from employment discrimination. The ADA prohibits
employers with 15 or more employees from:
discriminating against you on the basis of physical or mental
disability;
asking you to take medical exams before making a conditional job
offer;
asking you questions about your disability before making a conditional
job offer;
denying you health or other fringe benefits that are provided
to other employees; and
placing you in a job situation that limits your opportunities
or status.
If you are able to perform the essential functions of the job
with or without reasonable accommodation, the employer has to
provide you with reasonable accommodations for your disability,
as long as such accommodations do not impose an undue hardship
on the
operations of the enterprise. An employer may not ask interview
questions about your disabilities; inquiries should be about your
skills related to the job.
For more information regarding workplace discrimination against people with disabilities, contact the Equal Employment Opportunity Commission.
You may also write to the:
President's Committee on Employment of People with Disabilities
1331 F St., NW, Suite 300
Washington, DC 20004-1107
(202) 376-6200
TDD: (202) 376-6205
Fax: (202) 376-6219
or
A service of the President's Committee:
Job Accommodation Network
919 Chestnut Ridge Road, Suite 1
West Virginia University
PO Box 6080
Morgantown, WV 26506
Voice/TDD 1-800-526-7234
BBS 1-800-342-5526
Regional Disability and Business Accommodation Centers
Voice/TDD 1-800-949-4232
AGE
If you are 40 years of age or older, it is illegal for an employer
with 20 or more employees to: discriminate against you in your
compensation or terms, conditions, or privileges of employment
based on your age; classify or segregate you, or limit your activities
so you are deprived of job opportunities or adversely affected
in employment status; discriminate against you in the operation
of a seniority system; with certain narrow exceptions, discriminate
against you with respect to employee benefit plans, fringe benefits,
or pension benefits.
It is also illegal for an employer to indicate an age preference
or limitation in notices or advertisements for employment unless
age is a genuine job qualification.
Classifications and preferences based on age have been allowed
only in narrow circumstances, generally in jobs involving public
safety. To justify unequal treatment, the employer must show that
age is a genuine qualification of the job and that there is no
other course of action that would achieve his or her goals with
a less discriminatory impact.
For more information regarding age discrimination in the workplace,
contact the Equal Employment Opportunity Commission.
FAMILY AND MEDICAL LEAVE
Under the Family and Medical Leave Act (FMLA), you are entitled
to a maximum of 12 weeks of unpaid leave during a 12-month period
if you work for an employer who has had at least 50 employees
during the current or preceding year, you have worked for the
employer for at least 12 months, and you have worked at least
1,250 hours in the 12-month period before the leave starts. You
must also work at a particular work site where there are at least
50 employees within a 75-mile radius. During the leave, the employer
must continue to provide group health benefits on the same basis
that such benefits are provided when you are at work. The employer
must also restore you to the same or an equivalent position when
you are ready to return to work. Leave may be taken for the birth
and care of a new child, for placement for adoption or foster
care of a child with you, to care for your spouse, child, or a
parent who has a serious health condition, or if you must be absent
due to your serious health condition. You may elect or the employer
may
require you to use accrued paid leave during such periods. FMLA
leave may also run concurrently with workers' compensation leaves
or leaves covered by short or long term disability policies. Employers
may not refuse leave, interfere with use of leave, or in any way
discriminate against someone who has used leave. The FMLA protects
men and women equally and is enforced by the U.S. Department of
Labor. The Federal law does not supersede more generous provisions
included in State laws, collective bargaining agreements, or employers'
policies. Any less generous provision in such laws, agreements,
or policies are, however,
superseded by FMLA provisions.
If you feel that your rights under family or medical leave have
been violated, you may file a complaint with the local office
of the Wage and Hour Division of the Department of Labor or you
may initiate private action. The address and telephone number
of the local office can be found in telephone directories for
large cities under U.S. Department of Labor, Employment Standards
Administration, Wage and Hour Division. If you cannot locate this
information, contact the regional office of the Wage and Hour
Division, or headquarters listed below.
If you file a complaint with the Wage and Hour Division, the Division
will attempt to resolve your complaint administratively by contacting
your employer on your behalf. If these efforts fail, the Division
may attempt to litigate on your behalf, depending on the facts
and circumstances. If you elect private legal action, the Division
will not participate. To file a complaint or for more information
regarding FMLA, contact:
U.S. Department of Labor
Employment Standards Administration
Wage and Hour Division
200 Constitution Ave., NW, Room S-3502
Washington, DC 20210
(202) 219-8305
Fax: (202) 219-5122
IMMIGRATION STATUS
If you are an employee hired after November 6, 1986, your employer
must be able to prove that you are legally authorized to work
in the United States and will ask you to present documentation
showing that you have work authorization. However, an employer
cannot single you out to require employment verification because
you are of a particular national origin group or you appear to
be foreign. Neither can an employer require that you be a U.S.
citizen, or generally give those who are U.S. citizens a preference
in hiring or employment opportunities, unless there are legal
or contractual requirements that mandate he or she do so. It is
illegal for an
employer to discriminate against legal aliens merely because they
look foreign or are not citizens or because they have a particular
type of work authorization.
Under immigration law, individuals who charge discrimination on
the basis of national origin against employers with 4 to 14 employees
or on the basis of citizenship status against employers with 4
or more employees should file with the Office of Special Counsel
for Immigration Related Unfair Employment Practices in the Department
of Justice. For more information about
immigrants' employment rights, contact:
Office of Special Counsel
for Immigration Related Unfair Employment
PO Box 27728
Washington, DC 20038-7728
Employer hot line: 1-800-255-8155
Employee hot line: 1-800-255-7688
(202) 616-5528
Fax: (202) 616-5509
Whatever your characteristic, the Equal Employment Opportunity
Commission (EEOC) is the agency of the Federal government with
the mission of protecting you from job discrimination. If you
think you have been discriminated against because of race, color,
sex, religion, national origin, age, or disability: by an employer
in being hired or tested for a job, in being promoted or fired,
in work opportunities or conditions, in pay or benefits, or in
apprenticeship or training programs, by a labor union in its apprenticeship
or training programs, hiring hall procedures, or membership requirements,
or by an employment agency, including State employment services,
in its job testing, referrals, or fees, write or phone the nearest
office of EEOC. The office will give you instructions and forms
for filing a charge.
Charges must be filed within 180 or 300 days of the discriminatory
act. In States or localities without an antidiscrimination law,
charges must be filed with EEOC within 180 days of the discriminatory
act. In States or localities where there is an antidiscrimination
law and an agency authorized to grant or seek relief, charges
must be filed with EEOC within 300 days of the discriminatory
act. The local EEOC office can tell you what procedures and time
limits apply to your charge.
Although EEOC prefers that its forms be used, it will accept a
complaint filed in the form of a letter containing your name and
address and that of the employer, union, or employment office
you think has discriminated. You must date the letter and briefly
explain what the discriminatory act was and when it occurred.
Contact one of the district offices of EEOC or EEOC headquarters:
Equal Employment Opportunity Commission
1801 L St., NW
Washington, DC 20507
To file charges or reach field office: 1-800-669-4000
Information and publication center: 1-800-669-3362
(202) 663-4900
TDD: 1-800-800-3302
TDD: (202) 663-4494
If EEOC does not act within 180 days of the filing of your
complaint, you may request a right-to-sue letter from EEOC and
file a private lawsuit in Federal district court. You have only
90 days to file a lawsuit after you receive a right-to-sue letter.
If the discrimination complaint deals with equal pay you do not
have to file a charge with EEOC before filing a lawsuit. The Department
of Justice (DOJ) is responsible for employment discrimination
litigation involving State and local governments. The EEOC will
refer requests for right to sue letters involving public employers
to the DOJ which will issue the letter.
A presidential order (Executive Order 11246) also forbids employment
discrimination on the basis of race, color, national origin, sex,
or religion by companies that hold contracts or subcontracts with
the Federal Government and by firms working on construction projects
that receive Federal funds. In addition, the Rehabilitation Act
of 1973, as amended, forbids employment discrimination on the
basis of disability by companies that hold contracts or subcontracts
with the Federal Government. Employers holding contracts or subcontracts
with the Federal Government are also barred from discriminating
against qualified disabled veterans and veterans of the Vietnam
era. If you think an employer who has discriminated against you
holds a contract with a Federal agency, contact the Office of
Federal Contract Compliance Programs (OFCCP), Department of Labor
listed below, or one of the OFCCP regional offices.
U.S. Department of Labor
Employment Standards Administration
Office of Federal Contract Compliance Programs
200 Constitution Ave., NW, Room C3310
Washington, DC 20210
(202) 219-9475
Fax: (202) 219-6195
Complaints must be filed within 180 days of the date of the
alleged discrimination, unless an OFCCP director extends it for
a good reason. If your complaint is an individual complaint of
discrimination against an employer, it will probably be referred
to EEOC. If it is one of systemic discrimination or if there are
several complaints, or if many other persons are also affected
by a pattern and practice of discrimination, the Labor Department
will generally take the lead in processing the complaint.
OFCCP also has an ombudsperson who receives and investigates complaints
made by individuals alleging abuse by OFCCP staff in the processing
of discrimination complaints or conduct of compliance reviews.
The ombudsperson can be reached by telephone on (303) 844-1210
or Fax (303) 844-1213.
If you are a Federal employee, or an applicant for Federal employment,
and think you have been discriminated against, contact the equal
employment director of the agency involved within 45 days of the
alleged discrimination. That person will provide information about
filing a complaint. If the agency rules against you, you should
ask the equal employment opportunity director what appeal rights
you have and what the time limits are for filing an appeal.
If your complaint concerns an action that may be appealed to the
Merit Systems Protection Board (MSPB), such as being fired, you
must include the discrimination issues as part of your appeal
to MSPB, which must be filed within 20 days, or you must raise
these issues separately in your agency's EEO administrative process.
The EEO administrative process differs when a personnel
action can be appealed to MSPB from when it cannot; therefore,
you must request your EEO counselor to provide you with information
about the differences. The MSPB complaint forms can be obtained
from your agency, the regional office of the Merit Systems Protection
Board, or the Office of the Clerk of MSPB by writing to:
U.S. Merit Systems Protection Board
Clerk of the Board
1120 Vermont Ave., NW
Washington, DC 20419
(202) 653-7200
1-800-209-8960
TDD: (202) 653-8896
Fax: (202) 653-7130
If you are a Federal employee entitled to use a negotiated
grievance procedure that covers the alleged discrimination, you
may elect to file a grievance pursuant to the negotiated procedure
in your collective bargaining agreement or to file an EEO complaint,
but not both.
It is a prohibited personnel practice to discriminate against
a Federal employee or an applicant for Federal employment on the
basis of race, color, national origin, religion, sex, age, disability,
marital status, or political affiliation. Though the Office of
Special Counsel generally defers to the agency's EEO program,
you may file a discrimination complaint with:
U.S. Office of Special Counsel
Complaints Examining Unit
1730 M St., NW, Suite 300
Washington, DC 20036-4505
Public Information: (202) 653-7984
Toll Free: 1-800-872-9855
(202) 653-7188
TDD: (202) 653-7188
Fax: (202) 653-5151
If you are an employee of a State or local government, an employment
discrimination complaint on the basis of race, color, national
origin, religion, sex, disability, or age may be filed with EEOC.
EEOC may defer resolution of your complaint to the State or local
fair employment practices agency depending on the terms of a particular
work-sharing agreement. The Employment Litigation Section of the
Civil Rights Division of the Department of Justice sues State
and local government employers who discriminate in employment
on the grounds of race, national origin, sex, or religion. EEOC
will refer such cases and disability cases in which it
appears that discrimination has occurred to the Department of
Justice for litigation consideration, if conciliation has failed.
If you think you have been discriminated against by a State or
local government and wish to file a charge, write to the Equal
Employment Opportunity Commission.
EEOC may sue the State or local Government in cases involving
age discrimination and sex-based pay discrimination.
If you think you have been discriminated against by a State employment
service (although its actions are also covered by EEOC), unemployment
benefits office, or by Comprehensive Employment and Training Act
(CETA) job training or public service employment programs, you
should write to the appropriate regional office of the Department
of Labor. If you think you have been discriminated against by
an apprenticeship program registered with the Department of Labor
or a State apprenticeship agency, write to:
U.S. Department of Labor
Employment and Training Administration
Bureau of Apprenticeship and Training
200 Constitution Ave., NW, Room N-4649
Washington, DC 20210
(202) 219-5921
Fax: (219) 5011
If you think you have been discriminated against by a job training
center that receives Federal assistance, write to the appropriate
Federal agency. For example, the Department of Veterans Affairs
can act if it pays benefits for any veteran enrolled at the school,
or otherwise assists the school, even if the person discriminated
against is not a veteran.
If you think you have been discriminated against by a criminal
justice agency that is receiving Federal funds from the Office
of Justice Programs, you may write to:
U.S. Department of Justice
Office of Justice Programs
Office for Civil Rights
633 Indiana Ave., NW, Room 546C
Washington, DC 20531
(202) 307-0690
Fax: (202) 616-9865
Complaints of employment discrimination on the basis of disability by law enforcement agencies that received Department of Justice funds may also be sent to:
U.S. Department of Justice
Civil Rights Division
Disability Rights Section
PO Box 66738
Washington, DC 20035-6738
Voice: 800-514-0301
TDD: 800-514-0383
Fax: (202) 307-1198
Numerous other Federal agencies, such as the Department of
Agriculture, the Federal Communications Commission, the Treasury
Department, the Securities and Exchange Commission, and the Environmental
Protection Agency, enforce statutes that contain
prohibitions against discrimination by particular groups of employers.
In almost all cases, EEOC also has jurisdiction. An individual's
rights and remedies may differ from agency to agency. It may be
to your advantage to contact all involved agencies you think may
enforce laws covering your situation so that you can make an informed
decision as to the most appropriate agency with which to file
a complaint.
EEOC is responsible for coordinating Federal enforcement of laws against employment discrimination. In addition, its Office of Equal Employment Opportunity works with all Federal agencies in developing more effective procedures and uniform standards for handling complaints and insuring compliance with employment discrimination laws. If you believe a complaint filed with another agency has not been properly handled, you should write to:
Equal Employment Opportunity Commission
Office of Equal Employment Opportunity
1801 L St., NW, Room 9029
Washington, DC 20507
(202) 663-4379
Fax: (202) 663-7003
Information on all EEOC-enforced laws may be obtained by calling toll free 1-800-669-EEOC. EEOC's toll-free TDD number is 1-800-800-3302. For other information, call the Office of Equal Opportunity at (202) 663-4395 (voice) or (202) 663-4399 (TDD), or write to:
Equal Employment Opportunity Commission
Office of Communications and Legislative Affairs
1801 L St., NW
Washington, DC 20507
(202) 663-4900
TDD: (202) 663-4494
Fax: (202) 663-4912
CIVIL RIGHTS DIRECTORY
PREFACE
The United States Commission on Civil Rights is an independent,
bipartisan agency of the Federal Government. Established by the
Civil Rights Act of 1957 and reconstituted in 1983, it is directed,
among other duties, to investigate and study discrimination and
denials of equal protection of the laws on the basis of race,
color, religion, sex, age, disability, or national origin. Other
organizations-both government and private-also undertake similar
missions in civil rights. Unlike the Commission, a number of the
governmental agencies also have enforcement authority.
One of the Commission's statutory mandates is to serve as a national
clearinghouse for information with respect to discrimination or
denials of equal protection of the laws. The Civil Rights Directory
has been developed as part of the Commission's clearinghouse mission.
The purpose is to provide a compilation of Federal, State, and
local governmental agencies and private organizations with significant
civil rights responsibilities and a description of each organization's
services. Information in the Directory was, for the most part,
provided directly to the Commission by the organization listed.
The Commission contacted many sources in its efforts to make the
Directory as comprehensive as possible. This reference volume
includes not only civil rights agencies and organizations but
also entities whose responsibilities and services are related
to civil rights. Additional information on the services and activities
of a specific civil rights agency or private organization should
be obtained by contacting it directly.
The Directory is not a handbook that describes how individuals
who believe they have been discriminated against can file a complaint
with a governmental agency at the Federal, State, or local level.
However, the Commission has issued another clearinghouse publication,
Getting Uncle Sam to Enforce Your Civil Rights, which provides
information on the complaint filing process of various governmental
agencies.
The Civil Rights Directory was developed by the Commission's Public
Affairs Unit under the supervision of Charles R. Rivera, Director
of Public Affairs. Barbara Brooks, Deputy Director of Public Affairs,
provided program direction and support for this project. Marcia
Tyler, the Community Relations Manager, was responsible for the
development and coordination of the Directory.
Clerical assistance was furnished by Deborah Glispie and Carolita
Little. William Lee, writer-editor, provided editorial review.
In addition, the Public Affairs Unit was fortunate to have valuable
assistance from student volunteer interns. Those interns were:
Mona Atia, Alexander Eule, Christina Hsu, Jennifer Lin, Nicola
Mrazek, Jennifer Parry, Rahul Sinha, Tracee Wilkins, Kendee Yamaguchi,
Melissa Zack, and Jennifer Zefras.
NOTE
The information for this Directory was largely collected during 1996. The organizations listed were contacted again in the Summer of 1997 to verify the accuracy of the information that was submitted previously. We would appreciate any updates to the information that readers can provide. Please send such information to:
U.S. Commission on Civil Rights
Public Affairs Unit, Room 732
624 Ninth Street, NW
Washington, DC 20425
Tel: 202-376-8312
Fax: 202-376-8315
CIVIL RIGHTS DIRECTORY
FEDERAL AGENCIES
COMMISSION ON CIVIL RIGHTS, U.S. (USCCR)
Public Affairs Unit
624 9th Street, NW, Suite 730
Washington, DC 20425
Mary Frances Berry, Chairperson
Ruby G. Moy, Staff Director
Charles R. Rivera, Director of Public Affairs
Frederick D. Isler, Assistant Staff Director for Civil Rights
Evaluation
Tel: (202) 376-8312
Fax: (202) 376-8315
TDD: (202) 376-8116
Toll Free: 1 (800) 552-6843
Internet: e-mail: pau@usccr.sprint.com
Homepage: http://www.usccr.gov
The Commission is an independent, bipartisan agency first established
by Congress in 1957 and reestablished in 1983. It is directed
to: Investigate complaints alleging that citizens are being deprived
of their right to vote by reason of their race, color, religion,
sex, age, disability, or national origin, or by reason of fraudulent
practices; study and collect information relating to discrimination
or a denial of equal protection of the laws under the Constitution
because of race, color, religion, sex, age, disability, or national
origin, or in the administration of justice; appraise Federal
laws and policies with respect to discrimination or denial of
equal protection of the
laws because of race, color, religion, sex, age, disability, or
national origin or in the administration of justice; serve as
a national clearinghouse for information in respect to discrimination
or denial of equal protection of the laws because of race, color,
religion, sex, age, disability, or national origin; submit reports,
findings, and recommendations to the President and Congress; and
issue public service announcements to discourage discrmination
or denial of equal protection of the laws.
Geographic area(s) served: United States
Type(s) of publications: Newsletter, quarterly magazine, reports,
and other informational material
Regional office(s):
U.S. Commission on Civil Rights
Eastern Regional Office
624 9th Street, NW, Suite 500
Washington, DC 20425
Ki-Taek Chun, Director
Tel: (202) 376-7533
Fax: (202) 376-7548
TDD: (202) 376-8116
Geographic area(s) served: Connecticut, Delaware, District
of Columbia, Maryland, Maine,
Massachusetts, New Hampshire, New Jersey, New York, Pennsylvania,
Rhode Island, Vermont, Virginia,
and West Virginia
U.S. Commission on Civil Rights
Southern Regional Office
Atlanta Federal Center, Suite 1840T
100 Alabama Street, SW
Atlanta, GA 30303
Bobby D. Doctor, Director
Tel: (404) 562-7000
Fax: (404) 562-7005
TDD: (404) 562-7004
Geographic area(s) served: Florida, Georgia, Kentucky, North Carolina, South Carolina, and Tennessee
U.S. Commission on Civil Rights
Mid-Western Regional Office
55 W. Monroe Street, Suite 410
Chicago, IL 60603
Constance D. Davis, Director
Tel: (312) 353-8311
Fax: (312) 353-8324
TDD: (312) 353-8362
Geographic area(s) served: Illinois, Indiana, Michigan, Minnesota, Ohio, and Wisconsin
U.S. Commission on Civil Rights
Central Regional Office
400 State Avenue, Suite 908
Kansas City, KS 66101
Melvin L. Jenkins, Director
Tel: (913) 551-1400
Fax: (913) 551-1413
TDD: (913) 551-1414
Geographic area(s) served: Alabama, Arkansas, Iowa, Kansas,
Louisiana, Mississippi, Missouri,
Nebraska, and Oklahoma
U.S. Commission on Civil Rights
Rocky Mountain Regional Office
1700 Broadway, Suite 710
Denver, CO 80290
John Dulles, Director
Tel: (303) 866-1040
Fax: (303) 866-1050
TDD: (303) 886-1049
Geographic area(s) served: Colorado, Montana, North Dakota, South Dakota, Utah, and Wyoming
U.S. Commission on Civil Rights
Western Regional Office
3660 Wilshire Boulevard, Suite 810
Los Angeles, CA 90010
Philip Montez, Director
Tel: (213) 894-3437
Fax: (213) 894-0508
TDD: (213) 894-3435
Geographic area(s) served: Alaska, Arizona, California, Hawaii,
Idaho, Nevada, New Mexico, Oregon,
Texas, and Washington
NATIONAL SENIOR CITIZENS LAW CENTER (NSCLC)
1815 H Street, NW, Suite 700
Washington, DC 20006
Burton D. Fretz, Executive Director
Tel: (202) 887-5280
Fax: (202) 785-6792
TDD: None
The Law Center advocates nationally for low-income older clients and provides legal support to local legal services programs and pro bono attorneys.
Geographic areas(s) served: United States
Type(s) of publications: Weekly newsletter
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