Equal Opportunity Policy/Anti-Discrimination
NACOG is committed to the concept of equal opportunity in employment and to equal opportunity for participation in programs, services, or activities administered or operated by NACOG. Positive practices will assure equal opportunity regardless of political affiliation, race, color, creed, national origin or ancestry, age, sex, sexual orientation, citizenship status, genetic information, HIV status, medical marijuana card holder, or disability.
20.2 Equal Opportunity Plan
NACOG shall have an equal opportunity plan which fully outlines the policies, responsibilities, goals and objectives, statistical information, and complaint procedures. The equal opportunity plan shall be available to all employees, applicants, participants, and interested persons.
20.3 Complaint Procedures
Applicants, employees, and clients of NACOG have the opportunity to bring alleged acts of discrimination to the attention of the Agency’s EEO Officer for investigation and resolution. Any individual, or group of individuals, who believes they are a victim of discrimination as defined above in 21.1 has the following rights:
- Confidential Informal Consultation. The Equal Opportunity Officer may be consulted to help determine if the person wants to file a complaint, or how to seek resolution through informal means. The person may request assistance from the Equal Opportunity Officer to make a confidential inquiry or seek an informal resolution without filing a complaint. In making such an inquiry, the Equal Opportunity Officer may not use the complainant’s name unless specifically authorized to do so. If the complainant is a NACOG employee who decides to seek resolution informally using the normal chain of command, the complainant may call upon the Equal Opportunity Officer at any time to assist. The Equal Opportunity Officer must respond to the complainant within 21 working days.
b. Formal Written Complaint. The Equal Opportunity Officer is authorized to receive, investigate and attempt to resolve any complaint, filed not more than 60 calendar days after the alleged acts occurred, from any applicant, employee, or client who believes that they have been discriminated against in violation of the Equal Opportunity Policy.
- The complaint shall be submitted to the Equal Opportunity Officer on the NACOG Equal Opportunity Complaint form. The Equal Opportunity Officer will have twenty-one (21) working days to attempt to resolve the complaint. The complainant has the right to be accompanied, represented and advised by a representative. If the complainant is a NACOG employee, they will be given a reasonable amount of working time to prepare and present the request for a resolution of the complaint. A maximum of twelve (12) working hours may be used by an employee for this purpose. The Human Resources Office will take into account the employee’s work schedule and commitments to arrive at the specific time that the employee may be released to pursue the complaint.
- The Equal Opportunity Officer shall be given access within the Agency to any information, including personnel files, necessary to provide the complainant with a basis to resolve the complaint.
- The Equal Opportunity Officer will investigate and make a written record of the details, actions taken to resolve the complaint, and final disposition. These records shall be made available to the complainant and shall be confidential, subject to inspection only by authorized representatives of the NACOG Executive Director.
- The Executive Director shall be the final authority and arbitrator in all equal opportunity matters.
- The identity of the complainant shall be kept confidential except to the extent necessary to carry out the purpose of this procedure, including the conduct of any investigation, hearing, or judicial proceeding arising from the complaint.
20.4 Additional Appeal Rights
The Equal Opportunity Officer will inform the complainant of their rights to file a complaint within 180 calendar days after the alleged acts occurred with the Civil Rights Division of the Arizona Attorney General’s Office or with the Arizona District Office of the US Equal Employment Opportunity commission, whether or not the NACOG appeal procedure is pursued. The Equal Opportunity Officer will inform the complainant of any other appropriate program funding agency having separate appeal rights.
20.5 Protection of Rights
No person shall intimidate, threaten, coerce or discriminate against any individual for the purpose of interfering with any right or privilege secured by civil rights legislation or the NACOG Equal Opportunity Plan because of having made a complaint, testified, assisted or participated in an investigation, procedure or hearing in regard to a complaint.
20.6 Employee Right to Grievance Procedure
A regular employee has the right to determine whether a grievance shall be pursued through the affirmative action complaint procedure or through a regular employee grievance procedure, as long as the proper procedures under the NACOG Personnel Rules and Regulations are followed in all respects.
NACOG Equal Opportunity Officer
NACOG Human Resources Director
119 East Aspen Avenue
Flagstaff, AZ 86001