What is Title VII of the Civil Rights Act of 1964?
Title VII of the Civil Rights Act of 1964 (Title VII), as amended by the Equal Employment Opportunity Commission Act of 1972 and the Civil Rights Act of 1991, prohibits employment discrimination on the basis of race, color, religion, national origin or sex in all institutions with 15 or more employees, including state and local governments and labor organizations.
Who is responsible for carrying our Metro's equal employment opportunity (EEO) policies?
Metro's Office of Civil Rights (OCR) is responsible for implementing, developing and monitoring Metro's EEO policies, procedures, and the EEO Program (formerly known as the Affirmative Action Plan). OCR is a neutral fact-finder that also conducts investigations of complaints alleging violation of Title VII, and responds to complaints of discrimination filed with federal and state agencies by Metro employees and applicants.
Who may file a Title VII complaint?
Any employee or applicant who believes that he/she has been the subject of employment discrimination on the basis of race, color, religious creed, national origin, sex, age (40 and over), physical disability, ancestry, mental disability, medical conditions (including cancer, HIV and AIDS), marital status, sexual orientation, gender, gender identity, gender expression, military and veteran status, genetic information or any other basis protected by federal or state statutes.
How do I file a Title VII complaint?
Any applicant or employee who believes that he/she may have been subjected to employment discrimination on the basis of race, color, religion, national origin, sex, age (40 and over), physical disability, ancestry, mental disability, medical conditions (including cancer, HIV and AIDS), marital status, sexual orientation, gender, gender identity, gender expression, military and veteran status, genetic information or any other basis protected by federal or state statutes, may address their concerns to Metro's Chief, Office of Civil Rights & Inclusion (OCR), by calling the EEO hotline at 213.418.3190 or sending an email to firstname.lastname@example.org.
To file a complaint of discrimination, the Complainant can submit (in person, via email or via mail) a completed Complaint of Discrimination form or letter to OCR, within three (3) years of the alleged discriminatory act. The Complaint of Discrimination should:
- Fully describe the actions believed to be discriminatory;
- State the basis of the allegation of discrimination and/or harassment (Why?);
- Indicate the remedy being sought; as well as the effort taken to resolve the matter;
- Include supporting documentation/witnesses relevant to the complaint.
The complaint may be filed in writing with Metro's Office of Civil Rights at:
Los Angeles County Metropolitan Transportation Authority
Office of Civil Rights, M/S 99-19-2
One Gateway Plaza
Los Angeles, CA 90012
Written complaints may be sent to:
Director, EEO & Investigations, M/S 99-19-2
One Gateway Plaza
Los Angeles CA 90012
Los Angeles Equal Employment Opportunity Commission (EEOC)
Roybal Federal Building
255 East Temple St., 4th Floor
Los Angeles, CA 90012
California Department of Fair Employment and Housing (DFEH)
2218 Kausen Drive, Suite 100
Elk Grove, CA 95758
U.S. Department of Transportation (DOT)
Federal Transit Administration (FTA)
Office of Civil Rights
Attention: Complaint Team
East Building, 5th Floor – TCR
1200 New Jersey Avenue, SE
Washington, DC 20590
What will OCR do with my complaint?
Once a complaint is received, it is reviewed for jurisdiction. A complaint may be rejected if it is not filed within the three (3) year time period or, if after review of the allegations, it is determined that EEO policies have not been violated. When a complaint is rejected, EEO will notify the Complainant. Complaints found not to fall under EEO jurisdiction may be referred to the appropriate department at Metro.
If it appears that the alleged action(s) violate(s) Metro's EEO policies, an investigation will be conducted. An investigation will include a review of the following: the circumstances under which the alleged discrimination occurred; relevant policies and practices related to the complaint and statements relevant to the allegation.