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New York Equal Employment Overview

Pursuant to Chapter 35 of the New York City Charter, the City's Equal Employment Opportunity Policy is intended to be a set of uniform standards and procedures governing the equality of opportunity for municipal government employees and job applicants. Consistent with the jurisdiction of the City Personnel Director, who is mandated by the City Charter to establish this Policy, all mayoral agencies will be held accountable for compliance with it. Whenever necessary, this Policy will be revised or supplemented by Mayoral Orders or directives and/or City Personnel Director bulletins, memoranda, or rules.

The Policy sets forth the City's anti-discrimination, complaint, and investigation policies and procedures; procedures for developing EEO training and annualized agency-specific plans; and a discussion about how work force composition data will be used to monitor the City's work force. Also included are standards for training, accountability, reporting, and for disseminating the City's policies and agency plans.

In keeping with the admonition in the Supreme Court's Meritor v. Vinson decision that an effective EEO policy must address sexual harassment in particular, and alert employees to their employer's interest in correcting that form of discrimination, there is a special section of this EEO Policy addressing sexual harassment. There is also a special section concerning protections for people with disabilities, who in addition to having the rights shared by other groups to be protected against discrimination, have the right to receive reasonable accommodations to enable them to perform the essential functions of their jobs. A model complaint and investigation procedure is included which agencies may tailor to their own needs. These policies are to be distributed at least annually, to all employees individually. More comprehensive anti-discrimination policies, procedures, and a complaint form are appended.

Recognizing the crucial role of managers and supervisors in ensuring the equality of job opportunities created by the City's policies, the Training Standards and Plans section requires agency heads to develop a plan to train all managers, supervisors, and new employees in EEO laws and the City's EEO policy. Training standards also aspire to train all employees in their individual rights and responsibilities under the Policy. Training plans, which must be submitted to and approved by the Department of Personnel, should be realistic, considering the size of the agency and its available training resources. EEO training curricula must meet minimum standards established by the Department of Personnel. Agencies are encouraged to use curricula and training resources developed and maintained by the Department of Personnel.

The Work Force Composition and Utilization Analysis section describes the Citywide Equal Employment Database System (CEEDS), and informs agencies how it will be used to monitor the City's work force.

A section on Agency-Specific Plans requires agency heads to examine the agency's employment policies and practices and determine whether such policies and practices create barriers to equal employment opportunity. When barriers are found, agency heads must develop a plan to eliminate any such barriers and create a level playing field for applicants and employees. Minimally, such plans must address an agency's recruitment, selection, and promotional procedures and the initiatives which the agency will utilize to remove barriers in these areas. Agency heads are encouraged to develop the Agency-Specific Plans in collaboration and cooperation with the City Personnel Director, who must approve the plans. Agencies receiving federal grant funds or those with federal contracts requiring affirmative action, goals and timetables and/or those under court decree requiring corrective action, should include such remedies in their plans.

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