Equal Employment Opportunity/Affirmative Action Policy Statement

The Department of Commerce is an equal employment opportunity employer, committed to promoting equal employment opportunities for all applicants and employees, regardless of age, race, color, national origin, religion, creed, handicap, disability, sex, sexual orientation, marital status, physical condition, political affiliation (except for unclassified positions specified in secs. 20.923(8) and (9), and 230.08(2)(c), Stats.), membership in the national guard, state defense force or any other reserve component of the military of the United States or this state, and any other status protected under applicable federal or state law.

The Department of Commerce is committed, as well, to creating a work environment that is free of harassment and ensures nondiscrimination for all persons as required by applicable federal and state laws. To the extent required by applicable federal or state law, the Department will take affirmative action efforts on behalf of women, selected racial-ethnic groups, and persons with disabilities to ensure equal opportunity and to overcome any present or lingering effects of past discrimination. In carrying out its responsibilities, the Department will follow the provisions of the following laws, as amended.

• Equal Pay Act of 1963 • Title VII of the Civil Rights Act of 1964 • The Civil Rights Act of 1991 • Age Discrimination and Employment Act of 1967 • Vocational Rehabilitation Act of 1973, Sections 503 and 504Federal Executive Order 11246 • The Americans with Disabilities Act of 1990 • Wisconsin's Civil Service Law, ch. 230, Stats. • Wisconsin Fair Employment Law, Sec . 111.32 through Sec. 111.39, Stats.

The Department's commitment to equal employment opportunity and non-discrimination applies in all matters of employment including, without limitation: recruiting, testing, and certifying of candidates; interviewing; training of employees; assigning work; career advancement opportunities; layoffs and terminations; compensation and benefits; work environment; discipline; retention; committee appointments; transfer opportunities; hiring and promoting.

Prohibitions of Discrimination and Harassment
All forms of discrimination and harassment by supervisors and co-workers on the basis of age, disability, national origin or ancestry, race, color, religion, creed, gender, sexual orientation, marital status, political affiliation, arrest or conviction record and membership in the national guard, state defense force or any other reserve component of the military of the United States or this state are prohibited by applicable federal and state law and the policies of this agency. Managers and supervisors are required to take appropriate disciplinary action against those who engage in unlawful discrimination or harassment. Retaliation against an employee who files a discrimination or harassment complaint is also prohibited.

Harassment is any unwelcome verbal abuse or physical contact which interferes with an individual's work performance or which creates an intimidating, hostile, or offensive work environment. This includes unwanted sexual advances, the use of demeaning language, and sexist or racial slurs or jokes. Harassment may also include incidents of "quid pro quo" which involves making employment decisions on the basis of an employee's willingness to grant sexual favors.

All complaints of discrimination or harassment shall be reported to the Department of Commerce's Human Resources Director or legal counsel for investigation and follow-up. During employee orientation, employees receive information on how to file a discrimination complaint. In addition, employees will be informed, through posting of non-discrimination announcements, of the procedures available to them for filing informal discrimination or harassment complaints with the Department of Commerce, and formal complaints with the federal and state governments. Employees are not required to file discrimination and harassment complaints through their respective supervisors. Harassment on the basis of any protected status in service delivery is also prohibited.

Accommodating Disabilities and Religious Practices
To the extent required by applicable federal or state law, the Department of Commerce will provide reasonable accommodations for persons with disabilities whenever a disability presents a documented barrier to an employee's employment opportunities or restricts his or her ability to perform the essential functions of his or her job. Reasonable accommodations will be provided to ensure equal access to employment and all benefits associated with employment. Reasonable accommodations may include, but are not limited to, making the work site physically accessible, adopting part-time or other appropriate alternative work patterns, job restructuring, and accessible job interviews.

The Department also will attempt to accommodate an employee's religious observances and practices. Such accommodations may include, but are not limited to, voluntary employee schedule changes (with supervisory approval) or alternative work schedules. For represented employees, religious accommodations are made in accordance with applicable labor agreements.

Equal Employment Opportunity/Affirmative Action Efforts in Contracting
To the extent required by applicable federal or state law, the Department will evaluate and monitor the policies and practices of individuals and organizations with whom we contract to ensure their compliance with federal, state, and Departmental Equal Employment Opportunity/Affirmative Action (EEO/AA) laws, requirements, and regulations. In our solicitation of bids for leases, purchases, and construction projects, we will continue to seek out and promote the use of minority-owned businesses.