Equal opportunity policy - Wisconsin Department of Transportation

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Equal opportunity policy

Policy statement

The Wisconsin Department of Transportation actively implements all federal, state, local and departmental Affirmative Action and Equal Opportunity laws, executive orders, regulations, rules, directives, policies and plans. This commitment extends to all aspects of DOT personnel management policies and practices.

The Department further provides for the fair and equitable treatment of all employees, and fair and equitable service to the public, in accordance with federal and state laws and other applicable provisions. The AA/EEO policy of the Department of Transportation is based on support of the goals and principles of AA/EEO. The Department will actively pursue available means to make women, ethnic minorities and persons with disabilities part of its on-going culture, and to eradicate discriminatory practices.

Equal opportunity in employment

The Department is committed to providing equal employment opportunity for all persons in all terms, conditions, and privileges of employment, including but not limited to: position description development, examination, salary and wages, reclassification, leave accounting and temporary assignment, disciplinary action, restoration, reinstatement, recruitment, selection, transfer, promotion, training, compensation, benefits, layoff, termination, retention, certification, testing and other terms and conditions of employment.

The Department does not discriminate in employment on the basis of race, creed, religion, sex, color, sexual orientation, national origin or ancestry, age, disability, marital status, arrest and conviction record, political affiliation, or membership in the national guard, state defense force or any other reserve component of the military forces of the United States or this state.

Equal opportunity in service delivery

The Department is committed to providing equal opportunity in all service delivery and prohibiting discrimination based upon protected group status. Equal opportunity in service delivery means: equal access to program services; equal benefits from program services; and equal treatment within program services.

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Accommodations for persons with disabilities

To ensure equal access to employment and program services, the Department evaluates each request for accommodation and provides reasonable accommodations. Examples are:

Accommodations in employment: acquiring or modifying equipment; offering alternative work schedules or employment; or modifying work procedures without compromising or altering the essential functions of the job.

Accommodations in service delivery: offering alternative testing procedures; providing informational materials in alternative media; providing interpreters for deaf or hearing/speech impaired persons; and providing auxiliary aids to the blind and visually impaired or the speech impaired.

Religious accommodations

The Department provides reasonable accommodations on the basis of religious belief or practice. Such accommodations may include: creating a flexible work schedule; considering changes in the job assignment; or making available the possibility of transfer, in addition to other reasonable accommodations as needs arise. For represented employees, religious accommodations will be in conformance with the appropriate labor agreement provisions.

Prohibition of harassment

Harassment by supervisors or co-workers on the basis of any protected status (race, creed, religion, etc., as listed above) is an unlawful employment practice and prohibited by the Department. Harassment on the basis of any protected status is likewise prohibited in service delivery. Harassment is defined as verbal or physical conduct which interferes with work performance or creates an intimidating, hostile or offensive working environment. Harassment based on race or national origin includes ethnic or racial slurs and other verbal or physical conduct related to a person's race or national origin.

Sexual harassment includes unwanted sexual advances, requests for sexual favors, and other verbal and physical conduct of a sexual nature. Any such harassing behavior, including attempts to intimidate or retaliate against employees bringing incidents of harassment to the attention of management, will be considered employee misconduct and will be subject to disciplinary action.

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