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    General Personnel
     
     
    Equal Employment Opportunity

    DAOES shall provide equal employment opportunities to all persons regardless of their race, color, creed, religion, national origin, sex, sexual orientation, age, ancestry, marital status, arrest record, military status, unfavorable military discharge, citizenship status provided the individual is authorized to work in the United States, use of lawful products while not at work, order of protection status, being a victim of domestic violence, sexual violence, or gender violence; genetic information, physical or mental handicap or disability, if otherwise able to perform the essential functions of the job with reasonable accommodation, pregnancy, childbirth, or related medical conditions; credit history, unless a satisfactory credit history is an established bona fide occupational requirement of a particular position, or other legally protected categories. No one will be penalized solely for his or her status as a registered qualifying patient or a registered designated caregiver for purposes of the Compassionate Use of Medical Cannabis Program Act, 410 ILCS 130/.

    Persons who believe they have not received equal employment opportunities should report their claims to the Nondiscrimination Coordinator and/or a Complaint Manager for the Uniform Grievance Procedure. These individuals are listed below. No employee or applicant will be discriminated or retaliated against because he or she: (1) requested, attempted to request, used, or attempted to use a reasonable accommodation as allowed by the Illinois Human Rights Act, or (2) initiated a complaint, was a witness, supplied information, or otherwise participated in an investigation or proceeding involving an alleged violation of this policy or State or federal laws, rules or regulations, provided the employee or applicant did not make a knowingly false accusation nor provide knowingly false information.

    Administrative Implementation

    The Director shall appoint a Nondiscrimination Coordinator for personnel who shall be responsible for coordinating the DAOES's nondiscrimination efforts. The Nondiscrimination Coordinator may be the Director or a Complaint Manager for the Uniform Grievance Procedure. The Director shall insert into this policy the names, addresses, and telephone numbers of the System's current Nondiscrimination Coordinator and Complaint Managers.

    Nondiscrimination Coordinator:

    Ms. Avelira Gonzalez, Asst. Principal for Student Services

     

    301 S. Swift Rd., Addison, IL 60101

     

    avelirag@tcdupage.org

     

    630.620.8770

     

    Complaint Managers:

    Dr. Jason Hlavacs, Principal

     

    Mrs. Sonia Martinez, Business Manager

    301 S. Swift Rd., Addison, IL 60101

     

    301 S. Swift Rd., Addison, IL 60101

    jasonh@tcdupage.org

     

    soniam@tcdupage.org

    630.620.8770

     

    630.620.8770

    The Director shall also use reasonable measures to inform staff members and applicants that the District is an equal opportunity employer, such as, by posting required notices and including this policy in the appropriate handbooks.

    Minority Recruitment

    The District will attempt to recruit and hire minority employees. The implementation of this policy may include advertising openings in minority publications, participating in minority job fairs, and recruiting at colleges and universities with significant minority enrollments. This policy, however does not require or permit the District to give preferential treatment or special rights based on a protected status without evidence of past discrimination.

    LEGAL REF.:

    8 U.S.C. §1324a et seq., Immigration Reform and Control Act.

    20 U.S.C. §1681 et seq., Title IX of the Education Amendments of 1972, implemented by 34 C.F.R. Part 106.

    29 U.S.C. §206(d), Equal Pay Act.

    29 U.S.C. §621 et seq., Age Discrimination in Employment Act.

    29 U.S.C. §701 et seq., Rehabilitation Act of 1973.

    38 U.S.C. §4301 et seq., Uniformed Services Employment and Reemployment Rights Act (1994).

    42 U.S.C. §1981 et seq., Civil Rights Act of 1991.

    42 U.S.C. §2000e et seq., Title VII of the Civil Rights Act of 1964, implemented by 29 C.F.R. Part 1601.

    42 U.S.C. §2000ff et seq., Genetic Information Nondiscrimination Act of 2008.

    42 U.S.C. §2000d et seq., Title VI of the Civil Rights Act of 1964.

    42 U.S.C. §2000e(k), Pregnancy Discrimination Act.

    42 U.S.C. §12111 et seq., Americans with Disabilities Act, Title I.

    Ill. Constitution, Art. I, §§17, 18, and 19.

    105 ILCS 5/10-20.7, 5/20.7a, 5/21.1, 5/22.4, 5/23.5, 5/22-19, 5/24-4, 5/24-4.1, and 5/24-7.

    410 ILCS 130/40, Compassionate Use of Medical Cannabis Program Act.

    410 ILCS 513/25, Genetic Information Privacy Act.

    740 ILCS 174/, Ill. Whistleblower Act.

    775 ILCS 5/1-103, 5/2-102, 103, and 5/6-101, Ill. Human Rights Act.

    775 ILCS 35/5, Religious Freedom Restoration Act.

    820 ILCS 55/10, Right to Privacy in the Workplace Act.

    820 ILCS 70/, Employee Credit Privacy Act.

    820 ILCS 75/, Job Opportunities for Qualified Applicants Act.

    820 ILCS 112/, Ill. Equal Pay Act of 2003.

    820 ILCS 180/30, Victims’ Economic Security and Safety Act.

    820 ILCS 260/, Nursing Mothers in the Workplace Act.

    CROSS REF.: 2:260 (Uniform Grievance Procedure), 5:20 (Workplace Harassment Prohibited), 5:30 (Hiring Process and Criteria), 5:40 (Communicable and Chronic Infectious Disease), 5:50 (Drug- and Alcohol-Free Workplace; Tobacco Prohibition), 5:200 (Terms and Conditions of Employment and Dismissal), 5:250 (Leaves of Absence), 5:330 (Sick Days, Vacation, Holidays, and Leaves), 7:10 (Equal Educational Opportunities), 7:180 (Prevention of and Response to Bullying, Intimidation, and Harassment)

    Adopted: February 20, 2020