You have
Employee Resources
4-4 Equal Employment Opportunity Policy & Complaint Procedure -Section I: Purpose
Return to EEO Policy & Complaint Procedure Table of Contents
Approved: Board of Supervisors
Authority: Human Resources
Resolution: 16-0333
Revised Date: September 2016
Read next: Section II: Scope
I. Purpose
To achieve equality of employment opportunities for all qualified persons without regard to race, color, ancestry, national origin, religious creed, belief or grooming, sex (including sexual orientation, gender identity, gender expression, transgender, pregnancy, childbirth, medical conditions related to pregnancy, childbirth or breast feeding), marital status, age, medical condition, physical or mental disability, genetic information, military or veteran status, or any other legally protected category, in accordance with federal and state laws and County ordinances.
To remove any artificial, arbitrary or unnecessary barriers to employment which operate to discriminate on the basis of race, color, ancestry, national origin, religious creed, belief or grooming, sex (including sexual orientation, gender identity, gender expression, transgender, pregnancy, childbirth, medical conditions related to pregnancy, childbirth or breast feeding), marital status, age, medical condition, physical or mental disability, genetic information, military or veteran status, or any other legally protected category.
To increase employment opportunities of all qualified persons by eliminating non job-related factors, conditions and requirements from all position specifications.
To evaluate the County of Sonoma's (“the County of Sonoma” or “the County”) personnel activities so as to enable the County to take action, where appropriate, so as to achieve full utilization of persons in historically disadvantaged groups, where any deficiencies exist.
To provide a timely, fair, thorough and impartial internal complaint system to resolve allegations of discrimination, harassment, or retaliation against the County of Sonoma or involving its employees, officers or affected third parties in violation of this policy.