Equal Opportunity Assurances

We are a recipient of WIOA Title I funds and our organization must comply with the regulations found at 29 CFR 38. You have the right to file a discrimination complaint under Section 188 of WIOA.

Equal Opportunity Is the Law
It is against the law for this recipient of Federal financial assistance to discriminate on the following bases: Against any individual in the United States, on the basis of race, color, religion, sex (including pregnancy, childbirth, and related medical conditions, sex stereotyping, transgender status, and gender identity), national origin (including limited English proficiency), age, disability, or political affiliation or belief, or, against any beneficiary of, applicant to, or participant in programs financially assisted under Title I of the Workforce Innovation and Opportunity Act, on the basis of the individual's citizenship status or participation in any WIOA Title I‐financially assisted program or
activity.

The recipient must not discriminate in any of the following areas:

• deciding who will be admitted, or have access, to any WIOA Title I‐financially assisted program or activity;
• providing opportunities in, or treating any person with regard to, such a program or activity;
• or
• making employment decisions in the administration of, or in connection with, such a program or activity.

Recipients of federal financial assistance must take reasonable steps to ensure that communications with individuals with disabilities are as effective as communications with others. This means that, upon request and at no cost to the individual, recipients are required to provide appropriate auxiliary aids and services to qualified individuals with disabilities.
 

What To Do If You Believe You Have Experienced Discrimination
If you think that you have been subjected to discrimination under a WIOA Title I‐financially assisted program or activity, you may file a complaint within 180 days from the date of the alleged violation with either:

The recipient's Equal Opportunity Officer (or the person whom the recipient has designated for this purpose);

Danielle Smith, State Equal Opportunity Officer
P.O. Box 087
Jefferson City, MO 65102
Danielle.Smith@dhewd.mo.gov
573‐751‐2428 Missouri Relay Services at 711
or
Leslie Abram, Local Equal Opportunity Officer
730 Wall Ave.
Joplin, MO 64801
LAbram@wibswmo.com
417‐625‐9914 Missouri Relay Services at 711
or
The director, Civil Rights Center (CRC), U.S. Department of Labor, 200 Constitution Avenue NW, Room N-4123, Washington DC 20210 or electronically as directed on the CRC Web site at www.dol.gov/crc.

If you file your complaint with the recipient, you must wait either until the recipient issues a written Notice of Final Action, or until 90 days have passed (whichever is sooner), before filing with the Civil Rights Center (see address above).

If the recipient does not give you a written Notice of Final Action within 90 days of the day on which you file your complaint, you may file a complaint with CRC before receiving that Notice. However, you must file your CRC complaint within 30 days of the 90-day deadline (in other words, within 120 days after the day on which you filed your complaint with the recipient.

If the recipient does give you a written Notice of Final Action on your complaint, but you are dissatisfied with the decision or resolution, you may file a complaint with CRC. You must file your CRC complaint within 30 days of the date on which you received the Notice of Final Action.

Additional Prohibited Behavior
Behavior that is not unlawful or does not rise to the level of illegal discrimination, harassment or retaliation might still be unacceptable for the workplace or educational environment. Demeaning or otherwise harmful actions are prohibited, particularly if directed at personal characteristics including, but not limited to, socioeconomic level, sexual orientation or perceived sexual orientation.

Interim Measures
When a report is made or FTC otherwise learns of potential discrimination, harassment or retaliation, FTC will take immediate action to protect the alleged victim, including implementing interim measures. For example, FTC may alter a class seating arrangement, provide additional supervision for a student or suspend an employee pending an investigation. Franklin Technology Center will take immediate steps to prevent retaliation against the alleged victim, any person associated with the alleged victim, or any students, employees and others that they are protected from retaliation, ensuring that they know how to report future complaints, and imitating follow-up contact with the complainant to determine if any additional acts of discrimination, harassment or retaliation have occurred.