DLLR's Office of Fair Practices


Non-Discrimination Policy Statement

  2. The purpose of this Policy Statement is to communicate the position of the Department of Labor, Licensing and Regulation ("DLLR") with regard to discrimination in employment and in the delivery, provision of and access to any DLLR service, program, resource or opportunity. This policy prohibits all forms of unlawful discrimination, including sexual harassment, within the Department of Labor, Licensing and Regulation.

    1. All programs, policies, procedures and activities conducted by and through this Department, its employees, contractors and subcontractors shall be conducted without regard to age, ancestry, color, creed, citizenship (where applicable), genetic information/testing, marital status, mental or physical disability, political affiliation, belief or opinion (where applicable), national origin, race, religious affiliation, belief or opinion, sex, (except where age, sex, or disability involves a bonafide occupational qualification), sexual orientation (where applicable) or status as a participant in Workforce Investment Act (WIA) funded programs (where applicable).
    2. The Office of Fair Practices (OFP) will review and monitor various employment matters and personnel activities (such as new hires, job assignments, reclassifications, transfers, promotions, demotions, terminations and requests for accommodations) to ensure the equitable consideration of all qualified applicants and requests, and where necessary, the Department will initiate appropriate corrective measures.
    3. Any DLLR employee who is aware of or who is subject to discrimination through policy, practice or employee action of this Department should notify the appropriate supervisor, Equal Opportunity Designee or Liaison or the Office of Fair Practices.
    4. The Department will take swift and appropriate disciplinary action(s), up to and including termination, against any employee found to have discriminated or retaliated against, harassed or intimidated another employee, applicant for employment, beneficiary or other client. The Department will also take appropriate disciplinary action(s) against any employee found to have interfered in any way with the creation and maintenance of a fair working environment.
    5. Any DLLR employee, applicant for employment, beneficiary or other client who believes that he/she has been subjected to unlawful discrimination prohibited by this policy or by law may file a complaint of discrimination with appropriate State and Federal enforcement agencies and the Departmentís Office of Fair Practices (Jennifer Dashiell Reed, Director) and/or may file a grievance with the Office of Personnel Services. Retaliation against or interference with individuals filing a complaint or participating in an investigation is also strictly prohibited.  DLLR's procedures for investigating complaints alleging unlawful discrimination may be found on the OFP web page and on the DLLR Intranet on the Policies and Forms page. Copies may also be obtained from the Office of Fair Practices.
    1. Administrators and managers shall disseminate this policy to all persons under their authority and shall conspicuously post copies in offices and client, claimant and participant waiting areas.
    2. Management at every level will be held accountable for: upholding and carrying out the provisions of this policy; for maintaining a work atmosphere free of discrimination; and for utilizing every opportunity to achieve DLLRís affirmative action objectives.
    3. The Office of Fair Practices has the primary responsibility for assuring compliance with this and all DLLR policies relating to equal opportunity, affirmative action and non-discrimination. Call any staff member for assistance.

The Office of Fair Practices is located at:
1100 North Eutaw Street, Room 214
Baltimore, Maryland 21201
Telephone: (410) 230-6319
TTY: (410) 225-7039
e-mail: oeope@dllr.state.md.us

  1. EFFECTIVE DATE: March 1, 2007

This policy replaces previous Non-Discrimination Policy Statements of the Department of Labor, Licensing and Regulation and will remain in effect until further notice.