Common use of Equal Employment Opportunity and Minority Recruitment Clause in Contracts

Equal Employment Opportunity and Minority Recruitment. The School District shall provide equal employment opportunities to all persons regardless of their race, color, religion, creed, national origin, sex, sexual orientation, age, ancestry, marital status, arrest record, militarystatus, order of protection status, unfavorable militarydischarge, citizenship status provided the individual is authorized to work in the United States, use of lawful products while not at work, 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 satisfactorycredit historyis an established bona fide occupational requirement of a particular position; or other legallyprotected categories. No one will be penalized solelyfor 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 theyhave 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 bythe 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 policyor State or federal laws, rules or regulations, provided the employee or applicant did not make a knowinglyfalse accusation nor provide knowinglyfalse information. Administrative Implementation The Superintendent shall appoint a Nondiscrimination Coordinator for personnel who shall be responsible for coordinating the District's nondiscrimination efforts. The Nondiscrimination Coordinator maybe the Superintendent or a Complaint Manager for the Uniform Grievance Procedure. The Superintendent shall insert into this policythe names, addresses, and telephone numbers of the District's current Nondiscrimination Coordinator and Complaint Managers. Nondiscrimination Coordinator: Xxxx Xxxxxxxxx 000 Xxxxxxx, Xxxxxxxxxxx, XX 00000 xxxx.xxxxxxxxx@xxxxxx000.xxx 000-000-0000 Complaint Managers: Xxxx Xxxxxxxxx Xxxx Xxxxxxxx 000 Xxxxxxx, Xxxxxxxxxxx, XX 00000 000 Xxxxxxx, Xxxxxxxxxxx, XX 00000 xxxx.xxxxxxxxx@xxxxxx000.xxx xxxx.xxxxxxxx@xxxxxx000.xxx 000-000-0000 000-000-0000 The Superintendent shall also use reasonable measures to inform staff members and applicants that the District is an equal opportunityemployer, such as byposting required notices and including this policyin the appropriate handbooks. Minority Recruitment The District will attempt to recruit and hire minorityemployees. The implementation of this policymayinclude advertising openings in minoritypublications, participating in minorityjob fairs, and recruiting at colleges and universities with significant minorityenrollments. 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.:

Equal Employment Opportunity and Minority Recruitment. The School District shall provide equal employment opportunities to all persons regardless of their race, ; color, ; creed; religion, creed, ; national origin, ; sex, ; sexual orientation, ; gender identity; age, ; ancestry, ; marital status, ; arrest record, ; militarystatus, ; order of protection status, ; unfavorable militarydischarge, ; citizenship status provided the individual is authorized to work in the United States, ; use of lawful products while not at work, ; being a victim of domestic violence, or 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 satisfactorycredit historyis an established bona fide occupational requirement of a particular position; or other legallyprotected categoriesanyother class protected byfederal, State or local law. No one will be penalized solelyfor his or her status as a registered qualifying patient or a registered designated caregiver for purposes of the Compassionate Use of Medical Cannabis Pilot Program Act, 410 ILCS 130/. Persons who believe theyhave 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 bythe 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 policyor State or federal laws, rules or regulations, provided the employee or applicant did not make a knowinglyfalse accusation nor provide knowinglyfalse information. Administrative Implementation The Superintendent shall appoint a Nondiscrimination Coordinator for personnel who shall be responsible for coordinating the District's nondiscrimination efforts. The Nondiscrimination Coordinator maybe the Superintendent or a Complaint Manager for the Uniform Grievance Procedure. The Superintendent shall insert into this policythe names, addresses, and telephone numbers of the District's current Nondiscrimination Coordinator and Complaint Managers. Nondiscrimination Coordinator: Xxxx Xxxxxxxxx 000 Xxxxxx Xxxxxxx, XxxxxxxxxxxDirector of Human Resources OPRFHS, XX 00000 xxxx.xxxxxxxxx@xxxxxx000.xxx 000-000-0000 Room 214 000 X. Xxxxxxxx, Oak Park, IL 60302 xxxxxxxx@xxxxxx.xxx 708.434.3214 Complaint Managers: Xxxxx Xxxxxx Xxxx Xxxxxxxxx Xxxx Xxxxxxxx Xxxxxxx OPRFHS OPRFHS 000 XxxxxxxX. Xxxxxxxx, XxxxxxxxxxxOak Park, XX 00000 IL 60302 000 XxxxxxxX. Xxxxxxxx, XxxxxxxxxxxOak Park, XX 00000 xxxx.xxxxxxxxx@xxxxxx000.xxx xxxx.xxxxxxxx@xxxxxx000.xxx 000-000-0000 000-000-0000 IL 60302 XXxxxxx@xxxxxx.xxx xxxxxxxx@xxxxxx.xxx 708.434.3714 708.434.3215 The Superintendent shall also use reasonable measures to inform staff members and applicants that the District is an equal opportunityemployer, such as byposting as, by posting required notices and including this policyin the appropriate handbooks. Minority Recruitment The District will attempt to recruit and hire minorityemployees. The implementation of this policymayinclude advertising openings in minoritypublications, participating in minorityjob fairs, and recruiting at colleges and universities with significant minorityenrollments. 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.:: Age Discrimination in Employment Act, 29 U.S.C. §621 et seq. Americans With Disabilities Act, Title I, 42 U.S.C. §12111 et seq. Civil Rights Act of 1991, 42 U.S.C. §1981 et seq. Equal Employment Opportunities Act (Title VII of the Civil Rights Act of 1964), 42 U.S.C. §2000e et seq., 29 C.F.R. Part 1601. Equal Pay Act, 29 U.S.C. §206(d). Genetic Information Nondiscrimination Act, 42 U.S.C. §2000ff et seq. Immigration Reform and Control Act, 8 U.S.C. §1324a et seq. Rehabilitation Act of 1973, 29 U.S.C. §791 et seq. Title VI of the Civil Rights Act of 1964, 42 U.S.C. §2000d et seq. Pregnancy Discrimination Act, 42 U.S.C. §2000e(k). Title IXof the Education Amendments, 20 U.S.C. §1681 et seq., 34 C.F.R. Part 106. Uniformed Services Employment and Reemployment Rights Act (1994), 38 U.S.C. §§4301 et seq. Ill. Constitution, Art. I, §§17, 18, and 19. 105 ILCS 5/10-20.7, 5/10-20.7a, 5/10-21.1, 5/10-22.4, 5/10-23.5, 5/22-19, 5/24-4, 5/24-4.1, and 5/24-7. Compassionate Use of Medical Cannabis Pilot Program Act, 410 ILCS 130/40. Genetic Information Protection Act, 410 ILCS 513/25. Ill. Whistleblower Act, 740 ILCS 174/. Ill. Human Rights Act, 775 ILCS 5/1-103, 5/2-102, 5/2-103, and 5/6-101. Religious Freedom Restoration Act, 775 ILCS 35/5. Right to Privacy in the Workplace Act, 820 ILCS 55/10. Employee Credit Privacy Act, 820 ILCS 70/. Job Opportunities for Qualified Applicants Act, 820 ILCS 820 ILCS 75/. Ill. Equal Pay Act of 2003, 820 ILCS 112/. Victims’ Economic Securityand Safety Act, 820 ILCS 180/30. Nursing Mothers in the Workplace Act, 820 ILCS 260. 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), 5:70 (Religious Holidays), 5:180 (Temporary Illness or Temporary Incapacity), 5:200 (Terms and Conditions of Employment and Dismissal), 5:250 (Leaves of Absence), 5:270 (Employment, At-Will, Compensation, and Assignment), 5:300 (Schedules and Employment Year), 5:330 (Sick Days, Vacation, Holidays, and Leaves), 7:10 (Equal Educational Opportunities), 7:180 (Prevention of and Response to Bullying, Intimidation, and Harassment), 8:70 (Accommodating Individuals with Disabilities) Adopted: June 27, 2019 Oak Park and River Forest H.S.D. 200

Equal Employment Opportunity and Minority Recruitment. The School District shall provide equal employment opportunities to all persons regardless of their race, ; color, ; creed; religion, creed, ; national origin, ; sex, ; sexual orientation, ; age, ; ancestry, ; marital status;arrest record; military status, arrest record, militarystatus, ; order of protection status, ; unfavorable militarydischarge, military discharge; citizenship status provided the individual is authorized to work in the United States, ; use of lawful products while not at work, ; being a victim of domestic violence, or 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 satisfactorycredit historyis satisfactory credit history is an established bona fide occupational requirement of a particular position; or other legallyprotected legally protected categories. No one will be penalized solelyfor 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 Pilot Program Act, 410 ILCS 130/. Persons who believe theyhave 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 bythe 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 policyor policy or State or federal laws, rules or regulations, provided the employee or applicant did not make a knowinglyfalse knowingly false accusation nor provide knowinglyfalse knowingly false information. Administrative Implementation The Superintendent shall appoint a Nondiscrimination Coordinator for personnel who shall be responsible for coordinating the District's nondiscrimination efforts. The Nondiscrimination Coordinator maybe may be the Superintendent or a Complaint Manager for the Uniform Grievance Procedure. The Superintendent shall insert into this policythe policy the names, addresses, and telephone numbers of the District's current Nondiscrimination Coordinator and Complaint Managers. Nondiscrimination Coordinator: Xxxx Xxxxxxxxx Xxxxxx Xxxxxxxx 000 XxxxxxxXxxxxx Xxxxx, XxxxxxxxxxxXxxxxx, XX 00000 xxxx.xxxxxxxxx@xxxxxx000.xxx xxxxxxxxx@xxxxxx000.xxx 000-000-0000 Complaint Managers: Xxxx Xxxxxxxxx Xxxx Xxxxxxxx Xxxxxxx Xxxxx Xxxxxx 000 XxxxxxxXxxxxx Xxxxx, XxxxxxxxxxxXxxxxx, XX 00000 000 XxxxxxxXxxxxx Xxxxx, XxxxxxxxxxxXxxxxx, XX 00000 xxxx.xxxxxxxxx@xxxxxx000.xxx xxxx.xxxxxxxx@xxxxxx000.xxx xxxxxxxx@xxxxxx000.xxx xxxxxxx@xxxxxxx000.xxx 000-000-0000 000-000-0000 The Superintendent shall also use reasonable measures to inform staff members and applicants that the District is an equal opportunityemployeropportunity employer, such as byposting as, by posting required notices and including this policyin policy in the appropriate handbooks. Minority Recruitment The District will attempt to recruit and hire minorityemployees. The implementation of this policymayinclude advertising openings in minoritypublications, participating in minorityjob fairs, and recruiting at colleges and universities with significant minorityenrollments. 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.:

Equal Employment Opportunity and Minority Recruitment. The School District shall provide equal employment opportunities to all persons regardless of their race, ; color, ; creed; religion, creed, ; national origin, ; sex, ; sexual orientation, ; age, ; ancestry, ; marital status;arrest record; military status, arrest record, militarystatus, ; order of protection status, ; unfavorable militarydischarge, military discharge; citizenship status provided the individual is authorized to work in the United States, ; use of lawful products while not at work, ; being a victim of domestic violence, or 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 satisfactorycredit historyis satisfactory credit history is an established bona fide occupational requirement of a particular position; or any other legallyprotected categoriesclass protected by federal, State or local law. No one will be penalized solelyfor 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 Pilot Program Act, 410 ILCS 130/. Persons who believe theyhave 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 bythe 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 policyor policy or State or federal laws, rules or regulations, provided the employee or applicant did not make a knowinglyfalse knowingly false accusation nor provide knowinglyfalse knowingly false information. Administrative Implementation The Superintendent shall appoint a Nondiscrimination Coordinator for personnel who shall be responsible for coordinating the District's nondiscrimination efforts. The Nondiscrimination Coordinator maybe may be the Superintendent or a Complaint Manager for the Uniform Grievance Procedure. The Superintendent shall insert into this policythe policy the names, addresses, and telephone numbers of the District's current Nondiscrimination Coordinator and Complaint Managers. Nondiscrimination Coordinator: Xxxx Xxxxxxxxx 000 Xxxxxx Xxxxxxx, XxxxxxxxxxxDirector of Human Resources OPRFHS, XX 00000 xxxx.xxxxxxxxx@xxxxxx000.xxx 000-000-0000 Room 214 000 X. Xxxxxxxx, Oak Park, IL 60302 xxxxxxxx@xxxxxx.xxx 708.434.3214 Complaint Managers: Xxxxx Xxxxxx Xxxx Xxxxxxxxx Xxxx Xxxxxxxx Xxxxxxx OPRFHS OPRFHS 000 XxxxxxxX. Xxxxxxxx, XxxxxxxxxxxOak Park, XX 00000 IL 60302 000 XxxxxxxX. Xxxxxxxx, XxxxxxxxxxxOak Park, XX 00000 xxxx.xxxxxxxxx@xxxxxx000.xxx xxxx.xxxxxxxx@xxxxxx000.xxx 000-000-0000 000-000-0000 IL 60302 XXxxxxx@xxxxxx.xxx xxxxxxxx@xxxxxx.xxx 708.434.3714 708.434.3215 The Superintendent shall also use reasonable measures to inform staff members and applicants that the District is an equal opportunityemployeropportunity employer, such as byposting as, by posting required notices and including this policyin policy in the appropriate handbooks. Minority Recruitment The District will attempt to recruit and hire minorityemployees. The implementation of this policymayinclude advertising openings in minoritypublications, participating in minorityjob fairs, and recruiting at colleges and universities with significant minorityenrollments. 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.:

Equal Employment Opportunity and Minority Recruitment. The School District shall provide equal employment opportunities to all persons regardless of their race, color, creed, religion, creed, national origin, sex, sexual orientation, age, ancestry, marital status, arrest record, militarystatusmilitary status, order of protection status, or unfavorable militarydischargemilitary discharge, citizenship status provided the individual is authorized to work in the United States, use of lawful products while not at work, being a victim of domestic violence, or 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 satisfactorycredit historyis an established bona fide occupational requirement of a particular position; or and other legallyprotected legally protected categories. No one will be penalized solelyfor 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 Pilot Program Act, 410 ILCS 130/. Persons who believe theyhave 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 bythe 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 policyor policy or State or federal laws, rules or regulations, provided the employee or applicant did not make a knowinglyfalse knowingly false accusation nor provide knowinglyfalse knowingly false information. Administrative Implementation The Superintendent shall appoint a Nondiscrimination Coordinator for personnel who shall be responsible for coordinating the District's ’s nondiscrimination efforts. The Nondiscrimination Coordinator maybe may be the Superintendent or a Complaint Manager for the Uniform Grievance Procedure. The Superintendent shall insert into this policythe policy the names, addresses, and telephone numbers of the District's ’s current Nondiscrimination Coordinator and Complaint Managers. Nondiscrimination Coordinator: Xxxx Xxxxxxxxx 000 X. X. Xxxxxxx, XxxxxxxxxxxSuperintendent 000 X. Xxxx Xx., XX 00000 xxxx.xxxxxxxxx@xxxxxx000.xxx 000Xxxxxxxx Xxxxxx, IL 61084 xxxxxxxx@xxxx.xxxxxxxx000.xxx 815/645-000-0000 2606 Complaint Managers: Xxxx Xxxxxxxxx Xxxx Xxxxxxxx 000 Xxxxx, District Staff Officer X. X. Xxxxxxx, XxxxxxxxxxxSuperintendent 000 X. Xxxx Xx., XX 00000 Xxxxxxxx Xxxxxx, IL 61084 000 XxxxxxxX. Xxxx Xx., XxxxxxxxxxxXxxxxxxx Xxxxxx, XX 00000 xxxx.xxxxxxxxx@xxxxxx000.xxx xxxx.xxxxxxxx@xxxxxx000.xxx 000-000IL 61084 xxxxxxxx@xxxx.xxxxxxxx000.xxx 815/000-0000 000000/645-000-0000 2606 The Superintendent shall also use reasonable measures to inform staff members and applicants that the District is an equal opportunityemployeropportunity employer, such as byposting as, by posting required notices and including this policyin policy in the appropriate handbooks. Minority Recruitment The District will attempt to recruit and hire minorityemployees. The implementation of this policymayinclude advertising openings in minoritypublications, participating in minorityjob fairs, and recruiting at colleges and universities with significant minorityenrollments. 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.:

Equal Employment Opportunity and Minority Recruitment. The School District shall provide equal employment opportunities to all persons regardless of their race, ; color, ; creed; religion, creed, ; national origin, ; sex, ; sexual orientation, ; age, ; ancestry, ; marital status, ; arrest record, ; militarystatus, ; order of protection status, ; unfavorable militarydischarge, ; citizenship status provided the individual is authorized to work in the United States, ; use of lawful products while not at work, ; 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 satisfactorycredit historyis history is an established bona fide occupational requirement of a particular position; or other legallyprotected categories. No one will be penalized solelyfor 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 theyhave 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 bythe 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 policyor State or federal laws, rules or regulations, provided the employee or applicant did not make a knowinglyfalse accusation nor provide knowinglyfalse information. Administrative Implementation The Superintendent shall appoint a Nondiscrimination Coordinator for personnel who shall be responsible for coordinating the District's nondiscrimination efforts. The Nondiscrimination Coordinator maybe the Superintendent or a Complaint Manager for the Uniform Grievance Procedure. The Superintendent shall insert into this policythe names, addresses, and telephone numbers of the District's current Nondiscrimination Coordinator and Complaint Managers. Nondiscrimination Coordinator: Xxxx Xxxxxxxxx 000 XxxxxxxXxxxx Xxxxxx, XxxxxxxxxxxCrest Hill, XX 00000 xxxx.xxxxxxxxx@xxxxxx000.xxx 000IL 60403 xxxxxxxxxx@xxxxxxxxxxx.xx 815/722-000-0000 6673 Complaint Managers: Xxxx Xxxxxxxxx Xxxxxx Xxxx Xxxxxxxx 000 XxxxxxxXxxxx Xxxxxx, XxxxxxxxxxxCrest Hill, XX 00000 IL 60403 000 XxxxxxxXxxxx Xxxxxx, XxxxxxxxxxxCrest Hill, XX 00000 xxxx.xxxxxxxxx@xxxxxx000.xxx xxxx.xxxxxxxx@xxxxxx000.xxx 000-000IL 60403 xxxxxxxxxx@xxxxxxxxxxx.xx xxxxx@xxxxxxxxxxx.xx 815/000-0000 000000/722-000-0000 6673 The Superintendent shall also use reasonable measures to inform staff members and applicants that the District is an equal opportunityemployer, such as as, byposting required notices and including this policyin policy in the appropriate handbooks. Minority Recruitment The District will attempt to recruit and hire minorityemployees. The implementation of this policymayinclude advertising openings in minoritypublications, participating in minorityjob fairs, and recruiting at colleges and universities with significant minorityenrollments. 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.:

Equal Employment Opportunity and Minority Recruitment. The School District shall provide equal employment opportunities to all persons regardless of their race, ; color, ; creed; religion, creed, ; national origin, ; sex, ; sexual orientation, ; gender identity; age, ; ancestry, ; marital status, ; arrest record, militarystatus, ; military status; order of protection status, ; unfavorable militarydischarge, military discharge; citizenship status provided the individual is authorized to work in the United States, ; use of lawful products while not at work, ; being a victim of domestic violence, or 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 satisfactorycredit historyis satisfactory credit history is an established bona fide occupational requirement of a particular position; or any other legallyprotected categoriesclass protected by federal, State or local law. No one will be penalized solelyfor 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 Pilot Program Act, 410 ILCS 130/. Persons who believe theyhave 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 bythe 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 policyor policy or State or federal laws, rules or regulations, provided the employee or applicant did not make a knowinglyfalse knowingly false accusation nor provide knowinglyfalse knowingly false information. Administrative Implementation The Superintendent shall appoint a Nondiscrimination Coordinator for personnel who shall be responsible for coordinating the District's nondiscrimination efforts. The Nondiscrimination Coordinator maybe may be the Superintendent or a Complaint Manager for the Uniform Grievance Procedure. The Superintendent shall insert into this policythe policy the names, addresses, and telephone numbers of the District's current Nondiscrimination Coordinator and Complaint Managers. Nondiscrimination Coordinator: Xxxx Xxxxxxxxx 000 Xxxxxx Xxxxxxx, XxxxxxxxxxxDirector of Human Resources OPRFHS, XX 00000 xxxx.xxxxxxxxx@xxxxxx000.xxx 000-000-0000 Room 214 000 X. Xxxxxxxx, Oak Park, IL 60302 xxxxxxxx@xxxxxx.xxx 708.434.3214 Complaint Managers: Xxxxx Xxxxxx Xxxx Xxxxxxxxx Xxxx Xxxxxxxx Xxxxxxx OPRFHS OPRFHS 000 XxxxxxxX. Xxxxxxxx, XxxxxxxxxxxOak Park, XX 00000 IL 60302 000 XxxxxxxX. Xxxxxxxx, XxxxxxxxxxxOak Park, XX 00000 xxxx.xxxxxxxxx@xxxxxx000.xxx xxxx.xxxxxxxx@xxxxxx000.xxx 000-000-0000 000-000-0000 IL 60302 XXxxxxx@xxxxxx.xxx xxxxxxxx@xxxxxx.xxx 708.434.3714 708.434.3215 The Superintendent shall also use reasonable measures to inform staff members and applicants that the District is an equal opportunityemployeropportunity employer, such as byposting as, by posting required notices and including this policyin policy in the appropriate handbooks. Minority Recruitment The District will attempt to recruit and hire minorityemployees. The implementation of this policymayinclude advertising openings in minoritypublications, participating in minorityjob fairs, and recruiting at colleges and universities with significant minorityenrollments. 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.:

Equal Employment Opportunity and Minority Recruitment. The School District shall provide equal employment opportunities to all persons regardless of their race, color, creed, religion, creed, national origin, sex, sexual orientation, age, ancestry, marital status, arrest record, militarystatus, order of protection status, unfavorable militarydischarge, citizenship status provided the individual is authorized to work in the United States, use of lawful products while not at work, 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 satisfactorycredit historyis an established bona fide occupational requirement of a particular position; or other legallyprotected categories. No one will be penalized solelyfor 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 theyhave 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 bythe 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 policyor State or federal laws, rules or regulations, provided the employee or applicant did not make a knowinglyfalse accusation nor provide knowinglyfalse information. Administrative Implementation The Superintendent shall appoint a Nondiscrimination Coordinator for personnel who shall be responsible for coordinating the District's ’s nondiscrimination efforts. The Nondiscrimination Coordinator maybe the Superintendent or a Complaint Manager for the Uniform Grievance Procedure. The Superintendent shall insert into this policythe names, addresses, and telephone numbers of the District's ’s current Nondiscrimination Coordinator and Complaint Managers. Nondiscrimination Coordinator: Xxxx Xxxxxxxxx 000 Xxxxxxx, XxxxxxxxxxxAsst. Supt. for Special Services 0000 Xxxxxxxxxx Xx., XX 00000 xxxx.xxxxxxxxx@xxxxxx000.xxx Xx. Xxxxxxxx, IL 60056 xxxxxxxx@xxxx00.xxx 000-000-0000 Complaint Managers: Xxxx Xxxxxxxxx Xxxxxx , River Trails Middle School Principal Xxxxx Xxxxxxxx, Asst. Supt. for Business Services 0000 X Xxxx Xxxxxxxx 000 XxxxxxxXx.., XxxxxxxxxxxXx. Xxxxxxxx, XX IL 00000 000 Xxxxxxx0000 Xxxxxxxxxx Xx., XxxxxxxxxxxXx. Xxxxxxxx, XX 00000 xxxx.xxxxxxxxx@xxxxxx000.xxx xxxx.xxxxxxxx@xxxxxx000.xxx IL 60056 xxxxxxx@xxxx00.xxx xxxxxxxxx@xxxx00.xxx 000-000-0000 000-000-0000 The Superintendent shall also use reasonable measures to inform staff members and applicants that the District is an equal opportunityemployer, such as as, byposting required notices and including this policyin the appropriate handbooks. Minority Recruitment The District will attempt to recruit and hire minorityemployees. The implementation of this policymayinclude advertising openings in minoritypublications, participating in minorityjob fairs, and recruiting at colleges and universities with significant minorityenrollments. 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.:

Equal Employment Opportunity and Minority Recruitment. The School District shall provide equal employment opportunities to all persons regardless of their race, ; color, ; creed; religion, creed, ; national origin, ; sex, ; sexual orientation, ; age, ; ancestry, ; marital status, ; arrest record, ; militarystatus, ; order of protection status, ; unfavorable militarydischarge, ; citizenship status provided the individual is authorized to work in the United States, ; use of lawful products while not at work, ; 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 satisfactorycredit historyis an established bona fide occupational requirement of a particular position; or other legallyprotected categories. No one will be penalized solelyfor 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 theyhave 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 bythe 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 policyor State or federal laws, rules or regulations, provided the employee or applicant did not make a knowinglyfalse accusation nor provide knowinglyfalse information. Administrative Implementation The Superintendent shall appoint a Nondiscrimination Coordinator for personnel who shall be responsible for coordinating the District's nondiscrimination efforts. The Nondiscrimination Coordinator maybe the Superintendent or a Complaint Manager for the Uniform Grievance Procedure. The Superintendent shall insert into this policythe names, addresses, and telephone numbers of the District's current Nondiscrimination Coordinator and Complaint Managers. Nondiscrimination Coordinator: Xxxx Xxxxxxxxx 000 Xxxxxxx– District Office 00000 X. Xxxx St., XxxxxxxxxxxChannahon, IL 60410 815-467-4315 Complaint Managers: Xxxxx Xxxxxx-Three Xxxxxx School Xx. Xxxx Xxxxxx-Channahon Jr. High School 00000 X Xxxxxxx Xx., Xxxxxxxxx, XX 00000 xxxx.xxxxxxxxx@xxxxxx000.xxx 000-000-0000 Complaint Managers: Xxxx Xxxxxxxxx Xxxx Xxxxxxxx 000 Xxxxxxx00000 XXxxxx Xx., XxxxxxxxxxxXxxxxxxxx, XX 00000 000 Xxxxxxx, Xxxxxxxxxxx, XX 00000 xxxx.xxxxxxxxx@xxxxxx000.xxx xxxx.xxxxxxxx@xxxxxx000.xxx 000-000-0000 000-000-0000 The Superintendent shall also use reasonable measures to inform staff members and applicants that the District is an equal opportunityemployer, such as byposting as, by posting required notices and including this policyin the appropriate handbooks. Minority Recruitment The District will attempt to recruit and hire minorityemployees. The implementation of this policymayinclude advertising openings in minoritypublications, participating in minorityjob fairs, and recruiting at colleges and universities with significant minorityenrollments. 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.:

Equal Employment Opportunity and Minority Recruitment. The School District shall provide equal employment opportunities to all persons regardless of their race, color, creed, religion, creed, national origin, sex, sexual orientation, age, ancestry, marital status, arrest record, militarystatus, order of protection status, unfavorable militarydischarge, citizenship status provided the individual is authorized to work in the United States, use of lawful products while not at work, 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 satisfactorycredit historyis an established bona fide occupational requirement of a particular position; or other legallyprotected categories. No one will be penalized solelyfor 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 theyhave 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 bythe 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 policyor State or federal laws, rules or regulations, provided the employee or applicant did not make a knowinglyfalse accusation nor provide knowinglyfalse information. Administrative Implementation The Superintendent shall appoint a Nondiscrimination Coordinator for personnel who shall be responsible for coordinating the District's nondiscrimination efforts. The Nondiscrimination Coordinator maybe the Superintendent or a Complaint Manager for the Uniform Grievance Procedure. The Superintendent shall insert into this policythe names, addresses, and telephone numbers of the District's current Nondiscrimination Coordinator and Complaint Managers. Nondiscrimination Coordinator: Xxxx Xxxxxxxxx 000 XxxxxxxXxx Xxxxxxx 0000 X. Xxxxxx St., XxxxxxxxxxxXxxxxx, XX 00000 xxxx.xxxxxxxxx@xxxxxx000.xxx IL 62959 000-000-0000 Complaint Managers: Xxxx Xxxxxxxxx Xxxx Xxxxxxxx 000 XxxxxxxXxx Xxxxxxx Xxxxx Xxxxx 0000 X. Xxxxxx St., XxxxxxxxxxxXxxxxx, XX 00000 000 XxxxxxxIL 62959 0000 X. Xxxxxx St., XxxxxxxxxxxXxxxxx, XX 00000 xxxx.xxxxxxxxx@xxxxxx000.xxx xxxx.xxxxxxxx@xxxxxx000.xxx IL 62959 000-000-0000 000-000-0000 The Superintendent shall also use reasonable measures to inform staff members and applicants that the District is an equal opportunityemployer, such as as, byposting required notices and including this policyin the appropriate handbooks. Minority Recruitment The District will attempt to recruit and hire minorityemployees. The implementation of this policymayinclude advertising openings in minoritypublications, participating in minorityjob fairs, and recruiting at colleges and universities with significant minorityenrollments. 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.:

Equal Employment Opportunity and Minority Recruitment. The School District shall provide equal employment opportunities to all persons regardless of their race, color, creed, religion, creed, national origin, sex, sexual orientation, age, ancestry, marital status, arrest record, militarystatus, order of protection status, unfavorable militarydischarge, citizenship status provided the individual is authorized to work in the United States, use of lawful products while not at work, 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 satisfactorycredit historyis history is an established bona fide occupational requirement of a particular position; or other legallyprotected categories. No one will be penalized solelyfor 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 theyhave 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 bythe 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 policyor State or federal laws, rules or regulations, provided the employee or applicant did not make a knowinglyfalse accusation nor provide knowinglyfalse information. Administrative Implementation The Superintendent shall appoint a Nondiscrimination Coordinator for personnel who shall be responsible for coordinating the District's nondiscrimination efforts. The Nondiscrimination Coordinator maybe the Superintendent or a Complaint Manager for the Uniform Grievance Procedure. The Superintendent shall insert into this policythe names, addresses, and telephone numbers of the District's current Nondiscrimination Coordinator and Complaint Managers. Nondiscrimination Coordinator: Xxxx Xxxxxxxx Xxxxxxx 0000 Xxxxxx Xxxxxx, Schiller Park, IL 60176 xxxxxxxx@xx00.xxx 847.671.1816 Complaint Managers: Xxxxxxxxx 000 XxxxxxxXxxxxxx Xxxxx Xxxxxx 0000 Xxxxxx Xxxxxx, XxxxxxxxxxxSchiller Park, IL 60176 9750 Xxxxxx Xxxxxx, Xxxxxxxx Xxxx, XX 00000 xxxx.xxxxxxxxx@xxxxxx000.xxx 000-000-0000 Complaint Managers: Xxxx Xxxxxxxxx Xxxx Xxxxxxxx 000 Xxxxxxx, Xxxxxxxxxxx, XX 00000 000 Xxxxxxx, Xxxxxxxxxxx, XX 00000 xxxx.xxxxxxxxx@xxxxxx000.xxx xxxx.xxxxxxxx@xxxxxx000.xxx 000-000-0000 000-000-0000 xxxxxxxx@xx00.xxx xxxxxxx@xx00.xxx 847.678.2916 847.678.2916 The Superintendent shall also use reasonable measures to inform staff members and applicants that the District is an equal opportunityemployer, such as as, byposting required notices and including this policyin policy in the appropriate handbooks. Minority Recruitment The District will attempt to recruit and hire minorityemployees. The implementation of this policymayinclude advertising openings in minoritypublications, participating in minorityjob fairs, and recruiting at colleges and universities with significant minorityenrollments. 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.:

Equal Employment Opportunity and Minority Recruitment. The School District shall provide equal employment opportunities to all persons regardless of their race, ; color, ; creed; religion, creed, ; national origin, ; sex, ; sexual orientation, ; age, ; ancestry, ; marital status;arrest record; military status, arrest record, militarystatus, ; order of protection status, ; unfavorable militarydischarge, military discharge; citizenship status provided the individual is authorized to work in the United States, ; use of lawful products while not at work, ; being a victim of domestic violence, or 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 satisfactorycredit historyis satisfactory credit history is an established bona fide occupational requirement of a particular position; or other legallyprotected legally protected categories. No one will be penalized solelyfor 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 Pilot Program Act, 410 ILCS 130/. Persons who believe theyhave 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 bythe 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 policyor policy or State or federal laws, rules or regulations, provided the employee or applicant did not make a knowinglyfalse knowingly false accusation nor provide knowinglyfalse knowingly false information. Administrative Implementation The Superintendent shall appoint a Nondiscrimination Coordinator for personnel who shall be responsible for coordinating the District's nondiscrimination efforts. The Nondiscrimination Coordinator maybe may be the Superintendent or a Complaint Manager for the Uniform Grievance Procedure. The Superintendent shall insert into this policythe policy the names, addresses, and telephone numbers of the District's current Nondiscrimination Coordinator and Complaint Managers. Nondiscrimination Coordinator: Xxxx Xxxxxxxxx 000 Xxxxxxx– District Office 00000 X. Xxxx St., XxxxxxxxxxxChannahon, IL 60410 815-467-4315 Complaint Managers: Xxxxx Xxxxxx-Three Xxxxxx School Xx. Xxxx Xxxxxx-Channahon Jr. High School 00000 X Xxxxxxx Xx., Xxxxxxxxx, XX 00000 xxxx.xxxxxxxxx@xxxxxx000.xxx 000-000-0000 Complaint Managers: Xxxx Xxxxxxxxx Xxxx Xxxxxxxx 000 Xxxxxxx00000 X Xxxxx Xx., XxxxxxxxxxxXxxxxxxxx, XX 00000 000 Xxxxxxx, Xxxxxxxxxxx, XX 00000 xxxx.xxxxxxxxx@xxxxxx000.xxx xxxx.xxxxxxxx@xxxxxx000.xxx 000815-000467-0000 4313 000-000-0000 The Superintendent shall also use reasonable measures to inform staff members and applicants that the District is an equal opportunityemployeropportunity employer, such as byposting as, by posting required notices and including this policyin policy in the appropriate handbooks. Minority Recruitment The District will attempt to recruit and hire minorityemployees. The implementation of this policymayinclude advertising openings in minoritypublications, participating in minorityjob fairs, and recruiting at colleges and universities with significant minorityenrollments. 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.:

Equal Employment Opportunity and Minority Recruitment. The School District shall provide equal employment opportunities to all persons regardless of their race, color, creed, religion, creed, national origin, sex, sexual orientation, age, ancestry, marital status, arrest record, militarystatus, order of protection status, unfavorable militarydischarge, citizenship status provided the individual is authorized to work in the United States, use of lawful products while not at work, being a victim of domestic violence, or 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 satisfactorycredit historyis an established bona fide occupational requirement of a particular position; , or other legallyprotected categories. No one will be penalized solelyfor 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 Pilot Program Act, 410 ILCS 130/. Persons who believe theyhave 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 bythe 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 policyor State or federal laws, rules or regulations, provided the employee or applicant did not make a knowinglyfalse accusation nor provide knowinglyfalse information. Administrative Implementation The Superintendent shall appoint a Nondiscrimination Coordinator for personnel who shall be responsible for coordinating the District's nondiscrimination efforts. The Nondiscrimination Coordinator maybe the Superintendent or a Complaint Manager for the Uniform Grievance Procedure. The Superintendent shall insert into this policythe names, addresses, and telephone numbers of the District's current Nondiscrimination Coordinator and Complaint Managers. Nondiscrimination Coordinator: Xxxx Xxxxxxxxx 000 XxxxxxxXxx Xxxxxxx 0000 X. Xxxxxx St., XxxxxxxxxxxXxxxxx, XX 00000 xxxx.xxxxxxxxx@xxxxxx000.xxx IL 62959 000-000-0000 Complaint Managers: Xxxx Xxxxxxxxx Xxxx Xxxxxxxx 000 XxxxxxxXxx Xxxxxxx Xxxxx Xxxxx 0000 X. Xxxxxx St., XxxxxxxxxxxXxxxxx, XX 00000 000 XxxxxxxIL 62959 0000 X. Xxxxxx St., XxxxxxxxxxxXxxxxx, XX 00000 xxxx.xxxxxxxxx@xxxxxx000.xxx xxxx.xxxxxxxx@xxxxxx000.xxx IL 62959 000-000-0000 000-000-0000 The Superintendent shall also use reasonable measures to inform staff members and applicants that the District is an equal opportunityemployer, such as as, byposting required notices and including this policyin the appropriate handbooks. Minority Recruitment The District will attempt to recruit and hire minorityemployees. The implementation of this policymayinclude advertising openings in minoritypublications, participating in minorityjob fairs, and recruiting at colleges and universities with significant minorityenrollments. 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.: