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-- All disability-based chazges against Respondents over which EEOC does <br />not have jurisdiction. <br />B. Notwithstanding any other provision of the Agreement, the FEPA or the EEOC may <br />request to be granted the right to initially process any charge subject to agreement of the <br />other agency. Such variations shall not be inconsistent with the objectives of this <br />Workshazing Agreement or the Contracting Principles. <br />C. Each Agency will on a quarterly basis notify the other of all cases in litigation and will <br />notify each other when a new suit is filed. As charges are received by one Agency against <br />a Respondent on the other Agency's litigation list a copy of the new charge will be sent to <br />the other Agency's litigation unit within five working days. <br />IV. EXCHANGE OF INFORMATION <br />A. Both the FEPA and EEOC shall make available for inspection and copying to appropriate <br />officials from the other Agency any information which may assist each Agency in <br />carrying out its responsibilities. Such information shall include, but not necessazily be <br />limited to, investigative files, conciliation agreements, staffing information, case <br />management printouts, charge processing documentation, and any other material and data <br />as may be related to the processing of dual-filed chazges or administration of the contract. <br />The Agency accepting information agrees to comply with any confidentiality <br />requirements imposed on the agency providing the information. With respect to all <br />information obtained from EEOC, the FEPA agrees to observe the confidentiality <br />provisions of Title VII, ADEA, and ADA. <br />In order to expedite the resolution of charges or facilitate the working of this Agreement, <br />either Agency may request or permit personnel of the other Agency to accompany or to <br />observe its personnel when processing a charge. <br />V. RESOLUTION OF CHARGES <br />A. Both agencies will adhere to the procedures set out in EEOC's Order 916, Substantial <br />Weight Review Manual, and the State and Local Handbook as revised. <br />B. For the purpose of according substantial weight to the FEPA final finding and order, the <br />FEPA must submit to the EEOC copies of all documents pertinent to conducting a <br />substantial weight review; the evaluation will be designed to determine whether the <br />following items have been addressed in a manner sufficient to satisfy EEOC <br />requirements; including, but not limited to: <br />jurisdictional requirements, <br />2. investigation and resolution of all relevant issues alleging personal harm with <br />appropriate documentation and using proper theory, <br />3. relief, if appropriate, <br />iv <br />