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B. For the purpose of according substantial weight to the <br />FEPA final finding and order, the FEPA must submit to the <br />EEOC copies of all documents pertinent to conducting a <br />substantial weight review; the evaluation will be <br />designed to determine whether the following items have <br />been addressed in a manner sufficient to satisfy EEOC <br />requirements; including, but not limited to: <br />1. jurisdictional requirements, <br />2. investigation and resolution of all relevant issues <br />alleging personal harm with appropriate <br />documentation and using proper theory, <br />3. relief, if appropriate, <br />4. mechanisms for monitoring and enforcing compliance <br />with all terms of conciliation agreements, orders <br />after public hearing or consent orders to which the <br />FEPA is a party. <br />C. In order to be eligible for contract credit and/or <br />payment, submissions must meet all the substantive and. <br />administrative requirements as stipulated in the ~- <br />Contracting Principles. <br />D. For the purposes of determining eligibility for contract <br />payment, a final action is defined as the point after <br />which the charging party has no administrative recourse, <br />appeal, or other avenue of redress available under <br />applicable State and Local statutes. <br />VI. IMPLEMENTATION OF THE WORKSHARING AGREEMENT <br />A. Each agency will designate a person as liaison official <br />for the other agency to contact concerning the day-to-day <br />implementation for the Agreement. The liaison for the <br />FEPA will be Lucy Lewis, Director. The liaison official <br />for the EEOC will be Patricia B. Monroe, State and Local <br />Coordinator. <br />B. The agencies will monitor the allocation of charge- <br />processing responsibilities as set forth in the <br />Agreement. Where it appears that the overall projection <br />appears inappropriate, the appropriate portions of this <br />Agreement will be modified to ensure full utilization of <br />the investigation and resolution capacities of the FEPA <br />and rapid redress for allegations of unlawful employment <br />discrimination. <br />