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a <br /> t <br /> 1 <br /> ORANGE COUNTY <br /> BOARD OF COUNTY COMbIISSIONERS <br /> Action Agenda <br /> Item No. X- <br /> ACTION AGENDA ITEM ABSTRACT <br /> Meeting Date: February 5, 1996 <br /> SUBJECT: WORKSHARING AGREEMENT WITH EQUAL EMPLOYMENT <br /> OPPORTUNITY COMMISSION(EEOC) <br /> DEPARTMENT: Human Rights and Relations PUBLIC HEARING: —Yes XX No <br /> BUDGET AMENDMENT NEEDED <br /> —Yes XX No <br /> ATTACHMENT(S): INFORMATION CONTACT: <br /> • Worksharing Agreement Lucy Lewis, ext. 2251 <br /> TELEPHONE NUMBERS: <br /> Hillsborough -732-8181 <br /> Chapel Oil - 967-9251 <br /> Durham - 688-7331 <br /> Mebane -227-2031 <br /> PURPOSE: To approve a Worksharing Agreement between Orange County and the Equal <br /> Employment Opportunity Commission(EEOC). <br /> BACKGROUND: On June 6, 1994, the Board of Commissioners passed the Orange County <br /> Civil Rights Ordinance, which seeks to address discrimination in the areas of employment, <br /> housing, public accommodations and bias-related incidents. Subsequently, the Department for <br /> Human Rights and Relations has pursued designation of Orange County as a Fair Employment <br /> Practices Agency(FEPA) with the EEOC. Such designation would provide a mutually agreed- <br /> upon process for handling employment discrimination complaints that are currently within the <br /> jurisdiction of both Orange County and the EEOC. As a FEPA, Orange County would receive <br /> $50,000 this year and$50,000 next year for capacity-building purposes. Orange County would <br /> subsequently receive $450 for each closed employment discrimination case, as long as it continues <br /> to meet substantial equivalency standards. Staff of the Department for Human Rights and <br /> Relations would also receive regular EEOC training. <br /> All sections of the Worksharing Agreement are consistent with the Civil Right Ordinance and the <br /> Policies and Procedures for its administration. However, Section III A 1 requires EEOC to <br /> process all charges where Orange County may be the respondent. Prior to implementation of the <br /> employment provisions of the Ordinance, EEOC handled these types of discrimination complaints. <br /> In an effort to prevent any perception of cornffict of interest, and to keep the enforcement process <br />