Equal Employment Opportunity

Idaho
Department of
Correction

Policy
Control Number:
214
Version:
2.1
Page Number:
1 of 3
Adopted:
2-20-2001
Reviewed:
12-3-2008

Title:
Equal Employment Opportunity

This document was approved by Brent Reinke, director of the Idaho
Department of Correction, on 12/3/08 (signature on file).
BOARD OF CORRECTION IDAPA RULE NUMBER
None
POLICY STATEMENT
It is the policy of the Idaho Board of Correction that the Idaho Department of Correction
(IDOC) actively pursue and promote the objective of current federal and sta te equal
employment opportunity and fair labor practice laws.
PURPOSE
The purpose of this policy is to communicate the Board’s philosophy in regards to providing
equal employment opportunities.
SCOPE
The IDOC extends equal employment opportunity to all individuals regardless of race, sex,
age, color, religious belief, national origin, disability or impairment, handicap or other
prohibited factors to the extent required by law, except in those instances where bona fide
occupational qualifications exist. This policy extends to all employees and to prospective
employees. The provisions of this policy extend to all terms and conditions of employment
and are not limited to hires, transfers, promotions, demotions, reclassifications, terminations,
wages, education, benefits and/or training.
RESPONSIBILITY
The IDOC will take affirmative steps to promote the employment opportunity of groups of
people who are presently underutilized in our workforce.
The Director of Human Resource Services (HRS)
The director of Human Resource Services (HRS) is designated as the equal
employment officer for the IDOC. In that capacity, the HRS director:
• Creates and monitors an Equal Employment Opportunity Plan (EEOP) to assure that
all qualified applicants in the prescribed area of recr uitment have an equal
opportunity to compete for jobs, as well as to assure that all employment practices
are job-related. All personnel decisions will be based upon characteristics related to
valid job requirements and individual performance. The HRS director will coordinate
the IDOC’s efforts with all hiring authorities within the IDOC.
Control Number:
214
Version:
2.1
Title:
Equal Employment Opportunity
Page Number:
2 of 3

• Assures that EEO training is provided to all employees of the IDOC.
• Assures that training in interviewing and selection of employees will be provided to
all supervisors and administrators.
• Assures that employees receive an explanation of this policy during new employee
orientation (to include what is expected of the employee, as well as what the
employee can expect from leadership); the HRS director further assures this is a
component of ongoing mandatory training annually.
• Assures that additional EEO training will be available to all IDOC employees upon
request.
• Assures that this policy will be posted on common IDOC bulletin boards.
• Assures that the IDOC informs all recruiting sources that it is an EEO employer and
requests that these sources actively recruit and refer protected group members to
the IDOC for employment.
• Assures that all advertisements of employment clearly state that the IDOC is an EEO
employer. The IDOC will incorporate in all purchase orders, leases, and contracts a
statement that the agency is an EEO employer and that contractees are obligated to
adhere to federal, state, and local laws regarding EEO and Affirmative Action.
Dissemination of the EEO Plan
• The EEO Plan will be made available and accessible to all IDOC employees by
means of the IDOC’s Intranet website.
• Meetings will be conducted with management and supervisor s as needed to
explain the intent of the EEO Plan and policy and to reiterate the IDOC’s
expectations for implementation or to advise on significant changes or
developments .
• When requested, the IDOC will provide a copy of the EEO Plan to the public.
Managers and Supervisors
Managers and supervisors are responsible for providing personal leadership and
direction in implementing the IDOC’s EEO Plan.
Employees
Employee Discrimination
• Any employee who feels he/she has been discriminated against in violation of
this policy is encouraged to follow the IDOC’s Problem Solving procedures and to
immediately notify their supervisor and/or HRS. Employees and applicants may
also file claims with the Idaho Commission on Human Rights (IHRC) and/or the
Equal Employment Opportunity Commission (EEOC). Job applicants may file an
appeal with the Idaho Division of Human Resources within 35 days of the
occurrence of the alleged discriminatory act.
• Any employee of the IDOC who willfully violates nondiscrimination and
affirmative action policy shall be subject to appropriate disciplinary action, up to
and including dismissal.
• Each employee is responsible for the ultimate success of the EEO program ; and
each employee is expected to read this policy, understand its intent and
Control Number:
214
Version:
2.1
Title:
Equal Employment Opportunity
Page Number:
3 of 3

recognize the accountability it requires of all of us (questions and concerns may
be directed to HRS for clarification).
REFERENCES
Age Discrimination Act of 1967
Americans with Disabilities Act of 1990
Equal Pay Act of 1963
Title VII of the Civil Rights Act of 1964
– End of Document –