Important Notice

It appears you are using an older version of your browser. While some functions will be available, Delaware JobLink works best with:

Please click the name of the browser above to download and install the latest version of the browser of your choice. We apologize for any inconvenience.



Home blue

Equal Opportunity Statement

State of Delaware, Department of Labor
Division of Employment and Training
Applicant's or Registrant's Rights

Equal Opportunity Is The Law

It is against the law for this recipient of Federal financial assistance to discriminate on the following bases:

  • Against any individual in the United States, on the basis of race, color, religion, sex, national origin, age, disability, political affiliation or belief, and
  • Against any beneficiary of programs financially assisted under Title I of the Workforce Innovation and Opportunity Act (WIOA), on the basis of the beneficiary’s citizenship/status as a lawfully admitted immigrant authorized to work in the United States, or his or her participation in any WIOA Title I – financially assisted program or activity.

The recipient must not discriminate in any of the following areas:

  • Deciding who will be admitted, or have access, to any WIOA Title I – financially assisted program or activity;
  • Providing opportunities in, or treating any person with regard to, such a program or activity; or
  • Making employment decisions in the administration of, or in connection with, such a program or activity.


What to Do If You Believe You Have Experienced Discrimination

If you think that you have been subjected to discrimination under a WIOA Title I – financially assisted program or activity, you may file a complaint within 180 days from the date of the alleged violation with either:



The recipient’s Equal Opportunity Officers (Ronald Hargrove or Rachel Turney)

Or



The Director, Civil Right Center (CRC), U.S. Department of Labor, 200 Constitution Avenue NW, Room N-4123, Washington, DC 20210.



If you file your complaint with the recipient, you must wait either until the Department of Labor, Division of Employment and Training (DET) issues a written notice of Final Action , or until 90 days have passed (whichever is sooner), before filing with the CRC (see address above).

If the DET does not give you a written Notice of Final Action within 90 days of the day on which you filed your complaint, you do not have to wait for the recipient to issue that Notice before filing a complaint with CRC. However, you must file your CRC complaint within 30 days of the 90-day deadline (in other words, within 120 days after the day on which you filed your complaint with the recipient).

If the recipient does give you a written Notice of Final Action on your complaint, but you are dissatisfied with the decision or resolution, you may file a complaint with CRC. You must file your CRC complaint within 30 days of the date on which you received the Notice of Final Action.

Auxiliary aids and services are available upon request to individuals with disabilities.


https://helpdesk.ajla.net/issues/18854

The person(s) designated for all WIOA-funded equal opportunity issues/complaints are:

Ronald L. Hargrove
Division of Employment &
Training (DET)
4425 N. Market Street
Wilmington, DE 19802
E-mail: Ronald.hargrove@state.de.us
PHONE: (302) 761-8092
FAX (302) 761-4689
TTY 800-232-5470/www.delawarerelay.com

Rachel Turney
Division of Employment &
Training (DET)
4425 N. Market Street
Wilmington, DE 19802
E-mail: rachel.turney@state.de.us
PHONE: (302) 761-8136
FAX (302) 761-4689
TTY 800-232-5470/www.delawarerelay.com

A complainant may file a complaint with either of the DET staff indicated above or the Director of the Civil Rights Center (CRC). Complaints filed with the Director should be sent to: The Director, Civil Rights Center (CRC), U.S. Department of Labor, 200 Constitution Avenue NW, Room N-4123, Washington, D.C. 20210.

Each complaint must be filed in writing and must contain the following information:
• The complainant’s name and address (or another means of contacting the complainant);
• The identity of the respondent (the individual or entity that the complainant alleges is responsible for the discrimination);
• A description of the complainant’s allegations. This description must include enough detail to allow the Director of CRC or DET, as applicable, to decide whether:

(I) CRC or DET, as applicable, has jurisdiction over the complaint.

(II) Whether the complaint was filed in time.

(III) The complaint has apparent merit; in other words, whether the complainant’s allegations, if true, would violate any of the nondiscrimination and equal opportunity provisions of WIA.

• The complainant’s signature or the signature of the complainant’s authorized representative.

The WIOA representative will give the complainant a choice whether to use the Alternative Dispute Resolution (ADR) or the customary process.

A party to any agreement reached under ADR may file a complaint with the Director in the event the agreement is breached.

Equal Employment Opportunity Commission (EEOC) Notice Regarding Job Bank Nondiscrimination and Hiring Restrictions Based on an Individual’s Unemployment Status

Employers may not automatically exclude job seekers based on their unemployment status unless the employer can show that an unemployment status restriction is related to the job posted and consistent with the employer’s business needs. This type of screening requirement may unjustifiably limit the employment opportunities of applicants in protected groups and may therefore violate federal civil rights laws.

Fair Credit Reporting Act

The Fair Credit Reporting Act (FCRA) requires an employer to obtain the applicant's permission before asking a background screening company for a criminal history report, and requires the employer to provide the applicant with a copy of the report and a summary of the applicant's rights before the employer takes an adverse action (such as denying an application for employment) based on information in the criminal history report. For more information:
http://www.ftc.gov/bcp/edu/pubs/consumer/credit/cre36.shtm

Employers may not automatically exclude job seekers based on their credit history unless the employer can show that a credit history restriction is related to the job posted and consistent with the employer’s business needs. While employers are permitted to use credit reports in hiring and other decisions, this type of screening requirement may unjustifiably limit the employment opportunities of applicants in protected groups and may therefore violate federal civil rights laws.