The Columbus Civil Rights Code Chapter 23.31 makes it illegal to discriminate against individuals in employment, housing and public accommodation because of race, color, religion, national origin, ancestry, sex or sexual orientation, age, disability, familial status, and gender identity or expression or to interfere with their civil rights.
The Community Relations Commission is authorized to investigate, mediate, conciliate and conduct hearings on complaints alleging discrimination and to work with the City Attorney to prosecute cases where discrimination has occurred.
KNOW YOUR RIGHTS
Race, color, sex, sexual orientation, religion, national origin or ancestry, age, disability, familial status and gender identity or expression cannot be used as a justification for not hiring or promoting, terminating or treating you differently on the job. However, Ohio is an employment at will state, not a right to work state. You may not be hired or you may be terminated for reasons other than those listed above.
You cannot be refused admittance nor service in any public accommodation because of your race, color, sex, sexual orientation, religion, national origin or ancestry, age, disability, familial status and gender identity or expression.
- Intake by CRC EEO Staff is completed over the telephone or by a face to face interview to ascertain the facts.
- The EEO Officer shall, after weighing all probative facts, make a determination as to whether the charge should be formalized into a Complaint of Discrimination. The EEO Officer shall take into consideration deferral to other agencies, mediation or settlement when making this decision.
- If the Charge is formalized into a Complaint of Discrimination, the EEO Officer shall have the Complaint signed and notarized by the Complainant. The Charged Party shall be served by Certified Mail. The Charged Party shall have 21 days in which to submit a written position statement or response to the Complaint.
- During the 21- day response period (which may be extended if additional time is requested by the Respondent) the CRC shall conduct its own investigation of the Charge of Discrimination. This investigation shall include but not be limited to on site interviews of witnesses and review of documents.
- At the conclusion of the CRC investigation and after the submission of the Charged Party’s Position Statement, the CRC shall again offer mediation or settlement of the matter between the Parties.
- Within 30 days of the submission of the Charged Party’s Position Statement, the EEO Officer shall make a recommendation to the Mediation Committee regarding probable cause.
- The Executive Director, after reviewing the case file and the recommendation of the EEO Officer, shall make a recommendation to the Mediation Committee regarding probable cause.
7a. The Mediation Committee shall make a recommendation to the Commission at the next meeting.
- Upon the recommendation of the Executive Director and the Mediation Committee, and any other evidence it reviews, the Commission shall make a probable cause determination.
- If the Commission finds there is no probable cause, the case is dismissed. If the Commission finds there is probable cause, the case is referred for a formal Hearing. The Parties are given the alternative of mediation and further settlement negotiations.
- A Hearing is conducted by a Hearing Officer selected by the Commission.
- At the conclusion of the Hearing, the Hearing Officer shall submit the proposed findings of facts and recommendations to the Commission.
- Upon receipt of the Hearing Officer’s findings, the Commission shall either reject, adopt or modify the recommendation and make a final disposition in the case.
- The Commission will make a recommendation to the City Attorney.
If you feel that you have been the victim of discrimination, please contact us.