Equal Employment Opportunity

NCDHHS emphatically states that it will provide equal employment opportunities for all persons regardless of race, color, national origin, religion, sex, age, disability, genetic information, or political affiliation, except where religion, sex, or age are bona fide job-related employment requirements. This is in keeping with Title VII of the Civil Rights Act of 1964, as amended; Federal Executive Order 11246; the Rehabilitation Act of 1973; the Civil Rights Restoration Act of 1988; the Americans with Disabilities Act of 1990; NCGS §126-16 and 126-17; and other applicable Federal and State laws. In furtherance of this policy, the NCDHHS will assure that all employment practices of the agency will be administered without regard to race, religion, color, national origin, ethnicity, sex, pregnancy, gender identity or expression, sexual orientation, age (40 or older), political affiliation, National Guard or veteran status, genetic information, or disability (protected class), and that these practices shall include, but are not limited to:

  • Recruitment, including advertising, or soliciting for employment;
  • Selection, hiring, and placement;
  • Treatment during employment, including compensation, promotion, and reallocation;
  • Evaluate work performance;
  • Administer all personnel actions, including compensation, benefits, tuition assistance, training, transfer, reduction-in-force, termination, and promotion without regard to protected class.
  • Prohibit retaliatory action of any kind taken by any employee of the Department of Health and Human Services against any other employee or applicant for employment because that person made a charge, testified, assisted, or participated in any manner in a hearing, proceeding or investigation of employment discrimination; and
  • Assure the Department of Health and Human Services provides reasonable accommodation for applicants and/or employees with a disability when doing so will enable them to successfully perform essential job functions or benefit from training.
  • Discourage and prevent harassment based on protected class.
  • Ensure greater utilization of all persons by identifying the underutilized groups in the workforce and making special efforts to increase their participation in recruitment, selection, training and development, upward mobility programs, and any other term, condition, or privilege of employment.

NCDHHS encourages open and effective communication between employees and supervisors. All employees are encouraged to resolve problems through informal discussion with appropriate staff members or management.  

Related EEO Forms and Documents

See EEO Informal Complaint Intake Form instructions below:

  1. Use the EEO Informal Complaint Intake Form to file a complaint if you believe that you have been subjected to unlawful discrimination, harassment or retaliation.  You must submit the complaint form directly to the DHHS EEO Director no later than 15 calendar days from the time of the alleged act(s) of unlawful discrimination, harassment or retaliation.  Your complaint will be deemed timely if it is received or postmarked before the expiration of the 15-day filing period.
     
  2. The form may be submitted via USPS mail or email to: 
    Attn: EEO Director
    DHHS Office of Equal Employment Opportunity
    2001 Mail Service Center
    Raleigh, NC 27699-2001
    Email: EEODandI@dhhs.nc.gov
    Telephone: 984-332-4605
     
  3. Upon receiving your completed EEO Informal Inquiry Intake Complaint Form, the DHHS EEO Director will initiate the start of the EEO Informal Inquiry process and also confirm in writing that the complaint was received and whether the allegations will be investigated.  If a determination of No Reasonable Cause is issued and the allegation contains a grievable issue pursuant to the Employee Grievance Policy, you may be able to file a formal grievance within 15 calendar days of receiving the written response from the EEO Director.    
     
  4. It is important that you fully answer all questions and explain your allegations as thoroughly and clearly as possible.  When necessary, the DHHS Office of Equal Employment Opportunity may contact the complainant for clarification of the allegations.  Providing insufficient information may lead to a finding of No Reasonable Cause or Jurisdiction.
     
  5. When describing the allegations and identifying witnesses, use additional pages as needed.  Indicate witnesses who have direct knowledge regarding the alleged discrimination, harassment or retaliation and explain exactly what they have witnessed.  If the complaint merits an investigation, the investigator will exercise independent judgment in determining which identified witnesses have relevant information and who should be interviewed.
     
  6. For complete details regarding the EEO complaint process, see the State of North Carolina Grievance Policy.
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