2018 Non-Discrimination Policy

In recognition of its legal and moral obligations, the Arizona Commission for the Deaf and the Hard of Hearing hereby commits itself to a policy of nondiscrimination as follows:

The Arizona Commission for the Deaf and the Hard of Hearing is committed to maintaining a respectful, fair work environment, free from discrimination or harassment. The goal of the ACDHH is to prevent discrimination or harassment from occurring and to provide a means of raising and resolving complaints.

TheEqualOpportunityComplaintProceduremaybeusedbyanymemberof our staff who believes that he or she has been discriminated against or harassed based on race, color, religion, sex, sexual orientation, including transgender status or gender expression, national origin or citizenship status, age, disability, or veterans status. Sex discrimination complaints alleging discrimination based on marital status, pregnancy, or parental status may also be raised through thisprocedure.

These procedures provide a mechanism for staff to file complaints and for investigation and resolution of such complaints. ACDHH is responsible for providing an environment free of discrimination and harassment whether or not staff chooses to file a complaint using these procedures.

General Information

Who may file a complaint? Any employee with a concern about discrimination or harassment should contact the Agency's EqualOpportunity Administrator, as soon as possible after the alleged incident. Any person may bring information or a concern about discrimination or harassment to the Equal Opportunity Administrator. A confidential complaint may be initiated by any member of Agency's staff who feels he or she has experienced discrimination or harassment, or by anyone with knowledge of an incident. When the complainant is not the person who may have experienced discrimination or harassment, the agency's ability to investigate and resolve the situation may depend on that person's willingness to participate in theinvestigation.


Investigations will be conducted as confidentially as possible to protect the privacy and due process rights of both the complainant and the individual accused. Consultation with and involvement of other staff, supervisors and others will be strictly limited to those who   may have information about the alleged incident, who need to know that a complaint has been made, or whose job responsibilities include equal opportunity matters. All those involved in a complaint process are strongly encouraged not to discuss information about the complaint within the agency in order to protect their privacy, the privacy of others, and the effectiveness of the process. The complainant and the person accused may discuss the matter with family and others outside the agency as necessary for support and guidance and may obtain assistance from ADOA counseling professionals.

Supervisor's responsibility

If a supervisor becomes aware of a discrimination or harassment concern regarding staff behavior, the supervisor should consult with the Agency's Equal Opportunity Administrator. The Agency's Equal Opportunity Administrator and the supervisor will discuss the situation and together decide how toproceed.

Time limits

The people responsible for this process will seriously attempt to meet all deadlines, but failure to do so will not prevent the process from continuing. Deadlines in this procedure are intended to serve as outside limits for actions to occur. In the interest of everyone concerned, all matters should be handled as expeditiously as possible. All deadlines refer to calendardays.


Retaliation against anyone who make a complaint of discrimination or harassment or who is involved in a complaint process is illegal and constitutes a serious violation of ACDHH policy.