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A. It is the policy of Pierce County that no person shall be subjected to employment discrimination because of race, creed, religion, color, national origin, sex, sexual orientation, citizenship or immigration status, marital status, families with children, age, disability, veterans status, the presence of any sensory, mental, or physical disability, or the use of a trained guide dog or service animal by a disabled person. No individual shall be subjected to retaliation because they have exercised a right protected under the law such as complaining about discrimination or harassment or assisting with or participating in the resolution or investigation of such a complaint in the workplace. Any form of retaliation against a person who participates in a complaint or investigation is specifically prohibited, will not be tolerated, and will be subject to severe disciplinary action up to and including termination of employment. Pierce County reaffirms its policy of equal employment opportunity regardless of race, creed, religion, color, national origin, citizenship or immigration status, sex, age, sexual orientation, marital status, families with children, physical, mental or sensory disability or veterans status. Pierce County is committed to maintaining an environment free from discrimination, harassment and intimidation based on any status protected herein.

This policy applies to all levels and departments of County government including elected and appointed officials. Pierce County Appointing Authorities shall reasonably accommodate the needs of qualified disabled applicants and employees in compliance with the provisions of the Americans with Disabilities Act of 1991, Chapter 49.60 RCW, and other applicable laws. The Human Resources Director shall ensure that disabled persons have reasonable access to all employment processes and shall provide for interpreters (sign language), readers, or alternate testing methods in order to remove barriers to the employment of qualified disabled persons who otherwise meet the requirements of the classification sought.

B. Employees and officials will be held individually accountable for complying with the provisions of this Chapter. Violations will not be tolerated and are subject to disciplinary action up to and including termination of employment.

C. All elected and appointed officials must comply with this EEO Policy and are subject to appropriate disciplinary or corrective action for non-compliance. All elected and appointed officials must participate in and fully cooperate with any investigation of EEO complaints or charges of discrimination or retaliation.

(Ord. 2022-6 § 1, 2022; Ord. 2012-52 § 1, 2012; Ord. 2008-106s § 1 (part), 2008; Ord. 2002-17s § 1 (part), 2002; Ord. 92-163 § 1 (part), 1993; Ord. 82-56 § 2 (part), 1982; Prior Code § 6.04.010)