Equal Employment Opportunity
Miami-Dade County's Personnel Policy on Equal Employment Opportunity is designed to foster, maintain, and promote equal employment opportunity. The County will select candidates for employment on the basis of candidates' qualifications for the job and treat them with respect to compensation and opportunity for training and advancement, including upgrading and promotion, without regard to
- national origin
- marital or familial status
- sexual orientation
- the exercise of constitutional or statutory rights
Discrimination is abusive or harassing behavior towards others based on their race, sex, national origin, color, religion, age, disability, ancestry, marital status, pregnancy, sexual orientation, veteran’s status, the exercise of their constitutional or statutory rights, and retaliation. It applies to hiring, termination, promotion, compensation, job training, or any other term, condition or privilege of employment. There are federal, state and local laws and regulations that protect individuals from employment discrimination.
Non-County employees have the right to file a claim of discrimination with the Office of Human Rights and Fair Employment Practices against a current County employee or regarding an issue dealing with the employment application process.
Complaints of age discrimination can be filed with the Office of Human Rights and Fair Employment Practices and / or the Equal Employment Opportunity Commission (EEOC). The law states that "it is unlawful to fail or refuse to hire or to discharge any individual or otherwise discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual's age."
Language requirements in the workplace
A rule requiring that employees speak only English on the job may be illegal unless an employer shows that the requirement is necessary for conducting business. If the employer believes such a rule is necessary, employees must be informed when English is required and the consequences for violating the rule. Therefore, a supervisor may not prohibit employees from speaking a language other than English in the workplace during their break times, lunch periods, or when they are not conducting business.
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