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Fair Employment Complaints

Types of discrimination

Complaints are investigated if they involve allegations of discrimination in the following areas:

  • Race
  • Ethnicity
  • Color
  • National Origin
  • Ancestry
  • Religion
  • Gender
  • Age
  • Disability
  • Sexual Orientation
  • Marital or Family Status
  • Pregnancy
  • Veteran's Status
  • Denial of, or retaliation for, exercising constitutional or statutory rights
  • Sexual Harassment
  • Workplace Violence
  • Victim of Domestic Violence
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How to File a Complaint

To make a fair employment complaint, contact

The How to File a Complaint of Job Discrimination brochure PDF outlines what actions are prohibited and what you can expect of the process.

The Fair Employment Practices Liaison (FEPL) or the Fair Employment Practices Specialist will advise the complainant of other avenues for filing discrimination complaints, including the federal Equal Employment Opportunity Commission and the State of Florida Commission on Human Relations. Complainants who have not furnished requested information in a timely manner after filing a complaint with the Office may have their cases inactivated.

The FEPL notifies the complainant of the option to file a claim with the Office. The FEPL will then make an effort to resolve the complaint internally. If unable to do so, the complaint will be referred to the Office.

If a complaint is filed directly with the Office, and no potential conflict of interest exists, the Director or designee of the complainant's department will be notified of receipt of the complaint and the impending investigative process.

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Administrative and field investigations of complaints of discrimination may include fact-finding interviews of witnesses, supervisors, other employees and interview panels, an analysis of personnel documents and other records, and holding fact-finding conferences. 

  • The Office will conduct an investigation and determine whether a violation has occurred and prepare a report containing its findings. The investigation involves fact-finding interviews of witnesses, supervisors, other employees and interview panels, and an analysis of personnel documents and other records. The report of the investigation includes findings and conclusions as to whether the facts support the allegations.  
  • Upon the completion of the investigation, the Office will send the Department and the complainant close-out letters with the final disposition of the case. The complainant has the right to appeal to the County Manager.


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Complaints may be resolved through conciliatory approaches, including inquiries and meetings with relevant departmental officials and conflict resolution techniques. Conflicts with potential discriminatory overtones, between supervisors and employees or among co-workers, may be addressed through a structured mediation process.


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Violations and Remedial Action

If violations are found to have occurred, the Director of the Office of Human Rights and Fair Employment Practices makes recommendations to the Director of the complainant's department for prompt corrective action, including remedial relief for the victim and appropriate disciplinary action against the respondent. If no violations have been found, the Office may still make recommendations to improve the work environment.

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Retaliation occurs when an adverse action is taken against an employee because he or she has engaged in a protected activity.

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Binding Resolution

If the Department rejects the findings and recommendations and the matter cannot be conciliated between the Department Director and the Director of the Office of Human Rights and Fair Employment Practices, it is referred to the Office of the Mayor County Manager for binding resolution.


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Page Last Edited: Thu May 9, 2013 2:03:43 PM

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