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How to Customize the Civil Rights Certification Form in Detailed Guide on Mobile?

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Civil Rights Certification Form: Draft, Finish and share

what are the civil rights obligations of.state.administering agencies this training.segment.presented by the office for civil rights.office of justice programs.u.s department of justice provides an.overview of the obligations and.responsibilities that state.administering agencies.or saas have under the applicable civil.rights laws.the first part of this online training.program addresses the obligations that.saas have to comply with the applicable.federal civil rights laws.the second part of the training program.focuses on the responsibility.that saas have to monitor sub-recipients.to ensure that they are also in.compliance with the same federal civil.rights laws nsaa.is a component of state government that.receives financial assistance.from the justice department and then.makes sub-awards to other state agencies.units of local government such as county.or municipal agencies or indian tribes.or non-profit organizations the term.sub-recipient.refers to the organizations that an saa.funds with justice department resources.as we noted in the introduction an saa.that receives funding from the.department of justice.must ensure not only its own compliance.with applicable civil rights laws.but also the compliance of its.sub-recipients vendors.and contractors to understand the.applicable civil rights laws.you may want to view the separate online.training video.that the office for civil rights has.prepared that provides an overview of.the laws that apply to recipients of.federal financial assistance from the.justice department.an saa must ensure its own compliance.with applicable civil rights laws.by one providing notification that it.does not discriminate.two taking reasonable steps to provide.meaningful access to its services.to persons with limited english.proficiency or lep.three submitting to the office for civil.rights and the findings of.discrimination from a court or.administrative agency.issued within the past three years four.formulating an equal employment.opportunity plan or eeop.if required to do so five.designating a coordinator to handle.discrimination complaints.in adopting grievance procedures if.required to do so.under section 504 of the rehabilitation.act.the americans with disabilities act.title ix of the education amendments.or the juvenile justice and delinquency.prevention act.six developing written grievance.procedures for receiving discrimination.complaints.and seven ensuring that it does not.discriminate.for or against an applicant or.sub-recipient on the basis of religious.character or affiliation.we will discuss each of these items in.more detail.to ensure its own compliance with the.applicable civil rights laws.an saa should provide notification to.its employees and beneficiaries.and to the employees and beneficiaries.of sub-recipients.that it does not discriminate on the.basis of race.color national origin religion sex.disability or age and that it does not.retaliate.against persons who file a.discrimination complaint or lawsuit.who complain to the saa or the.sub-recipient about discrimination.or who participate in a discrimination.proceeding such as being a witness in a.complaint investigation or lawsuit.saa should be aware that national origin.discrimination.includes discrimination on the basis of.limited english proficiency.or lep an lep person has a first.language.other than english and a limited ability.to read.speak write or understand english an.saa if it is a direct service provider.must take reasonable steps to provide.meaningful access to.lep persons meaningful access may entail.providing language assistance services.including oral interpretation and.written translation.where necessary the office for civil.rights.encourages saas to consider the need for.language services for lep persons.the office for civil rights strongly.encourages federally funded saas.that provide direct services to the.public to develop language access plans.to one ensure consistent application of.policies and practices.so when an lep person seeks services.from the federally funded organization.everyone in the organization will know.how to provide the services.in the services will be provided.consistently.two provide training to employees on how.to best serve lep.individuals and three inform lep persons.about available language services.information on a recipient's obligation.to provide language services to.beneficiaries.and assistance in developing a language.access plan is available online at.www.lep.the office for civil rights has prepared.a separate online training segment for.recipients and sub-recipients.on their obligations under applicable.civil rights laws on serving lep.beneficiaries.under the implementing regulations for.the safe streets act.state administering agencies have an.obligation to send to the office for.civil rights.any adverse findings of discrimination.based on race.color national origin sex or religion.issued within the past three years by a.federal or state court.or a federal or state administrative.agency after a due process hearing.saa should also be aware of their.obligation to formulate an equal.employment opportunity plan or eeop.in accordance with 28 cfr part 42.subpart e an eeop is a comprehensive.document which one.analyzes an agency's workforce in.comparison to relevant labor market data.two analyzes an agency's employment.practices.to determine their impact on the basis.of race sex or national origin.and three is a tool to identify possible.problem areas.where employment discrimination may be.occurring.if an saa is not required to formulate.an eop it should submit a certification.form to the office for civil rights.indicating that it is not required to.develop an eeop.if an saa is required to develop an eeop.but is not required to submit the eeop.to the office for civil rights.the agency should submit a certification.form to the office for civil rights.certifying that it has an eeop on file.that meets the applicable requirements.if the saa receives a single award in.the amount of.five hundred thousand dollars or more.under the safe streets act.the juvenile justice and delinquency.prevention act or the victims of crime.act.and has 50 or more employees it should.submit a copy of the eeop.short form to the office for civil.rights.additional information on the eeop.requirements.is available at the website of the.office for civil rights.www.ojp.usdoj.gov.about slash offices slash.ocr dot html.the office for civil rights has prepared.separate technical assistance materials.that are available online to assist.recipients and sub-recipients.in complying with the eeop requirements.the implementing regulations for four.federal laws.require some recipients of justice.department funding.to designate a civil rights coordinator.in adopt grievance procedures.one section 504 of the rehabilitation.act of 1973.2 title 2 of the americans with.disabilities act of 1990.3 title 9 of the education amendments of.1972.and 4 the juvenile justice and.delinquency prevention act of 1974..section 504 of the rehabilitation act.prohibits discrimination on the basis of.disability.the department of justice is.implementing regulations for section 504.requires that recipients with 50 or more.employees.who receive federal financial assistance.from the department of justice.of 25 000 or more one.designate a section 504 coordinator who.was responsible for coordinating the.agency's efforts to comply with section.504 of the rehabilitation act.including investigating complaints of.disability discrimination.two adopt grievance procedures for the.prompt and equitable resolution of.complaints.alleging disability discrimination and.three.notified program participants.beneficiaries applicants.employees unions or professional.organizations holding collective.bargaining or professional agreements.with the recipient.that the recipient does not discriminate.on the basis of disability.recipients and sub-recipients should.also provide notice to interested.parties.on how and where to file a disability.discrimination complaint.the department of justice's implementing.regulation for the americans with.disabilities act.requires that public entities that.employ 50 or more persons.regardless of the amount of federal.funding received.designate a responsible employee as.disability coordinator.and adopt grievance procedures.under title ix of the education.amendments of 1972.recipients of federal financial.assistance from the department of.justice.cannot discriminate on the basis of sex.in educational programs.the implementing regulations of title ix.like the implementing regulations for.section 504.also require recipients implementing.educational programs.to one appoint a title ix coordinator.two implement grievance procedures for.filing title ix.complaints and three notify interested.parties that the recipient agency.does not discriminate on the basis of.sex.the implementing regulation for the.juvenile justice and delinquency.prevention.act 28 cfr section 31.202.requires certain state administering.agencies that receive.funding under the statute to designate a.civil rights coordinator.who is responsible for ensuring that all.civil rights responsibilities.are being met to include notifying the.public.and sub-recipients of the right to file.claims with the office for civil rights.and complying with the eeop.requirements.the office for civil rights recommends.that saas have a civil rights.coordinator in place.not only for complaints alleging.disability and sex discrimination.but also for all other discrimination.complaints related to other federally.protected classes.which include race color national origin.religion and age complaints may also.allege retaliation.an saa should also have written.procedures for receiving discrimination.complaints not only from employees and.beneficiaries of the saa.but also from the employees and.beneficiaries of its sub-recipients.the saa's written policy for addressing.discrimination complaints should include.at a minimum the following elements one.designating a coordinator who is.responsible for overseeing the complaint.process.two notifying the saa's employees as.well as beneficiaries and sub-recipients.of prohibited discrimination and its.policy for handling discrimination.complaints.three establishing written grievance.procedures for handling discrimination.complaints not only from the saa's.employees and beneficiaries.but also from its sub-recipients.employees and beneficiaries.four developing complaint procedures.that have one of three options.a having the saa investigate the.complaint.itself b referring the complaint to.another state or federal agency.such as a state's human rights office or.the federal eeoc.or c referring the complaint directly to.the office for civil rights.five notifying the office for civil.rights.whenever the saa investigates the.complaint itself.or refers the complaint to a federal or.state agency.and six training staff on the.responsibility to refer discrimination.complaints or potential discrimination.issues.to the complaint coordinator as soon as.the alleged discrimination comes to.light.saas should also be aware that according.to the implementing regulations for both.title vi.and the safe streets act a recipient may.not.directly or through contractual or other.arrangements.utilize criteria or methods of.administration which.have the effect of subjecting.individuals to discrimination.it is the long-standing policy of the.office for civil rights.to view recipients that lack civil.rights grievance procedures.as using methods of administration that.have the.effect of substantially impairing the.accomplishment of the objectives of a.funded program.as respects individuals of a particular.race.color national origin sex or religion.for sample complaint procedures see the.website of the office for civil rights.under the heading.resources sample documentation.state administering agencies must not.discriminate either for or against an.applicant.organization or a sub-recipient on the.basis of religious character or.affiliation.saas cannot designate a certain amount.of federal funding to support.faith-based organizations nor can saas.exclude otherwise.eligible faith-based organizations from.applying for program funding from the.justice department.in addition to monitoring its own.compliance with applicable civil rights.laws.saas must also monitor their.sub-recipients.vendors and contractors to ensure that.they are in compliance with the civil.rights laws.sub-recipients have the same civil.rights obligations.as saas just as the saa.has to make sure that it is itself in.compliance with federal civil rights.laws.the saa has an obligation to monitor its.sub-recipients to ensure that they are.also in compliance with the same laws.the saa.is responsible for monitoring its.sub-recipients to ensure that they.one provide notification that they do.not discriminate.two take reasonable steps to provide two.persons of limited english proficiency.meaningful access to the sub-recipient.services or benefits.three submit to the saa.or to the office for civil rights.adverse findings of discrimination.from a court or administrative agency.after a due process hearing.4 formulate an equal employment.opportunity plan.or eeop if required to do so.5. designate a coordinator to handle.discrimination complaints.and adopt grievance procedures if.required to do so.under section 504 of the rehabilitation.act.the americans with disabilities act or.title.ix of the education amendments six.have written procedures in place for.receiving discrimination complaints.seven sign standard assurances that.refer to all applicable federal civil.rights laws and regulations.and eight comply with the justice.department regulations applicable to.faith-based organizations.state administering agencies should.monitor each of its sub-recipients.to ensure that each sub-recipient is.providing notification to its employees.and beneficiaries.that the sub-recipient does not.discriminate on the basis of.race color national origin religion.sex disability or age and that it does.not retaliate against persons who file a.discrimination complaint or lawsuit.who complain to the saa or the.sub-recipient about discrimination.or who participate in a discrimination.proceeding.such as being a witness in a complaint.investigation or lawsuit.state administering agencies should.monitor each of its subrecipients to.ensure that each subrecipient is taking.reasonable steps.to provide to persons of limited english.proficiency.meaningful access to services or.benefits.as previously discussed meaningful.access may entail providing language.assistance services.including oral interpretation and.written translation.where necessary saas should inform their.sub-recipients that information on.lep obligations can be found at.www.lep.gov.the office for civil rights has prepared.a separate training segment.available online that provides more.detailed information.regarding national origin discrimination.under title vi.and the safe streets act as it relates.to lep persons.saa should monitor each sub-recipient.that receives funding subject to the.safe streets act.to ensure that each sub-recipient.submits to the office for civil rights.any adverse findings of discrimination.issued within the past.three years based on race color.national origin sex or religion.from a federal or state court or federal.or state administrative agency.after a due process hearing to ensure.that the sub-recipients comply with this.requirement.many state administrative agencies.collect the adverse findings directly.from their sub-recipients.and then forward the adverse findings to.the office for civil rights saa should.monitor.each of its sub-recipients that receive.federal funding subject to the.administrative provisions.of the safe streets act to ensure that.each sub-recipient complies with its.obligations in formulating.keeping on file or submitting to the.office for civil rights in eeop short.form.the saa does not need to evaluate the.merits of a subrecipient's eeop short.form.if the subrecipient is required to.produce one.for sub-recipients that need to develop.an eeop short form.but do not need to submit it to the.office for civil rights for review.the saa should however check during a.desk audit or on-site visit.whether the sub-recipient can show that.it has one.compliance with the eeop requirement may.take the form of filing an.exemption rather than producing and.submitting an eeop short form.for example even though indian tribes.and medical and educational institutions.are exempt from the eeop requirement.they must still send a certification.form to the office for civil rights.stating the reason for claiming the.exemption.additional information regarding a.grantee's eeop requirements.can be found at the website for the.office for civil rights.at www.ojp.usdoj.ocr the office for civil rights has.prepared online technical assistance.that helps sub-recipients comply.with the eeop requirements.state administering agencies should.monitor each of its subrecipients to.ensure that each subrecipient with 50 or.more employees.in receiving federal financial.assistance from the justice department.of 25 000.or more has designated a section 504.coordinator.as previously discussed this person.shall be responsible for coordinating.the sub-recipient's efforts to comply.with section 504 of the rehabilitation.act.including one investigating complaints.of disability discrimination.the sub-recipient should make available.the name office address.and telephone number of the coordinator.two.adopt grievance procedures that.incorporate due process standards.and that provide for the prompt and.equitable resolution of complaints.alleging disability discrimination and.three.notify program participants.beneficiaries.applicants employees unions or.professional organizations holding.collective bargaining or professional.agreements with the sub-recipient.that it does not discriminate on the.basis of disability.the sub-recipient should also provide.notice on how and where to file a.disability discrimination complaint.also as previously discussed the.department of justice's implementing.regulation for title.ii of the americans with disabilities.act also requires.public entities with 50 or more.employees.whether they receive federal financial.assistance or not.to designate a disability coordinator.and adopt grievance procedures.state administering agencies should.monitor each of its subrecipients with.educational programs to ensure that they.one appoint a title 9 coordinator 2.implement grievance procedures for.filing title 9 complaints.and 3 notify interested parties that it.does not discriminate on the basis of.sex.also as noted previously in the.discussion of the laws pertaining to.saas the office for civil rights policy.is to view sub-recipients that lack.civil rights grievance procedures.as using methods of administration that.have the effect of discriminating.against program beneficiaries.based on race color national origin sex.and religion the office for civil rights.recommends that.saas encourage sub-recipients to have a.coordinator in place.not only for disability and sex.complaints but also for complaints.of race color national origin religion.and age discrimination as well as for.retaliation complaints.saa should inform sub-recipients that.any discrimination complaints from.either employees or beneficiaries.may be forwarded either to the state.administering agency.or the office for civil rights saas do.not need to require.subrecipients to establish their own.separate independent grievance.procedures.as long as the subrecipient has a.written policy.that states that it will send.discrimination complaints especially.complaints from beneficiaries.to the saa or the office for civil.rights.law enforcement agencies are a.particular class of sub-recipients.that should have detailed complaint.procedures that allow members of the.public.to file discrimination complaints.against law enforcement staff.state administering agencies should also.monitor each of its sub-recipients.to ensure that each sub-recipient signs.standard assurances that include.all applicable federal civil rights laws.and regulations.there is a separate online training.program on the standard assurances for.state administering agencies.the information would also be applicable.for sub-recipients.state administering agencies should also.ensure that federally funded.faith-based organizations one do not use.federal resources for explicitly.religious activities.two complete and submit a certificate of.exemption.if they have hiring practices favoring.co-religionists.and three have a referral procedure in.place for potential beneficiaries.objecting to the religious nature of the.organization.the office for civil rights has prepared.a separate training segment.available online that provides detailed.information.on the rights and responsibilities of.funded faith-based organizations.to ensure sub-recipients compliance with.their obligations under federal civil.rights laws state administering agencies.have a number of available tools.which may include conducting desk audits.making periodic on-site visits.and providing training programs not only.for its own staff.but for the staffs of sub-recipients.for on-site visits and desk audits the.office for civil rights recommends that.saas use a monitoring instrument such as.a civil rights compliance checklist.to evaluate a sub-recipient's compliance.with the various civil rights.requirements.that apply to all department of justice.funded sub-recipients.as discussed in this presentation to.assist.saas the office for civil rights has.prepared a sample.federal civil rights compliance.checklist which is available at the.website of the office for civil rights.under the heading resources sample.documentation.saas may use or modify this checklist or.develop their own to monitor a.subrecipient's compliance.with applicable civil rights statutes.and regulations.the office for civil rights recommends.that an saa.provide periodic mandatory training to.its staff.to ensure that the staff is aware not.only of the civil rights obligations of.the saa.but also of the civil rights obligations.of the sub-recipients.the office for civil rights strongly.encourages state administering agencies.to provide periodic training to all.sub-recipients.regarding their civil rights obligations.and responsibilities.the training should discuss the.applicable civil rights laws and.regulations.and include a discussion of the.sub-recipients procedures for referring.discrimination complaints.to the state administering agency or the.office for civil rights.the office for civil rights has training.materials on its website.including this training segment which is.accessible to sub-recipients.additional information about the.responsibilities of state administering.agencies is available at the website of.the office for civil rights.at www.ojp.ocr state administering agencies can.also contact the office for civil rights.directly in writing.at office for civil rights office of.justice programs.u.s department of justice 810.7th street northwest washington dc.20531 you may also reach the office by.telephone at 202-307-0690.by tty at 202-307-2027.or by email at ask ocr at ojp.usdoj.gov.

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Civil Rights Certification Form FAQs

Here are some frequently asked questions along with their answers to clear up the doubts that you might have.

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What are some brain hacks that a neuroscientist or a psychologist knows that most people don't?

Memory consolidation and productivity can both be improved by taking breaks. Memory consolidation: Tambini et al. recently showed that resting your brain after learning is very important in memory consolidation. During rest the hippocampus is able to transfer information to the cortex to be stored. The brain cannot do this very effectively if you do not take breaks. [1,2] Productivity It is suggested that you work in 60-90 minute intervals and then take a break. Ericsson et al. conducted a very interesting study looking at elite and average violin players and how much they practiced. They fo Continue Reading

Do military personnel need money to fill out a leave request form?

No. You can go on leave and just stay in your barracks room the whole time (although you ought to not be seen during formations and whatnot or someone might decide you don’t need to be on leave anymore…)

How do I respond to a request for a restraining order? Do I need to fill out a form?

It’s a very, very serious thing a restraining order. You don’t need the right form - you NEED A LAWYER!! Get a lawyer straight away - one that knows about restraining orders…

What did you notice during an interview that made you not want the job?

“What did you notice during an interview that made you not want the job?” I’ve turned down a number of jobs during the interview stage for various reasons… When being interviewed for a job in a place that, um, let’s say they help UK students out with loans, having been in the building for 4 hours already doing “team exercise” roles involving other candidates who clearly couldn’t understand basic instructions, am then sat down in front of an actual interviewer where her first utterance was “(sigh) Let’s get this over with then, shall we?” During an internal interview at a popular UK satellite TV b Continue Reading

Does a girlfriend have to fill out a leave request form for a US Army Soldier in Special Operations in Africa?

Let’s apply little common sense. Do you expect that someone without a girlfriend to work without any leave? Does that make sense for an American? Who fills out your vacation forms? A boyfriend in far off place? Answer is No. I would not expect it for an American. so, answer to original question is No. A girlfriend does NOT.. in fact, CANNOT, apply leave for a Soldier - Special Operations or not.

How should one fill out the DAF form for the UPSC civil services?

While filling the Detailed Application Form (DAF) you have to take care of many things like your service preference, cadre preference, hobbies, interests and other questions. Other answers have dealt with many subjects. But I want to tell how you can choose a right preference of services while filling up the DAF. Please see the below video to choose a right service. It will clear all the doubts regarding choosing a right service.

What is civil court used for?

There are times when a transmission does go through but calling to verify the other party received and resubmitting until you have verifiable success is your best bet. It could be that not all pages went through. Evidence of proof is your burden.

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