Job Title

Job Family

Job Code

Job Exempt

Discrimination Investigator I

Seiu_Professional

AHM19

Pay Grade

Pay Rate Type

Minimum

Midpoint

Maximum

S13

Salary

$26.63

$33.96

$41.28

Job Description

Performs professional and administrative work conducting complaint intakes and investigating complaints of unlawful discrimination in employment, residential housing, and public accommodations. Responsibilities include conducting complaint intakes, investigating complaints, holding fact-finding sessions, counseling, providing technical assistance, interpreting applicable laws, conducting seminars and workshops, conducting case law research, and preparing analytical reports. Work is performed under the general supervision of the Human Relations Manager. Performance is evaluated through qualitative review of work product and external audits. This position may be required to work and participate in community events and other Human Relations activities deemed necessary by the Human Relations Manager, including hours after 5:00 p.m., weekends, and holidays.

Minimum Qualifications:

Bachelor’s Degree in Sociology, Human Resources/Personnel Administration, Public Administration, or related field, plus six (6) months of experience working with Title VII of the Civil Rights Act of 1964 or Title VIII of the Civil Rights Act of 1968 (Fair Housing Act) cases; or an equivalent combination of education, training, and experience. One (1) year of case management or investigative experience may substitute for the required experience. Valid Florida Driver's License required. Experience working with Title VIII cases highly preferred.

Additional Qualifications for Promotion (Discrimination Investigator I to Level II):

The employee must demonstrate the ability to perform the duties of the current position with infrequent instruction or assistance from the manager; Must exhibit a high degree of knowledge of local, state, and federal discrimination laws and in the application of those laws in complex investigations, and employee must demonstrate the ability to consistently complete complex investigations with little to no assistance except for unusual circumstances. Promotions are not to be considered an automatic function of longevity and are subject to the review and authorization of the Supervisor. The employee’s last performance review must have resulted in an overall rating of Meets standards or better with no factor rating of less than meets.

Responsibilities

EXAMPLES OF WORK PERFORMED:

Note: The listed duties are only illustrative and are not intended to describe every function that may be performed by this job class. The omission of specific statements does not preclude management from assigning specific duties not listed if such duties are a logical assignment to the position.

Performs intakes for EEOC, HUD, and Chapter 57 cases; including framing charges based on the information gathered during in-person interview with complainants that constitute a prima facie discrimination charge.

Investigates complaints of unlawful discrimination in employment, residential housing and public accommodations.

Investigation includes interviewing complainants, witnesses, employees, employers, residential housing providers, customers and proprietors of places of public accommodation.

Conducts fact-finding conferences, researches and interprets applicable case law, conducts on-site visits of respondent properties, and analyzes volumes of data.

Recommends issuing subpoenas if necessary.

Reviews relevant records and documents from company records, personnel policies and operating procedures.

Prepares investigative reports based upon the findings of the investigations.

Conducts mediations and conciliations, writing settlement agreements as applicable.

Prepares correspondence, monthly and annual reports of accomplishments.

Prepares correspondence, monthly and annual reports of accomplishments.

Conducts special studies as assigned by the Human Relations Official.

Refers individuals and families in need of food, clothing and/or shelter to the appropriate social service agency.

Conducts education and outreach workshops, seminars, job fairs and various community based public relations programs.

Performs/attends any Human Relations/Community Relations activity deemed necessary by the Director: this includes hours after 5:00 p.m., weekends and holidays.

Disseminates brochures and other promotional materials, informing the public about their rights per applicable employment, housing and public accommodations discrimination laws.

Consults with and advises law enforcement personnel, community leaders, and/or City Officials regarding causes and potential solutions to civil unrest/disturbances.

Keeps abreast of current developments in employment, housing, public accommodations and other discrimination laws by attending and participating in EEOC, HUD, and other relevant training seminars and conferences.

Performs other duties as may be assigned.

KNOWLEDGE, SKILLS AND ABILITIES:

Thorough knowledge of all federal, state and local laws, regulations and guidelines relating to unlawful discrimination in all matters of employment, housing and public accommodations.

Knowledge of investigative techniques and conflict resolution.

Knowledge of HUD complaint and /or EEOC charge drafting.

Proficient in the use of personal computer applications and software.

Ability to reach conclusions and make recommendations based on objective observation and reasoning.

Ability to interpret laws and regulations that are often times stated in broad general terms.

Ability to present ideas clearly and concisely, verbally and in writing.

Ability to analyze and interpret factual data necessary to render opinions.

Ability to communicate and work with individuals and groups of diverse backgrounds.

Ability to establish and maintain effective relationships with all levels of City’s internal management, respondents’ personnel, complainants, groups’ and organizations’ personnel, and citizens.

Ability to work perform/attend any Human Relations/Community related activity deemed necessary by the manager; this included hours after 5:00 p.m., weekends and holidays.