The Wisconsin Department of Transportation (WisDOT) actively implements all federal, state, local and departmental AA/EEO laws, executive orders, regulations, rules, directives, policies and plans. This commitment extends to all aspects of WisDOT human resources management policies and practices. The department further provides for the fair and equitable treatment of all employees. WisDOT will actively pursue available means to incorporate women, racial/ethnic minorities and persons with disabilities into the organization at every level. The department will also build a work culture that is respectful of all individuals while striving to ensure non-discrimination, non-harassment and non-retaliation.
Equal opportunity in employment
WisDOT is committed to providing equal employment opportunity to all persons in all terms, conditions and privileges of employment, including but not limited to: recruitment, selection, exam consideration, certification, testing, transfer, promotion, training, compensation, salary and wages, benefits, position description development, classification actions, leave, acting and temporary assignments, disciplinary actions, restoration, reinstatement, layoff, termination, retention and other terms and conditions of employment.
WisDOT does not discriminate in employment on the basis of race, creed, religion, sex, color, sexual orientation, national origin or ancestry, age, disability, marital status, arrest and conviction record*, political affiliation or membership in the national guard, state defense force or any other reserve component of the military forces of the United States or this state.
*Note: There are specific situations in which these factors are job-related and may therefore, be taken into account. WisDOT provides internal guidance for criminal background checks for employment purposes.
To ensure equal access to employment and program services, WisDOT reviews and evaluates accommodation requests submitted for disabilities or religious purposes.
Reasonable job accommodations are provided for disabilities (permanent or temporary), issues related to pregnancy, to assist nursing mothers and to allow individuals to practice their religious belief. WisDOT provides guidance in internal policies to ensure consistency.
Prohibition of harassment
Harassment by a supervisor or co-workers on the basis of any protected status as enumerated in this policy is an unlawful employment practice and prohibited by the department. Harassment on the basis of any protected status in service delivery is likewise prohibited.
Harassment is defined as verbal or physical conduct which interferes with work performance or creates an intimidating, hostile or offensive working environment. Examples of harassment includes verbal comments, slurs or physical conduct based on race, gender or national origin, offensive remarks or jokes about a person's disability or perceived disability. Sexual harassment includes unwanted sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature. Any harassing behavior, including attempts to intimidate or retaliate against employees bringing incidents of harassment to the attention of authorized individuals will be considered misconduct and shall be subject to disciplinary action up to and including termination.
Equal opportunity in service delivery
The Department is committed to providing equal opportunity in all service delivery and prohibiting discrimination based upon protected group status. Equal Opportunity in service delivery means: equal access to program services; equal benefits from program services; and equal treatment within program services.