As an employer, King County has a reputation for being a place where all people can succeed and thrive. Diversity, inclusion, equity, and social justice are part of our True North for both residents and employees. This means that employees with disabilities, whether visible or not, all have the same rights and resources as employees in other protected classes.

The Workforce Equity Team is part of the Director’s Office of the Department of Human Resources (DHR). Workforce Equity provides oversight, guidance, support, and compliance functions that ensure an inclusive and diverse workforce, and a welcoming workplace and work culture throughout King County. Which includes, implementing workplace practices that align with the King County Equity and Social Justice (ESJ) Strategic Plan, state and federal law, and County policy.

Among its responsibilities, Workforce Equity manages and administers the Equal Employment Opportunity/Affirmative Action (EEO/AA) program and conducts internal investigations related to allegations of discrimination, harassment, retaliation, and inappropriate conduct.

Disability is a protected class

Workforce Equity investigates alleged violations of King County’s Nondiscrimination, Anti-Harassment & Inappropriate Conduct Policy & Reporting Procedures (the “Policy”). This includes allegations of harassment, discrimination, retaliation, failure to provide reasonable accommodations, and other inappropriate conduct based upon a protected class. Disability is a protected class under federal, state and local laws, and King County policy. If an employee believes that they have been the subject of inappropriate, discriminatory, retaliatory, or harassing conduct due to a disability, they should report the conduct to a Human Resources (HR) Manager, the Workforce Equity Manager, or the Equal Opportunity Officer for Metro Transit.

Examples of complaints could be:

• Being denied promotional opportunities due to a disability;
• Being denied a reasonable accommodation for a disability;
• Being treated differently or unfairly due to a disability; and/or
• Being subject to comments, jokes, or slurs related to a disability.

Once Workforce Equity receives a complaint, an investigator will conduct an initial intake interview with the employee and, in consultation with the department’s HR Manager and Equity Inclusion and Belonging (EIB) Manager, will determine the best course of action. If an investigation takes place, the employee must give Disability Services and their department permission to release relevant medical and disability-related information to the Workforce Equity investigator. The investigator will collect evidence, may interview witnesses, and will make a determination of whether the Policy has been violated. The investigator will take reasonable steps to be responsible and discrete with the information gathered throughout the investigation process, including only requesting documents and evidence that have a legitimate relevance to the investigation. Documents may be redacted to avoid releasing unnecessary information.

Once an investigation report is finalized, the employee who made the complaint and their department HR Manager will be notified of the results. Even if there is not a policy violation, there may be opportunities for increased awareness around disability with training, coaching and counseling. Depending on the circumstances, other interventions such as conflict resolution may be warranted. Any discipline given as the result of an investigation is confidential.

Workforce Equity encourages employees who believe they are subject to discrimination, harassment, retaliation, or inappropriate conduct to contact those noted below. They are here to ensure King County is a place where all employees can thrive.

• Jennifer Greenlee, Investigations Manager, JEGreenlee@kingcounty.gov
• Gloria Ngezaho, Workforce Equity Manager, GNgezaho@kingcounty.gov

For more information visit www.kingcounty.gov/workforce-equity.