Adopted: March 26, 2008

Equal Employment Opportunity & Anti-Discrimination

The District will maintain a policy of non-discrimination with regard to all personnel and applicants for employment and membership. Clark County Fire & Rescue (CCF&R) prohibits, forbids, and does not tolerate discrimination against anyone on the basis of race, color, religion, sex, sexual orientation, age, national origin, veteran status, disability or any other basis prohibited by applicable federal, state or local laws. All aspects of employment and membership within the District will be governed on the basis of merit, competence, and qualifications. The District is the final judge of the suitability of all candidates for employment and membership. All members, managers, supervisors, and job applicants are guaranteed the same employment opportunities.

No person, or member, no matter his or her title or position has the authority, expressed, actual, apparent or implied, to discriminate against another member of Clark County Fire & Rescue. This policy applies while on the job or during any District related activity.

Clark County Fire & Rescue prohibits and does not tolerate discrimination against anyone based on pregnancy. The District will treat all applicants and employees who are pregnant the same way as any other applicant or employee concerning job-related functions, benefits, opportunities, and purposes. No person, or employee, no matter his or her title or position has the authority, expressed, actual, apparent or implied, to discriminate against a pregnant employee or applicant of CCF&R.

The District will comply with the applicable provisions of the Americans with Disabilities Act of 1990 by guaranteeing equal opportunity to individuals with disabilities. The District prohibits discrimination against "qualified individuals with disabilities" in all employment and membership practices, including job application procedures, hiring, firing, advancement, compensation, training, and other terms, conditions, and privileges of employment and membership. It also applies to recruitment, advertising, length of service, layoff, leave, fringe benefits, and all other employment and membership-related activities.

To preserve an employment environment free from all aspects of illegal discrimination.

All District personnel and applicants for employment or membership.

If you (as an employee, member, employment applicant, or membership applicant) feel that you have been treated unfairly, or discriminated against in any way, or are aware of the possibility that someone else has been discriminated against, you are required to immediately discuss your questions, problems, complaints, or reports with a District representative via the chain of command as follows:

1. The employee or member's direct supervisor; or
2. The next higher level of management above the supervisor; or
3. The Fire Chief.

If you feel uncomfortable doing so, or if your direct supervisor is the source, condones, or ignores the issue, immediately report to the next level of authority in your chain of command.

You are not required to directly confront the person who is the source of your report, question, or complaint before notifying any of those individuals listed. Nevertheless, should it exist, you are required to make a reasonable effort to make wrongdoing or conflict known.

Regardless of who receives the initial complaint, the Fire Chief is to be notified immediately. He will investigate the complaint, provide consultation to the complainant, and attempt to resolve the concerns.