January 2011 - Maine CareerCenter

Customer Complaint Resolution ManualJanuary 2011

The Maine Department of Labor provides equal opportunity in employment and programs. Auxiliary aids and services are available to individuals with disabilities upon request.

Maine CareerCenter Customer Complaint Resolution Manual • January 2011 1

Table of Contents

Maine CareerCenter Customer Complaint Resolution Manual. . . . . . . . . . . . . . . . . . . . . . . . . . . . 3

Customer Complaint Resolution Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .4

LocalOfficeResponsibilities . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .5

Complaint File Requirements . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .7

Quarterly Complaint Log Sheet . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .8

Completion of the Quarterly Log Sheet . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .9

Sample of Completed Log Sheet . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .11

Types of Complaints . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .12

Complaint Type . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .12

Conditions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .12

How to Handle Complaints Locally . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .13

How to Handle Complaints at State Level . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .15

ETA Form 8429 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .16

Completion of ETA Form 8429 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .17

Complaint Resolution . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .18

Specific CareerCenter-Related Programs and Services . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19

Veterans Services . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .20

H-2A Programs . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .22

Migrant and Seasonal Farmworkers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .24

Apparent or Field Check Violation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .25

Apparent or Field Check Violation Form . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .26

Trade Adjustment Assistance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .28

Competitive Skills Scholarship Program . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .29

Referred Complaints . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31

DepartmentofLaborPersonnel . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .32

Discrimination . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .34

AmericanswithDisabilitiesAct . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .38

Wage and Hour Division . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .39


DivisionofVocationalRehabilitation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .40

Division of the Blind and Visually Impaired . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .43

State Complaint System Administration. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 45

State Complaint Resolution Administrator . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .46

Hearings . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .48

Discontinuation of Services to Employers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .51

Appendix A –Master List of Personnel and Contacts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 55

State Agencies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .56

Equal Opportunity Contacts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .57

Federal Agencies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .58

Appendix B – Forms . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .59

Appendix C – Sample Letters . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .69

Appendix D – Posters . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .73


Maine CareerCenter Customer Complaint Resolution ManualThe Maine CareerCenter system strives to assure that every customer’s needs are met and that customers aresatisfiedwiththeservicestheyreceive.Fromtimetotime,customersoftheemploymentservicessystemmayhavecomplaintsaboutprocesses,violationsofemploymentlaws,employerpractices,discrimination,unsafeworkingconditions,andthelike.Thismanual is designed to help CareerCenter staffrespondtothesecomplaintsinatimelyandefficientmanner.UnderFederallaw,itisourdutytodoso within certain time constraints .

The processes described in this manual are intended for use for all customer complaints regarding programs and services offered by CareerCenters. This includes offices of Service Providers who administer the Workforce Investment Act programs, as well as CareerCenter Service Points.

Exceptincaseswherecomplaintsneedtobereferredtoadifferentorhigherentityimmediately,complaintsshouldberesolvedatthelocalCareerCenterlevel,andguidanceisgivenhereabouthowcomplaintsareexpectedtobehandled.Detailsarealsoincludedinthismanualabouthowcomplaintsnotresolvedatthelocallevelshouldbereferredtotheappropriateagencyorperson.

Thismanualappliesto,andismadeavailableto,allCareerCenterandServiceProvidermanagementand staff .


Customer Complaint Resolution Policy

Policy Objectives

• Respondtoandattempttoresolvecustomercomplaintsatthelocallevelasquicklyaspossible,whenever appropriate .

• Ensurecomplaintsareresolvedtothecustomers’satisfactionwheneverpossible.

• Provide CareerCenter managers and staff with an understanding of the formal complaint process for all programs operating within the CareerCenter .

• Definejointsupervisor/managerialresponsibilitiesforprocessingandresolvingcustomercomplaints.

Responsibility of CareerCenter Managers

ItwillbethejointresponsibilityoftheCareerCenterManagersandServiceProviderManagerstoworkcollaborativelytoensurethecomplaintresolutionprocessiscarriedoutinauniform,timely,andconsistentmanner.TheBESCareerCenterManagersareresponsibleforforwardingallcomplaintresolution documentation to the State Complaint Resolution Administrator for their related Service Provider locations .

Guidelines

Whenpossible,complaintsandgrievanceswillberesolvedlocallywithoutinvokingthemoreformalprocesses.TheoverallobjectiveoftheCareerCenterComplaintResolutionProcessistoresolvecomplaintsquicklytothesatisfactionofthecomplainantwheneverpossible.Theprocessforhandlingandresponding to customer complaints is detailed in this manual .

Confidentiality

Theidentityofthecomplainant(s)andanypersonswhofurnishinformationrelatingto,orassistingin,aninvestigationofacomplaintshallbekeptconfidentialtothemaximumextentpossible,consistentwithapplicablelawandafairdeterminationofthecomplaint.


Local Office Responsibilities

1 . AllcomplaintsbeingreferredtoanenforcementagencyortotheStateComplaintResolutionAdministratorshouldbesubmittedimmediatelywithacopyofcompletedETAForm8429andallsupportingdocumentation.Insomecases,thereisaveryshorttimeallowedforresolvingthecomplaint .

2 . AteachlocalofficewheretheServiceProviderisco-located,theBESManagershallberesponsiblefor the management of the complaint system . If the complaint concerns an employee of the service provider or a program service provided by service provider staff, the BES manager will collaborate with the service provider manager on resolving or referring the complaint. Allcomplaints,regardlessofthestaffemployer,shouldberecordedontheLogSheetandhaveanETA Form 8429 completed .

3 . Inastand-aloneWIAoffice,theprovidermanagerwillberesponsibleforcarryingoutthecomplaintsystem .

4 . InformationpertainingtotheuseoftheCareerCentercomplaintsystemispublicized.Thisshallinclude the prominent display of a complaint system poster (“If You Have a Complaint…”) in each localoffice,satelliteordistrictoffice.

5 . CareerCenter-relatedcomplaintsmaybefiledinanyCareerCenterofficeorwiththeBESadministrativeoffice. AllCareerCenter-relatedandnon-CareerCenterrelatedcomplaints,otherthanthoseinvolvingdiscriminationandWIA-relatedmatters,shallfirstbehandledbythelocalCareerCenterManagersorassignedbytheCareerCenterManagertoalocalofficeemployeetrainedintheprocess. The local WIA service provider manager will attempt to resolve WIA Title I related complaints . Any WIATitleIrelatedcomplaintsunresolvedbythelocalWIAserviceprovidermanagementmustbereferredtotheLocalWorkforceInvestmentBoard(LWIB)ExecutiveDirectorforfinallocallevelresolution.Ifthecomplaintremainsunresolved,thecomplaintwillbereferredbytheExecutiveDirector to the State Complaint Resolution Administrator .

6 . Thereshallbeanappropriateofficialavailableduringregularofficehourstotakecomplaintsineachlocaloffice.

7 . IfaCareerCenterofficialreceivesacomplaintinanyformwhichissignedbythecomplainantandincludessufficientinformationtoinitiateaninvestigation(DoesitansweralltheETA8429complainantquestions?),thedocumentshallbetreatedasifitwereaproperlycompletedComplaint/ReferralForm(ETA8429)filedinpersonbythecomplainant. a. Thelocalofficeofficialshallsendaconfirminglettertothiseffecttothecomplainant(Seesample inAppendixC–NotificationofComplaintReferral).


b. Ifthecomplainanthasnotprovidedsufficientinformationtoinvestigatethematterexpeditiously, thelocalofficeofficialshallrequestadditionalinformationfromthecomplainant.

8 . Withinfivedaysoftheendofeachquarter,thelocalofficeManagerwillsubmittheLogSheetforthepreviousquartertotheStateComplaintResolutionAdministratorattheBESadministrativeoffice,forsubmissiontotheU.S.DOLRegionaloffice.

9. Reporting ScheduleFirst Quarter July–September ReportdueOctober5Second Quarter October–December Report due January 5Third Quarter January – March Report due April 5Fourth Quarter April – June ReportduebyJuly5

10. Record retention Recordsregardingcomplaintsandactionstakenonthecomplaintsmustbemaintainedforaperiodof not less than three years from the date of resolution of the complaint . Source: 29 CFR 37.39

11. Equal Opportunity Duringeachpresentationtoorientnewparticipants,newemployees,and/orthegeneralpublictoitsWIATitleI–financiallyassistedprogramsoractivity,theCareerCenterorWIAserviceprovidermustinclude a discussion of rights under the nondiscrimination and equal opportunity provisions of WIA andtherighttofileacomplaintofdiscriminationwiththeEqualOpportunityOfficer.(SeelistofEOOfficialsintheMasterPersonnelListinAppendixA) Source: 29 CFR 37.36


Complaint File Requirements

Local CareerCenters must:

1 . Createafilefolderforeachcomplaint.

2 . Keepfilefoldersbyprogramyear,thenbyquarter(JulytoSeptember,OctobertoDecember,JanuarytoMarch,ApriltoJune).

3 . Ataminimum,thefilefoldershouldcontain:

• The completed ETA 8429

• Allhand-writtennotesofconversationsorphonecallsaboutthecomplaint.

IfthecomplaintwasreferredtotheStatelevelortoanotheragency:

• Documentation of where the complaint was referred .

• Programinformation.Forinstance,ifaTAAorWIArequestwasdenied,includeacopyofthatdecision document .

• Any other information or documentation relevant to the complaint .

4 . Filesaretobekeptforthreeyearsfromthedateoflastactivity.

5 . Theseareconfidentialrecordsandshouldbekeptsecured.

NOTE: For each complaint listed on the Log Sheet, there should be corresponding documentation of the complaint and its resolution/referral.

A copy of the contents of the folder should be included with the quarterly Log Sheet sent to the State Complaint Resolution Administrator.


Quarterly Complaint Log Sheet [Sample form only. Find usable form in Appendix B] Complaint #

Com

plai

nant

Nam

e:

pers

on m

aking

comp

laint

Resp

onde

nt N

ame:

who/

what

comp

laint

is ag

ainst

Date Filed

MSFW

H-2A Worker

Against Employer

Against CareerCenter

Program Decision

Workplace Safety

H-2A Regulations/Law

Wages/Hours/UI/TANF/etc.

Disability

Discrimination

MSFW Regulations/Laws

Other

State Complaint Administrator

UI/TANF/OSHA

Wage & Hour, USDOL (H-2A)

Bureau of Labor Standards

DBVI/DVR

EO State Office (discrimination)

State Monitor Advocate (MSFW)

Other

1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20

Resolved Locally

Staf

f Per

son

Taki

ng

Com

plai

nt

Quar

ter:

Prog

ram

Yea

r:Ca

reer

Cent

er-

Rela

ted

Non-

Care

erCe

nter

-Re

late

dRe

ferr

ed T

o:

Mai

ne D

epar

tmen

t of L

abor

Custo

mer C

ompla

int Re

solut

ion Sy

stem

Quar

terly

Log

Loca

l Off

ice:

rev.

12/

10


Completion of the Quarterly Log Sheet

TheQuarterlyLogrepresentstheaggregatehistoryofcomplaintsfiledduringthereportingperiod.EachindividualcomplaintdocumentedonanETSForm8429mustberecordedonthelogsheet(including those resolved locally) .

Thelogsheethasmandatorydatafieldsthatmustbecompleted.Alltextentriesmustbeprintedinacompletelylegiblemanner.AnexamplecopyofacorrectlycompletedQuarterlyLogisavailableforreference on page 11 of this manual . It is recommended that immediately upon completion of the ETA Form8429,thecomplaintinformationbeenteredonthequarterlylogsheet.

Note:Someunresolvedcomplaintsmaycarryovertothenextquarterandneedtobeaccountedforinthe next report period . This is particularly true for complaints received near the end of the reporting period.Individualunresolvedcasesshouldbecarriedovertothenewreportperiod.

Each log sheet must include the following entries:

Local Office

Program YearAlwaysJuly1,20XXtoJune30,20XX,writtenasPY20XX.

Quarter • Q1=July1–September30

• Q2=October1–December31

• Q3 = January 1 – March 31

• Q4 = April 1 – June 30

(seepage6,#9Local Office Responsibilities for further information on quarters and reporting schedule .)

Complaint NumberEachcomplaintisassignedacomplaintnumber.Eachlogsheethasdatafieldsforupto20individualcomplaints.Yourfirstcomplaintshouldbeenteredonline#1,secondcomplaintonline#2andsoon.

Complainant NameEnterthenameofthepersonfilingthecomplaint.ThenameshouldmatchPartI,#1ontheETS8429.

Respondent NameIdentifythewhoorwhatthiscomplaintisfiledagainst(seecomplainttype/conditionspage12forentryoptions and refer to the sample of the completed log sheet on page 11) .

Date FiledThisisthedatethecomplaintwasreceivedandissameasthedateenteredonformETSForm8429,topof the page under “Date Received .”

Type of ComplaintPlacean“x”inthebox(es)fortheappropriatetypeofcomplaint(CareerCenter-Relatedand/orNon-CareerCenter-Related .)


Referred ToPlaceacheckmarkinthebox(es)toidentifywhothecomplaintwasreferredto(ifapplicable).

Resolved LocallyPlacean“x”intheboxif/whenthecasewasresolvedlocally.

Staff Person Taking ComplaintEnterthenameofthepersontakingthecomplaintonbehalfofthecomplainant.

Documentation of local complaint resolutionProvidedocumentationintheindividualcasefile(notes,lettertocomplainant)oftheresolutionreached,dateresolved,anddatecomplainantwasnotified.


Sample of Completed Log Sheet


Types of Complaints

Complaint Type ConditionsCareerCenter-RelatedMSFW or H-2A Worker • ComplaintsbyMSFWorH-2AworkersregardingCareerCenterservices

• Alleged incident occurred less than one year agoEmployer • ByapplicantwhowasreferredtothejobbyMDOL

• Alleged incident occurred less than one year ago

• Involvingallegedviolationsofthetermsandconditionsofthejoborderoralleged violations of employment-related law

CareerCenter • AboutCareerCenterstaffactionsoromissionsunderprogramregulations

• ComplaintsbyveteransinvolvingPriorityofService

• Alleged incident occurred less than one year agoProgram Decision • InvolvingWagner-Peyser,employmentservices,orCareerCenterprogram

decisions .

• Alleged incident occurred less than one year agoNon-CareerCenter-relatedMSFW or H-2A Regulations/Law

• ComplaintsbyMSFWaboutregulationsoremployer.

• ComplaintsbyH-2Aworkeraboutregulationsoremployer.All Others • Complaintfiledmorethan12monthsaftertheallegedincident.

• Complaint against an employer where complainant was not referred to thejobbyMDOL.

• Aboutallegedviolationsoftheregulations/lawsgoverningprogramsthemselves .

• ComplaintsinvolvingUnemploymentInsurance,OSHA,TANF,orotheragencies .

• Complaints of discrimination .

• Complaintsinvolvingwages,hours,FamilyLeaveLaw,whistleblowerviolation,etc.

• Complaintsaboutdisabilityservices.

• ComplaintshandleddirectlybytheStateComplaintResolutionAdministrator .

• ComplaintsaboutmultipleCareerCentersortheentiresystem.

• Complaints from another agency .

• Complaints from other states .

• ComplaintsreceiveddirectlybytheStateoffice.


How to Handle Complaints Locally

Type of Complaint

Steps to Handling Complaints LocallyAttempt a local resolution When not resolved or handled locally

Man

ager

or

Des

igne

eEx

plai

n Pr

oces

sO

ffer

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Fill

out D

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a

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Tim

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res

olve

(in

wor

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day

s)

[*de

note

s ca

lend

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ays]

Refer to Subm

it 84

29 to

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aint

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Not

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f re

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CareerCenter-RelatedAgainst an employer (whenjobreferralwasbyMDOL)

x x x x x 15 x x x

Actionoromissionbylocal staff

x x x x x 15 x x x

Program decisions x x x x x 15 x x xTAA x x x x x 15 TAA Coordinator xCSSP x x x 15 CSSP Program ManagerVeterans Services x x x x x 15 x x xMSFW x x x x x 5 State Monitor Advocate x x xH-2A x x x x x 5 ForeignLaborCertification x x xWIA (Title I)

x x x x x 60* IncludingLWIBfinalresolution attempts

x x x

Non-CareerCenter-RelatedLaws or regulations x x x x x x x xComplaint more than 12 months old

x x x x x x x x

Against an employer (whenjobreferralwasNOTbyMDOL)

x x x x x x x x

From another state or agency

x x x x x

Against more than one CareerCenter location

x x x x x

Discrimination x LocalEOOfficer x


Type of Complaint

Steps to Handling Complaints LocallyAttempt a local resolution When not resolved or handled locally

Man

ager

or

Des

igne

eEx

plai

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oces

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Refer to Subm

it 84

29 to

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Reco

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Not

ify c

ompl

aina

nt o

f re

ferr

al

Discriminationbystaffx 15

State EO Coordinator andMDOLOfficeoftheCommissioner

x

DisabilityServices

x x x x

MDOLDisablityCoordinator(OfficeoftheCommissioner) or Maine Human Rights Commission

x x

Workplace Safety x x NearestOSHAOffice x xUnemploymentCompensation

x xBureauofUnemploymentCompensation

x x

TANF x x DHHS x xMSFW law x x State Monitor Advocate x xH-2A law x x ForeignLaborCertification x xDVR

x xDivision of Vocational Rehabiliation

x x

Housing x x x BureauofLaborStandards x xFamily Leave Law x x x BureauofLaborStandards x xMinimum wage or overtime

x x xBureauofLaborStandards

x x

ChildLaborLawviolations

x x xBureauofLaborStandards

x x

Whistleblowerissues x x x BureauofLaborStandards x x


Type of Complaint

Steps to Handling Complaints at State LevelPerson who handles

When not resolved or handled at State

Stat

e C

ompl

aint

Res

olut

ion

Adm

inis

trat

orSt

ate

EO C

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orSt

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bor

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Inve

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s ne

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Tim

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(in

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[*de

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Off

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Adm

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itiat

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ocal

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CareerCenter-RelatedNon-MSFW x x 30 x x x xMSFW x x 20 x xWIA-related x x 60 x x x xNon-CareerCenter-RelatedNon-MSFW x x 30 U.S.DOLRegion1ETA x xMSFW x x 20 OSHAorU.S.DOL x xH-2A x x U.S.DOLWage&Hour x xVeteranorEligibleSpouse (includesUSERRA)

U.S.DOLRegionalDirector Veterans’ Employment Training Service

x x

Discriminationx 90*

Complainantmayfilewith Civil Rights Center U.S.DOL

x** x

Employer found to have violated employment law (referred to enforcement agency)

x x x x x

Employer found to have violated employment law (NOT referred to enforcement agency)

x x 20 x x x x

Against MDOL x x 20 x Administrative Hearings x**Complainant my appeal State decision to CRC .

How to Handle Complaints at State Level


ETA Form 8429

ETA 8429 Revised 11/25/2008

Expiration Date: 02/29/2012

One Stop Career Center (OSCC) Complaint/ U.S. Department of Labor Referral Record Employment and Training Administration For OSCC Use Only OMB Approval No. 12050039

Expiration Date: 02/29/2012 Complaint No.

Date Received

Part I. Complainant’s Information Respondent’s Information 1. Name of Complainant (Last, First, Middle Initial) 4. Name of Person Complaint Made Against

2a. Permanent Address (No., St., City, State, ZIP Code) 5. Name of Employer/OSCC Office

b. Temporary Address (if Appropriate) 6. Address of Employer/OSCC Office

3a. Permanent Telephone ( )

b. Temporary Telephone ( )

7. Telephone Number of Employer/OSCC Office ( )

8. Description of Complaint (If additional space is needed, use separate sheet(s) of paper and attach to this form)

I CERTIFY that the information furnished is true and accurately stated to the best of my knowledge. I AUTHORIZE the disclosure of Certification this information to other enforcement agencies for the proper investigation of my complaint. I UNDERSTAND that my identity will

be kept confidential to the maximum extent possible, consistent with applicable law and a fair determination of my complaint. 9. Signature of Complainant 10. Date Signed

/ / Part II. For OSCC Use Only 1. Migrant or Seasonal Farmworker?

Yes No 2. Type of Complaint (“X” Appropriate Box(es))

WIA Related Job Order No. Against Job Service Against Employer Alleged Violation of WIA Regulations Alleged Violation of Employment Law(s)

NonWIA Related

3. If nonWIArelated, does Complaint concern laws enforced by U.S. Employment Standards Administration (Wage and Hour) or OSHA? Yes No

4. Kind of complaint (“X” Appropriate Box(es)) Wage Related Housing Child Labor Pesticides Working Conditions Health/Safety Migrant and Season Disability Agricultural Worker Discrimination Protection Act (MSPA)

Discrimination* Other (Specify)

5. H2a/Criteria Employer U.S./Domestic Worker

H2a Worker

Wages Transportation

Meals Housing Other

6. *For DISCRIMINATION COMPLAINTS ONLY. Persons wishing to file complaints of discrimination may file either with the State Workforce Agency, or with the Directorate of Civil Rights (DCR), U. S. Department of Labor, 200 Constitution Avenue, NW, Room N4123, Washington, D.C. 20210.

7a. Referrals To Other Agencies (“X” one) Wage & Hour ESA/U.S. DOL. OSHA Other

b. FollowUp (“X” one) Monthly Yes No Quarterly

c. Followup Date / /

8. Address of Referral Agency (No., St., City, State, ZIP Code and Telephone No.)

( )

9. Comments (If additional space is needed, use separate sheet of paper) Provide OSCC Services? Yes No If “No”, explain.

10a. Name and Title of Person Receiving Complaint 11. Office Address (No., St., City, State, ZIP Code)

b. Phone No. ( )

12a. Signature b. Date / /

Public Burden Statement Persons are not required to respond to this collection of information unless it displays a currently valid OMB Control Number. Obligation to reply is required to obtain or retain benefits (44 USC 5301). Public reporting burden for this collection is estimated to average 8 minutes per response, including the time to review instructions, search existing data sources, gather and maintain the data needed, and complete and review the collection of information. Send comments regarding this burden estimate or any other aspect of this collection, including suggestions for reducing this burden, to the U.S. Department of Labor, Migrant and Seasonal Farmworker Program, Room S4209, 200 Constitution Avenue, NW, Washington, DC 20210.

[Sample form only. Find usable form in Appendix B]


Completion of ETA Form 8429

“For OSCC Use Only” section (at top of form)

The CareerCenter Manager, or their designee, is required to complete this section. This information should correspond to the information entered on the Quarterly Log.

Part I (Complainant’s Information)

1. Lines 1 – 7 Thissectionshouldbefilledouteitherbythecomplainantorthestaffpersonreceivingthecomplaint.

2. Line 8 (Description of Complaint) TheComplainantmustdescribethecomplaint,indicatingtheexpectedresults.Ifthecomplainantisunabletofilloutthissectionandassistanceisgiven,thestatementshouldbewritteninthefirstperson. Anadditionalsheetofpapershouldbeprovidedifextraspaceisnecessary.Additionalsheetsaretobeidentifiedwiththenameandsignatureofthecomplainant.Toensurethatnofurthercommentsareaddedtotheoriginalstatement,adiagonallineshouldbedrawnfromthelastwordofthestatement to the end of the page .

3. Line 9 (Signature of Complainant) Forlocalresolution,thecomplainantdoesnothavetosign.However,theformmustbesignedbyatleastonecomplainantforthecomplainttobereferredtoahigherlevel.Ifthecomplainantrefusestodoso,astatementbytheCareerCenterofficialtakingthecomplaintwillbewrittentothiseffect.Thecomplainantwillbefurtheradvised,inwritingbytheCareerCenterManager,thatsincehe/sherefusestosignthecomplaint,nofurtheractioncanbetakenonthecomplaint(seesampleletterinAppendixC–RequestforComplainant’sSignature).Thecomplainant’ssignatureshouldbeoneachadditional sheet used for line 8 (Description of Complaint) .

Part II (For OSCC Use Only)

1. The CareerCenter Manager, or their designee, is required to complete lines 1 through 5. This information should correspond to the information entered on the Quarterly Log.

2. Lines 7 through 9 should be completely if the complaint cannot be handled locally.

3. The person taking the complaint must sign and complete lines 10 through 12 of this form.

4. Make four copies of completed and signed form:

• OriginalandonecopyshallbekeptinthelocalCareerCentercomplaintfile.

• Onecopyshallbegiventothecomplainant.

• OnecopyshallbesenttotheStateComplaintResolutionAdministratororotherreferredagencywith copies of all other documents related to that claim .

– FormsforlocallyresolvedcomplaintswillbeforwardedtotheStateComplaintResolutionAdministratoratthetimeofQuarterlyLogsubmission.

– FormsforcomplaintsnotresolvedatthelocallevelmustbeforwardedtotheStateComplaintResolution Administrator immediately upon determination .


Complaint Resolution

A CareerCenter-related complaint is considered resolved when any of the following occurs:

• The complainant indicates satisfaction with the outcome .

• Thecomplainantorthecomplainant’sauthorizedrepresentativefailstorespondwithin20workingdays[orincaseswherethecomplainantisaMSFW,40workingdays]ofawrittenrequestforinformationbytheappropriatelocalorStateoffice.

• Thecomplaintexhauststhefinallevelofreview.

• Afinaldeterminationhasbeenmadebytheenforcementagencytowhichthecomplaintwasreferred .


Specific CareerCenter-Related Programs and ServicesCertain CareerCenter-related programs and services have complaint processes that differ from the standard CareerCenter customer complaint resolution process. This section contains background information and supportive documents for the following programs and services:

• PriorityofServiceforVeteransandEligibleSpouses

• Migrant and Seasonal Farmworkers (MSFW)

• H-2A Programs

• Trade Adjustment Assistance (TAA)

• Competitive Skills Scholarship Program (CSSP)


Veterans Services

Priority of Service for Veterans and Eligible Spouses

Veteransandeligiblespousesaregiven“priorityofservice”forthereceiptofemployment,training,andplacementservicesprovidedunderallU.S.DepartmentofLabor-fundedprograms.Veteransandeligiblespousesareentitledtopreferenceforsuchservices.Thismeansthataveteranoreligiblespouseeitherreceivesaccesstoaserviceearlierthanothersor,ifresourcesarelimited,theveteranoreligiblespouse receives access to the service instead of others .

Aveteranoreligiblespouseshouldidentifyhimself/herselfassuchwheninquiringaboutanyDepartmentofLaborprogram.Bydoingso,theywillbeabletotakefulladvantageofthispriority.

A Veteran is defined as: Apersonwhoservedatleast180daysintheactivemilitary,andwhowasdischargedorreleasedunderconditionsotherthandishonorable,asspecifiedin38U.S.C.101(2).Activeserviceincludesfull-timeFederalserviceintheNationalGuardoraReserveComponent.Thedefinitionof“activeservice”doesnotincludefull-timedutyperformedstrictlyfortrainingpurposes(i.e.,thatwhichisreferredtoas“weekend”or“annual”training),nordoesitincludefull-timeactivedutyperformedbyNationalGuardpersonnelwhoaremobilizedbyStateratherthanFederalauthorities.

An Eligible Spouse is defined as: Asdefinedin38U.S.C.4215(a),meansthespouseofanyofthefollowing:

1 . AnyVeteranwhodiedofaservice-connecteddisability

2 . AnymemberoftheArmedForcesservingonactivedutywho,atthetimeofapplicationforthepriority,islistedinoneormoreofthefollowingcategoriesandhasbeensolistedforatotalofmorethan90days:

• Missing in action

• Capturedinthelineofdutybyahostileforce

• Forciblydetainedorinternedinthelineofdutybyaforeigngovernmentorpower

3 . AnyVeteranwhohasatotaldisabilityresultingfromaservice-connected,asevaluatedbytheDepartment of Veterans Affairs .

Complaints by a veteran or eligible spouse alleging violations of the priority of service provisions should be filed with their local CareerCenter representative.


Uniformed Services Employment and Reemployment Rights Act (USERRA)

USERRAcoversvirtuallyeveryindividualinthecountrywhoservesinorhasservedintheuniformedservicesandappliestoallemployersinthepublicandprivatesectors,includingFederalemployers.Thelawseekstoensurethatthosewhoservetheircountrycanretaintheircivilianemploymentandbenefits,andcanseekemploymentfreefromdiscriminationbecauseoftheirservice.USERRAprovidesprotectionfordisabledveterans,requiringemployerstomakereasonableeffortstoaccommodatethedisability.

USERRAisadministeredbytheUnitedStatesDepartmentofLabor,throughtheVeterans’Employmentand Training Service (VETS) . VETS provides assistance to those persons experiencing service connected problemswiththeircivilianemploymentandprovidesinformationabouttheActtoemployers.

ContactinformationforVETScanbefoundintheFederalAgenciessectionofAppendixA.


H-2A Programs

Immigration and Nationality Act

TheImmigrationandNationalityAct(INA)wascreatedin1952.BeforetheINA,avarietyofstatutesgovernedimmigrationlawbutwerenotorganizedinonelocation.TheMcCarran-Walterbillof1952,PublicLawNo.82-414,collectedandcodifiedmanyexistingprovisionsandreorganizedthestructureofimmigrationlaw.TheActhasbeenamendedmanytimesovertheyears,butisstillthebasicbodyofimmigration law .

TheINAisdividedintotitles,chapters,andsections.Althoughitstandsaloneasabodyoflaw,theActisalsocontainedintheUnitedStatesCode(U.S.C.).ThecodeisacollectionofallthelawsoftheUnitedStates.Itisarrangedinfiftysubjecttitlesbygeneralalphabeticorder.Title8oftheU.S.Codeisbutoneofthefiftytitlesanddealswith“AliensandNationality.”WhenbrowsingtheINAorotherstatutesyouwilloftenseereferencedtotheU.S.Codecitation.Forexample,Section208oftheINAdealswithasylum,andisalsocontainedin8U.S.C.1158.AlthoughitiscorrecttorefertoaspecificsectionbyeitheritsINAcitationoritsU.S.code,theINAcitationismorecommonlyused.

Who is Covered

Theworktobeperformedmustbe“ofatemporary(orseasonal)nature,”meaningemploymentthatisperformedduringcertainseasonsoftheyear,usuallyinrelationtotheproductionand/orharvestingofa crop or for a limited time period of less than one year when an employer can show that the need for the foreign workers is truly temporary .

Note: Foreign workers employed under the H-2A Programs are not covered under the Migrant and Seasonal Agricultural Worker Protection Act.

Basic Provisions/Requirements

• TheH-2AtemporaryagriculturalprogramestablishesameansforagriculturalemployerswhoanticipateashortageofdomesticworkerstobringnonimmigrantforeignworkerstotheU.S.toperformagriculturallabororservicesofatemporaryorseasonalnature.

• BeforetheU.S.CitizenshipandImmigrationServicescanapproveanemployer’spetitionforsuchworkers,theemployermustfileanapplicationwiththedepartmentstatingthattherearenotsufficientworkerswhoareable,willing,qualified,andavailable,andthattheemploymentofalienswillnotadverselyaffectthewagesandworkingconditionsofsimilarlyemployedU.S.workers.

• ThestatuteandU.S.DepartmentofLaborregulationsprovidefornumerousworkerprotectionsand employer requirements with respect to wages and working conditions that do not apply to nonagriculturalprograms.Thedepartment’sWageandHourDivisionhasresponsibilityforenforcingprovisions of worker contracts .

• TheDepartmentofLabor’sregulationsgoverningtheH-2AProgramalsoapplytotheemploymentofU.S.workersbyanemployerofH-2AworkersinanyworkincludedintheETA-approvedjoborderorinanyagriculturalworkperformedbytheH-2Aworkersduringtheperiodofthejoborder.

• EmployersmustofferU.S.workerstermsandworkingconditionswhicharenotlessfavorablethanthose offered to H-2A workers .


Employee Rights

AnemployerwhofilesanapplicationfortemporaryforeignlaborcertificationpursuanttoH-2Aregulationsmustmeetspecificconditions,includingthoseconcerningrecruitment,wages,housing,meals,transportation,workers’compensationinsurance,toolsandsupplies,certificationfees,labordisputes,andother conditions .

WorkerswhobelievethattheirrightswereviolatedundertheH-2Aregulationsmayfiletheircomplaintsthrough the CareerCenter Complaint System .

H-2AworkersandtheU.S.workershiredunderthejobordersystemmustfilecomplaintsaboutnon-compliancewithH-2AlaborstandardswiththeForeignLaborCertificationSpecialist.AcomplaintthatcomesintotheStateofficewillbeforwardedforappropriateaction.

Poster

PosterslistingH-2AworkerrightscanbefoundinAppendixDorprintedoffinEnglishfrom www.dol.gov/whd/posters/pdf/WHD1491Eng_H2A.pdf .

TheSpanishversioncanbeprintedofffrom www.dol.gov/whd/posters/pdf/WHD1491Span_H2A.pdf .

Important Notice

AllprogramusersandotherinterestedpartiesshouldfrequentlyconsulttheOfficeofForeignLaborCertificationwebsitewww.foreignlaborcert.doleta.govwheretheDepartmentofLaborwillpostupdatesconcerningtheH-2Atemporaryagriculturallaborcertificationprogram.

Filing a Complaint

H-2A workers and U.S. workers hired under the job order may file complaints about non-compliance with H-2A labor standards with:

ForeignLaborCertification MaineDept.ofLabor 55 State House Station Augusta,ME04333-0055 207-623-7981

If complaints are not resolved at the State level, they are referred to:

ManchesterAreaOffice U.S.Dept.ofLabor Wage&HourDivision 1750ElmStreet,Suite111 Manchester,NH03104-2907 603-666-7716 or 1-866-487-9243


Migrant and Seasonal Farmworkers

Migrant and Seasonal Farmworkers (MSFWs) are defined as:

Seasonal Farm Worker Works 25 or more days in farm work50% or more of annual earnings are from farm work

Migrant Farm Worker Works 25 or more days in farm work50% or more of annual earnings are from farm workHasjob-relatedtravelUnabletoreturnhomethesameday

Migrant Food Processing Worker Works 25 or more days in food processing work50% or more of annual earnings from farm workHasjob-relatedtravelUnabletoreturnhomethesameday

States are required to ensure that the services provided to Migrant and Seasonal Farmworkers are “qualitativelyequivalentandquantitativelyproportionate”totheservicesprovidedtootherjobseekers.ThismeansthatMSFWsshouldreceiveallworkforcedevelopmentservices,benefits,andprotectionsonanequitableandnon-discriminatorybasis(i.e.,careerguidance,testing,jobdevelopment,training,andjobreferral).

Complaints from Migrant and Seasonal Farmworkers

Complaintsallegingviolationsofemployment-relatedlawsareenforcedbythe Wage and Hour Division, U.S. DOL or OSHAandshallbetakeninwritingbytheCareerCenterandreferredtoWageand Hour Division or OSHA . Source: 658.414 and 658.422

Wage and Hour Division-related violations are thosedealingwithwages,hoursworked,MigrantandSeasonalAgriculturalWorkerProtectionAct,and temporary foreign farm workers .

OSHA violations are those related to on-the-job safety.

U.S.DepartmentofLabor Wage and Hour Division 66PearlStreet,Room324 Portland,ME04101 207-780-3344

U.S.DepartmentofLabor Occupational Safety and Health Administration JFKFederalBuilding,RoomE340 Boston,MA02203 617-565-9860,Fax:617-565-9827

IfthecomplaintisnotresolvedlocallyattheCareerCenterwithinfivedays,complainantshouldsigntheETAForm8429.TheformandanyadditionaldocumentationshouldbeforwardedtotheStateMonitorAdvocate for resolution and recorded on the Log Sheet .

TheStateMonitorAdvocate’sresponsibilityistoensurethatalllegalprotectionsareaffordedtofarmworkers and that their complaints are promptly resolved .


Apparent Violation

Anapparentviolationisanallegationmadebyadepartmentemployeewhoobserves,hasreasontobelieve,orisinreceiptofinformationregardingsuspectedviolationofemployment-relatedlaws,orEmploymentService(ES)regulationsbyanemployeronlyinvolvingamigrantandseasonalfarmworker.

Field Check Violation

Afieldcheckviolationistheobservation,orreceiptofinformation,orotherwiseareasontobelievebyadepartmentemployeethatconditionsarenotasstatedinthejoborder(maybeH-2Arelated),orthatanemployerisviolatinganemployment-relatedlawarisingfromafieldcheckatanagriculturalworksite .

Processing Violations

Source:20 CFR 653.113

1 . IfaStateAgencyemployeeobserves,hasreasontobelieve,orisinreceiptofinformationregardingasuspectedviolationofemploymentrelatedlawsorESregulationsbyanemployer,exceptasprovidedat20CFR653.503(fieldchecksofH-2Aorders)or20CFR658.400(complaintsasreferredtointhismanual),theemployeeshalldocumentthesuspectedviolationandreferthisinformationtothelocalofficemanager.

2 . IftheemployerhasfiledajoborderwithMaine’sJobBankwithinthepast12months,thelocalofficeshallattemptinformalresolution.Iftheemployerdoesnotremedythesuspectedviolationwithinfiveworkingdays,proceduresatpart658.subpartF(DiscontinuationofServices)shallbeinitiatedbytheStateComplaintResolutionAdministratorand,ifaviolationofanemployment-relatedlawisinvolved,theviolationshallbereferredtotheappropriateenforcementagencyinwriting.

3 . IftheemployerhasnotfiledajoborderwithMaine’sJobBankduringthepast12months,thesuspectedviolationofanemployment-relatedlawshallbereferredtoeithertheComplaintResolution Administrator or the MSFW State Monitor Advocate who will forward it to the appropriate enforcement agency in writing .

Using the Apparent of Field Check Violation Form

UseofthisformisprimarilylimitedtoForeignLaborCertificationorMigrantandSeasonalFarmworkerStateMonitorAdvocatestaff.Therefore,contentontheuseofthisformisforinformationalpurposesonly.However,theApparentViolationformneednotberestrictedtoMSFWorH-2Aprograms.ApparentViolationcanbefromobservationsbyMDOLstaffintheCareerCenter,andemployerservicesrepresentative,oranoutreachworker.PleasecontacttheComplaintResolutionAdministratorortheStateMonitor Advocate with questions .

Apparent or Field Check Violation


Apparent or Field Check Violation Form [Sample form only. Find usable form in Appendix B]

APPARENT or FIELD CHECK VIOLATION FORM

Apparent violation is an allegation made by a department employee who observes, has reason to believe, or is in receipt of information regarding a suspected violation of employment related laws, or Employment Service (ES) regulations by an employer only involving a migrant seasonal farm worker.

Field check violation is the observation, or receipt of information, or otherwise a reason to believe by a department employee that conditions are not as stated in the job order, or that an employer is violating an employment related law arising from a field check at an agricultural work site.

In addition to the employer’s name, address and phone number, to the extent possible, please include addresses and phone numbers of any persons involved in or able to corroborate the information alleged in the apparent violation.

A. Employer:

B. Employer’s Address and Telephone Number (include e-mail address, if available):

C. Source of Information (customer, outreach, consultant observation, telephone call, field check, etc):

D. Indicate what happened &/or describe the situation:

E. Identify and attach all documentation and related materials:

VIOLATION1. a. Does this employer have a current listing with Maine

Department of Labor? N0 YES b. Has this employer had a listing with Maine Department of

Labor within the last 12 months? N0 YES

c. Does the current situation suggest violations of the job listing?

d. Does the current situation suggest violations of Employment Service regulations?

e. Does the current situation suggest violations of employment related laws?

N0 YES

N0 YES

N0 YES

2. If 1.a. is NO check the Non ES related box

If 1.a. or, 1.b. and 1.c. are BOTH YES, check the ES- Related box

NO – Non ES-Related YES – ES-Related

3. Does the violation involve a Migrant Seasonal Farm Worker (MSFW)? Non-MSFW MSFW

4. Indicate all the issues involved and/or alleged:

Wages- Field Sanitation- Health/Safety- Child Labor- Migrant Seasonal Protection Act- State FLC license- Other - :

Date Received: ______________________________


5. Does the complaint involve Temporary Labor Certification, Agricultural (H2A) or other workers? Indicate which: H2A Worker H2A Employer ________Other Worker _______Other Employer

If H2A related, please indicate all of the issues involved and/or alleged: Transportation- Housing- Wages- H2A Job Listing Assurances- Meals- Working Conditions- Other-

NOTE: Apparent or field check violations alleging unlawful discrimination are to be forwarded immediately to the State Equal Opportunity Officer (c/o Labor Complaint Specialist).

E. Was the apparent violation or field check violation resolved by the local office? N0 YES Indicate actions taken at local office- include a summary of actions taken, attempts to resolve the violation and comments or recommendations that may assist in the investigation and contribute to the agency determination of the apparent violation or field check violation:

Referral made to:

State Wage and Hour

State Monitor Advocate

State EO Officer Federal Wage & Hour OSHA Federal ETA

Anne L. Harriman, Director Wage and Hour Division Maine Department of Labor 45 State House Station Augusta, Maine 04333 207-623-7926

Juan Perez-Febles Bureau of Employment Services Maine Department of Labor 55 State House Station Augusta, ME 04333-0055 207-623-7929 or 207-446-9081 [email protected]

Michaela Loisel SESC108 State House Station Augusta, ME 04333-0108 207-623-6735 TTI: 800-794-1110 [email protected]

Urgent Note: If Migrant Seasonal Farmworkers are involved and the complaint involves laws enforced by Federal Wage & Hour, such as farm labor contractor, field sanitation, housing or transportation laws, immediately refer all documentation by fax orelectronic copy with transmittal or e-mail cover to the Federal Wage & Hour office in:

George Rioux Manchester Area OfficeUS Dept. of Labor Wage & Hour Division 1750 Elm Street, Suite 111 Manchester, NH 03104-2907 603-666-7716 1-866-4-USWAGE (1-866-487-9243)

William J. Coffin Augusta Area Director Occupational Safety & Health Administration John F. Kennedy Federal Building, Room E340 Boston, MA 02203 617-565-9860

George Kincannon Regional Monitor Advocate JFK Federal Building Room E-350 Boston, MA 02203 Tel: 617-788-0135 Fax: 617-788-0125

Name and Title of Maine Department of Labor Employee:

Local Office and Phone Number:

Signature Date Signed:


Trade Adjustment Assistance

The CareerCenter Case Manager shall notify the individual in writing of any decision as to entitlements fortheTradeAdjustmentAssistance(TAA)program,including,butnotlimitedto,decisionswithrespecttoeligibilityforservices,subsistence,transportation,re-employmentservicesandallowances.EachdecisionshallinformtheindividualofthereasonforthedecisionandoftherightofappealundertheapplicableMainelaw.Theindividualshallhave15daysfromthedateofthedecisiontofileawrittenappeal,usingETAForm8429,withtheBESCareerCenterManager.Ifnoappealisfiled,thedecisionshallbecomefinalagencyaction.

1 . Iftheindividualappealsadecision,theBESCareerCenterManagershallforwardthenoticeofappeal and all other documentation regarding the decision to the TAA Coordinator at BES . The TAA Coordinatorshallreviewthedocumentationandinvestigatethefindingscontainedinthedecision.TheTAACoordinatorshallhavetheauthoritytoreverse,modifyortakeotherappropriateactionregardingthedecision.IftheTAACoordinatordetermines,afterinvestigation,totakenoaction,he/sheshallimmediatelyprovidethenoticeofappeal,alongwithallappropriatedocumentationtoaBESrepresentative,whoshalltracktherequestforappealandforwardalldocumentationtotheDivision of Administrative Hearings .

2 . Theindividualandallpartiesshallbenotifiedinwritingofthedateandtimeofhearing,whichmaybeconductedbytelephone.AhearingshallbeconductedbeforeanAdministrativeHearingOfficer,who shall render a written decision .

3 . IfapartyisdissatisfiedwiththedecisionoftheAdministrativeHearingOfficer,he/sheshallhavetherighttoappealinwritingwithin15daystotheUnemploymentInsuranceCommission.Ifahearingisheld,thepartiesshallbenotifiedinwritingofthedateandtimeofsuchhearing,whichmaybeconductedbytelephone.ThepartiesshallreceivewrittennoticeoftheCommission’sdecision.

4 . IfapartyisdissatisfiedwiththedecisionoftheCommission,he/shemayrequesttheCommissiontoreconsideritsdecision,butonlyifsuchrequestforreconsiderationisfiledinwritingwithin10daysofreceiptoftheoriginalCommissiondecision.UnlessaninterestedpartyappearsatthehearingbeforetheDivisionofAdministrativeHearingsorattheCommissionhearing,ifonewasheld,heorshemaynotrequestreconsiderationoftheCommissiondecision,unlesssuchnonappearancewasforgoodcauseasdeterminedbytheCommission.

5 . WhentheperiodduringwhichanappealmaybefiledunderthisChapterendsonaSaturday,Sundayorholiday,theappealperiodshallendonthenextdaywhichisnotaSaturday,Sundayorholidayiftheappealisfiledbydeliveryandisreceivedin-handbytheagency.Iftheappealiffiledbymailing,however,theappealperiodwillnotbeextended,andtheappealmustbepostmarkedwithinthestatutoryappealperiod,unlesstheappealperiodfallsonaSundayoraholiday,inwhichcasetheappealperiodwillbeextendeduntilthenextdaywhichisnotaSundayorholiday.

6 . AnydecisionoftheCommissionbecomesfinal10daysafterreceiptofwrittennotificationandanypersonaggrievedbythedecisionmayappealbycommencinganactionpursuanttotheMaineAdministrative Procedure Act .


Competitive Skills Scholarship Program

Appeal to CSSP Program Manager AnapplicantorparticipantwhoisdissatisfiedwithaCareerCenter’sdecisionrelatedtotheeligibilityforortheprovisionofCSSPserviceshastherighttofileawrittenappealwiththeCSSPProgramManagerwithin30daysofthedecision.Thiswrittenappealmaytakeanyform,suchasasignedletter,emailorfax.Ifthecustomerfilesawrittenappealwithin10daysofadecisiontoterminatetheparticipantfromthe program or terminate or reduce assistance provided for in a currently effective Individual Service Strategy,thenthedecisionwillnotbeimplementedpendingtheoutcomeoftheadministrativeappealprocess.TheCSSPProgramManagerwillissueawrittendecisionwithin15daysofthefilingoftheappeal.Thedecisionmayreflectanagreedresolutiontotheappealor,ifnoagreedresolutionwasreached,itwillreflecttheCSSPProgramManager’sdecision.

Appeal of CSSP Program Manager’s DecisionThecustomermayappealtheCSSPProgramManager’sdecisionbyfilingawrittenrequestforahearingbyahearingofficer.TherequestmustbefiledwiththeProgramManagerwithin30daysofthedateofissuanceoftheCSSPProgramManager’sDecision.The30-dayappealperiodmaybeextendedupto15 additional days if the individual can show good cause for failing to appeal within the initial 30-day period.Uponreceivingarequestforahearing,theProgramManagershallforwardit,togetherwithacopyofthedecisionbeingappealed,tothehearingauthoritydesignatedbytheDepartment.

TheAdministrativeHearingOfficershallconductahearinginaccordancetheMaineAdministrativeProceduresAct5M.R.S.A.ch.375,subchapter2andrenderadecisionwithin30daysofthehearingrequest.TheHearingOfficermayaffirm,setaside,modifyorremandtheCSSPProgramManager’sdecision.Ahearingdecisionaffirming,settingasideormodifyingtheCSSPProgramManager’sdecisionpursuanttothissectionisfinalagencyactionandmaybeappealedtotheSuperiorCourt.

NoticesAlldecisionsregardingeligibilityforCSSPorregardingthebenefitsprovidedunderCSSP,includingtheISS,mustbeinwritingandmustprovidenoticetotheparticipantofhisorherrighttoappealtotheProgramManager,andifdissatisfiedwiththatdecision,toappealbyrequestingafairhearing.CareerCenterstaffshallassistcustomerswhoexpressadesiretofileanappealorhearingrequestwiththe process .



Referred ComplaintsSome complaints must be referred immediately to other agencies. This section contains background information and supportive documents concerning complaints involving the following topics:

• DepartmentofLaborPersonnel

• Discrimination

• AmericanswithDisabilitiesAct(ADA)

• WageandHourDivision,BureauofLaborStandards

• DivisionofVocationalRehabilitation,BureauofRehabilitationServices

• DivisionoftheBlindandVisuallyImpaired,BureauofRehabilitationServices


Department of Labor Personnel

State of Maine, Department of Labor Policy No. 008 Source: PL 2003, Chapter 230

PurposeArelationshipoftrustandconfidencebetweenemployeesoftheMaineDepartmentofLaborandthecommunities that they serve is essential to the effective operation of state government . Department employeesmustbefreetoexercisetheirbestjudgmentintheperformanceoftheirduties.Departmentemployeesalsohaveaspecialobligationtorespecttherightsofallpersons.TheDepartmentofLaboracknowledgesitsresponsibilitytoestablishacomplaintsystemandproceduresthatnotonlywillsubjectDepartmentofLaboremployeestocorrectiveactionwhenimproperconducthasoccurred,butwillalsoprotectDepartmentofLaboremployeesfromunwarrantedorspuriouscriticismwhentheydischargetheirdutiesproperly.Thepurposeoftheseproceduresistoprovideprompt,just,andopendispositionofcomplaintsregardingtheconductofDepartmentofLaboremployees.

ItisthepolicyoftheDepartmentofLabortoencouragethepublictocommentwhentheconductoftheemployeeisbelievedtobeimproper.TheDepartmentofLaborwillmakeeveryefforttoensurethatnoadverseconsequencesoccurtoanypersonorwitnessasaresultofhavingbroughtacomplaintorforprovidinginformationconcerningacomplaint.AnyDepartmentofLaboremployeewhosubjectsacomplainantorwitnesstosuchrecriminationwillbesubjecttoappropriatedisciplinaryaction.

Procedure1 . TheDepartmentofLaborencouragesthepublictobringforwardlegitimatecomplaintsregarding

misconductbyitsemployees.Tothisend,acopyof“HowtoFileaPersonnelComplaint”willbepostedatDepartmentworksitesandondepartmentwebsitesandwillbegiventoanyonerequestingthisinformation.AcopyofthisdocumentcanbefoundinAppendixD.Complaints,regardlessofnature,canbelodgedinperson,bymail,orbytelephone.

2 . AnyemployeeoftheDepartmentofLaborwhoreceivesacomplaintaboutaDepartmentemployeeshall,assoonaspracticable,notifytheCommissioner’sOffice,ofthedetailsofthecomplaintforevaluation and assignment .

3 . Uponreceiptofacomplaint,theCommissioner’sOfficeshalldeterminewhetherthecomplaintshouldbeinvestigatedandbywhom.ComplaintsofcriminalconductshouldbeforwardedtotheBureauofEmployeeRelationsand/ortheAttorneyGeneral’sOfficetoensurecooperationwithappropriatelaw enforcement authorities .

4 . Complainantsshallbemadeawarethatitmaybeimpossibletokeeptheiridentityconfidential.

5 . Investigationsofcomplaintsshallbecompletedwithin15days.

6 . Intheeventareportiswarranted,allrelevantinformationobtainedbytheinvestigatorshallbeincluded .

7 . Allinvestigationsshallcomplywiththeprovisionsoftheapplicablecollectivebargainingagreement.


Notification to the ComplainantUponfinaldisposition,thecomplainantwillbenotifiedoftheoutcomeoftheinvestigationtotheextentpermittedbycivilserviceandagencyconfidentialitylaws.TheCommissioner’sOfficewillconsultwiththeBureauofEmployeeRelationstodeterminewhatmaybedisclosedtothecomplainant.

Administrative ResponsibilitiesTheOfficeoftheCommissionershallensurethat:

• Each complaint and corresponding investigation is documented .

• An annual summary report is prepared for each Bureau Director that includes statistical data that will aidinidentifyingthepossibleneedfortraining,supervision,orotherpertinentissues.

Ifacustomerwishestomakeacomplaintabouttheactionsofanyemployee/employeesoftheDepartmentofLaborhe/sheshouldcontacttheOfficeoftheCommissioneroftheMaineDepartmentofLaborbyphone,mailoremail.

Thecomplainantmustidentifyhim/herself,providecontactinformationandcontainspecificdetailsaboutthecomplaint.Thereceiptofthecomplaintwillbeformallyacknowledgedinwritingorbyphoneandthecomplaintwillthenbeinvestigatedandprocessedasexpeditiouslyaspossible.Thecomplainantmaybecontactedtoprovideadditionalinformationaboutthecomplaint.

Whentheinvestigationofthecomplainthasbeencompleted,he/shewillreceiveawrittenexplanationofthefinaldispositionofthematter,withinthelimitsofconfidentialitylaws.

Office of the Commissioner MaineDepartmentofLabor 54 Statehouse Station Augusta,ME04333-0054 207-621-5095


Discrimination

The Civil Rights Act of 1964 and regulations of 29 CFR Part 37 of the Workforce Investment Act of 1998statethatnopersonintheUnitedStatesshall,onthegroundsofrace,color,ornationalorigin,beexcludedfromparticipationin,bedeniedthebenefitsof,orbeotherwisesubjectedtodiscriminationunderanyprogramoractivityreceivingfederalfinancialassistancefromtheDepartmentofLabor.

CareerCentersareprohibitedfromdiscriminatingagainstmembersofthepublic,applicantsforservices,registrants,participants,claimants,applicantsforemploymentandemployeesonthebasisofrace, color, religion, sex, national origin, age, disability, political affiliation or belief.Inaddition,itisprohibitedtodiscriminateagainstanyindividualorbeneficiaryofWIAprogramsbasedonthebeneficiary’s citizenship statusasalawfullyadmittedimmigrantauthorizedtoworkintheUnitedStates.Finally,itisprohibitedtodiscriminateagainstanyindividualorbeneficiaryofWIAprogramsbasedonhisorherparticipation of any WIA Title I financially assisted program or activity .

Time Frames

Acomplainanthasarighttofileacomplaintwithin180daysoftheallegedact(s)ofdiscrimination.

Where to file

Local Level: EOOfficial(SeeMasterPersonnelListinAppendixA) or MaineDepartmentofLaborEOCoordinatorand/orMHRC

National Level: U.S.DOLCivilRightsCenter Director,RoomN4123 200 Constitution Avenue NW Washington,DC20210

Therecipientofacomplaint,whichmayinthisinstancemeanthelocalEOOfficer,MDOLEOCoordinator or MHRC must issue a written Notice of Final Action on discrimination complaint within 90daysofthedateonwhichthecomplaintisfiled.ThecomplainantmayfileactionagainwiththeCRCifhe/sheisdissatisfiedwiththeNoticeofFinalActionorifaNoticeofFinalActionisnotissuedwithinthe90-dayperiod.Inthisregard,thecomplainanthas30daysfromthedateoftheNoticeofFinalActionorfromtheendofthe90daystofilewithCRC.OnlytheUSDOL-CRChastheauthoritytoacceptcomplaintsfiledbeyondthe30daysdiscussedabove.TheCRCmayextendthistimelimitiftheNoticeofFinalActiondidnotprovidecompletefilinginstructionsorforothergoodcauseshownbythecomplainant.ThesameauthorityrestswiththeCRCwhenacomplaintisfiledbeyondtheabove-mentioned 180-day period .

Poster TheEOnotice,“EqualOpportunityistheLaw”providescomplainantswithbasicinstructionsonfilingcomplaintsofdiscrimination.ThispostercanbefoundinAppendixD.


Processing Discrimination Complaints

1 . WhenanyonealertstheCareerCenterthathe/she(orthey)wantstofileadiscriminationcomplaint,stepsshouldbetakentoconnectthecomplainantwiththelocalEOOfficer.IfthelocalEOOfficerisnotavailableimmediately,theManagershouldarrangeaface-to-facemeetingwiththecomplainantandlocalEOOfficerattheearliestpossibledate.TheManagershouldcontacttheMDOLEOCoordinatoriftheEOOfficerwillnotbeavailableforanextendedperiod.

2 . Inallpossibleinstances,thelocalEOOfficershouldmeetpersonallywiththecomplainant(s)inaprivatearea,ensuringconfidentiality.

3 . Atthismeeting,theEOOfficershouldexplaintheprocessandifthecomplainantintendstofileaformalcomplaint,providethecomplainantwithacopyoftheUSDOLCivilRightsCenterComplaintInformation Form DL 1-2014a found in Appendix B .

4 . IfthecomplainantdoesnotcompletetheComplaintInformationFormduringthismeeting,EOOfficershouldobtainthefollowinginformationataminimum:

• Complainant’saddressandmeansforcontactinghim/her/them

• Basis of complaint

• Detailed description of allegation(s)

• Dates of alleged events of discrimination

• Representativeandentityorprogramagainstwhichcomplaintisbeingfiled(respondent)

• Address or town location or entity or program

• Signed consent statement

5 . Oncetheinformationisgathered,thedocumentshouldbesignedanddatedbythecomplainantorthecomplainant’sauthorizedrepresentative.Thesigned/datedconsentstatementshouldindicatethatthecomplainantallowsthelocalEOOfficertodisclosethecomplainant’sidentityifnecessarytoinvestigatehis/hercomplaint.Inaddition,acopyofthewrittencomplaintwillbeprovided to the complainant and to the MDOL EO Coordinator .

6 . Oncethecomplainthasbeenfiledandreceived,thelocalEOOfficershouldaskthecomplainantwhetherhe/shewouldpreferthecomplaintprocessedthrough:

• AlternativeDisputeResolution/Mediation(ADR)

• InvestigationbythelocalEOOfficer,MDOLEOCoordinatororMHRC

• InvestigationbytheU.S.DOLCivilRightsCenterinWashington,D.C.(ThefulladdressappearsontheEONotice,“EqualOpportunityistheLaw.”)

• Thecomplainantshouldindicatehis/herdecisiononthesignedcomplaintdocument.ThecomplainantmustbeinformedthatifADRfails,thecomplaintcanstillbefiledwithCRC. NOTE: If an employee of the State of Maine committed the alleged discriminatory act, the MDOL EO Coordinator must be contacted immediately. In those instances, the Complaints and Investigations Article of the Collective Bargaining Agreements will be followed.


7 . The choice to use Alternative Dispute Resolution (ADR) or investigation rests with the complainant . If thechoiceisADR,theMDOLEOCoordinatorwillcontacttheDirector,OfficeofHumanResources,who will assign a mediator to assist with an ADR conference .

8 . IfADRissuccessful,asettlementagreementispreparedattheendoftheconferenceandsignedbytheinvolvedparties.IfADRisunsuccessful,thecomplainantisapprisedofhis/herrightstofilethecomplaintwithUSDOLCRCwithin30daysaftertheissuanceofaNoticeoffinalAction.

9 . CaseswhenADRisnotappropriateincludecomplaintsthatarehighprofile,involvelegalissues,involvepolicy,areprecedentsetting,orimpactothersinaprotectedgroup.

10 . IfthecomplainantelectstoresolvethecomplaintusingtheinvestigationbytheMDOLEOCoordinator,theMDOLEOCoordinatorwillprovideanacknowledgementlettertothecomplainantcontainingthefollowing:

• Noticethatthecomplainthasbeenreceived

• Restatement of the issues raised in the complaint

• Noticeofwhichissueshavebeenacceptedforinvestigation

• Explanation,ifnecessary,ofissuesnotbeinginvestigated

• Noticeofthecomplainant’srighttorepresentationbyanyindividualhe/shechoosesduringthecomplaintprocess.Legalfees(ifanattorneyisselected)aretheresponsibilitiesofthecomplainant .

• Noticethatcomplaintprocessingwillbecompletedwithin90daysofthedatethatthecomplaintwasfiledatthelocallevelandaNoticeofFinalActionissued.

• Noticethatthecomplainanthastherighttore-filehis/hercomplaintwithin30daysoftheendofthe90dayscitedabove,iftheLocalEOOfficerfailstoissuethenoticewithinthatperiod.

11 . Inaddition,theMDOLEOCoordinatormust:contactandwriteto(returnreceiptrequested)therespondentidentifiedinthecomplaint;advisetherespondentthatacomplaintallegingdiscriminationhasbeenfiledandisbeingprocessed;provideasummaryofthecomplaintandnoticethatanyformor retaliation is against the law .


Complaint investigation or fact-finding may include the following elements:

• Holding an interview with complainant to gather facts

• Collecting any evidence the complainant may have to support allegations

• Interviewingtherespondent,obtainingasignedpositionstatement,andanyevidencesupportingtheresponse to the complaint

• Inspectinglocationofwhereallegeddiscriminationoccurred(thisappliesspecificallytoallegationsofsexualharassmentandinaccessibilitytoindividualswithadisability

• Interviewingwitnesses,ifany,andobtainingsignedstatements

• Reviewingdocuments–data,reports,correspondence,contracts,plans,personnelorparticipantrecords,policies/proceduresrelatedtoactivitieswhichgaverisetoallegationsofdiscrimination

• Preparinganinvestigatoryreportthatincludesstatementofbasisofcomplaint,specificallegations,respondentresponseandwitnessstatements,findingsoffact,rationaleandconclusion(probablecauseornoprobablecausethatrespondentmayhavediscriminated)andappealrights

• Maintainingacomplaintfile

It should be noted that the MDOL EO Coordinator is available for technical assistance at any time to the local EO Officers.

Final Action

ANoticeofFinalActionmustbeprovidedtothecomplainantwithacopytotherespondentandLocalEOOfficerwithin90daysofthedatethatthecomplaintwasfiledwiththeMDOLEOCoordinator.TheNoticemustbesent“returnreceiptrequested.”TheNoticemustprovidetherecipient’sdecisionandexplanation on each issue of discrimination that was accepted for processing and resolution . Clearly statewhatspecificactionhasbeentakenorwillbetaken(andwhen)tocompletetheresolution.

IfthecomplainantisdissatisfiedwiththeNoticeofFinalAction,he/shehas30daysfromthedatethefinalnoticeisissuedtofilewiththeCRC.IfaNoticeisneverissued,thecomplainanthas30daysfromthedatethatthenoticeshouldhavebeenissuedtofilewiththeCRC.

Maine Human Rights Commission

EORepresentativeswillinformallcomplainantsoftheirrighttofilewiththeMaineHumanRightsCommissioninadditiontotheaboveprocedure.

Maine Human Rights Commission 51 State House Station Augusta,ME04333-0051 207-624-6050

Civil Rights Center USDOL 200ConstitutionAvenueNW,RoomN412 Washington,DC20210

The complaint procedures outlined here are effective immediately. Equal opportunity Officers are to become familiar with these procedures and to share this information with directors, managers, and supervisors within his/her jurisdiction.

Source: 29 CFR Part 31; 29 CFR Part 37


Americans with Disabilities Act

Title I and Title II of the Americans with Disabilities Act of 1990,asamended,protectqualifiedindividualsfromdiscriminationonthebasisofdisabilityinhiring,promotion,discharge,pay,fringebenefits,jobtraining,classification,referral,andotheraspectsofemployment.Disabilitydiscriminationincludesfailingtomakereasonableaccommodationtotheknownphysicalormentallimitationsofanotherwisequalifiedindividualwithadisabilitywhoisanapplicantoremployee,barringunduehardship.

ItisthepolicyoftheStateofMainethatnoqualifiedindividualwithadisabilityshall,onthebasisofdisability,beexcludedfromparticipationinorbedeniedthebenefitsoftheservices,programs,oractivitiesoftheStateofMaineorbesubjectedtodiscriminationbytheState.Allprograms,services,andactivities,includinggrantsandcontracts,shallbeavailable,withorwithoutaccommodations,toindividualswithdisabilities,astheyareforotherpersons.Accommodationscouldincludechangestopolicies,practices,orprocedures;removingarchitectural,communication,ortransportationbarriers;andprovidingauxiliaryaidsandservices,suchasinterpreters.

Anattemptshouldbemadeatthelocalleveltoresolvedisabilitycomplaints.IftheCareerCenterManagerordesigneeisunabletoresolvethecomplainttothecomplainant’ssatisfaction,thecomplainantortheCareerCenterManager(ordesignee)shouldfilloutETAForm8429.Oncethecomplaintislogged,acopyoftheformmustbesenttotheDepartmentofLabor’sAccessibilityCoordinator.Thecomplainantmay also take the issue to the Maine Human Rights Commission .

Accessibility CoordinatorOffice of the CommissionerMaine Department of Labor54 State House Station Augusta,ME04333-0054

Or

Maine Human Rights Commission51 State House StationAugusta,ME04333-0051207-624-6290TTY:1-888-577-6690


Wage and Hour Division

Referrals to the Wage and Hour Division, Bureau of Labor Standards (BLS)

The Wage and Hour Division of BLS investigates and interprets the following complaints:

• Severance pay in plant closings

• Complaintsabout

• restbreaks

• time off to deal with domestic violence at home

• wage issues related to plant closures

• overtime and minimum wages

• timely payment of wages

• Family Leave Law

• unfairagreements(illegalwagedeductionsorpaybacks)

• requirement for written reason for termination

• whistleblowerviolations

• requeststoreviewpersonnelfilesbyemployee

• childlaborissues

• equal pay

• housing complaints (ask for BLS Housing Inspectors)

BLS does not have legal authority over:

• fringebenefits(exceptpaymentofearnedvacationuponterminationofemployment)

• workingconditions(schedules,dresscodes,typesofworkperformed,part-timeorfull-timestatus)

• hiringorfiringpractices

• dischargenotices,warning,disciplinaryactions

• minimum/maximumhoursperdayorweek(exceptforminorsunder18)

• union or other contract agreements

Maine is an “at will” state, which means that employees can legally be hired or fired at the employer’s discretion, provided there is no illegal discrimination, contract or collective bargaining agreement involved. If a customer feels there is discrimination, the process for filing a discrimination complaint should be followed.

Bureau of Labor Standards MaineDepartmentofLabor 45 State House Station Augusta,ME04333-0045 207-623-7900


Division of Vocational Rehabilitation

Appeals Process for the Division of Vocational Rehabilitation, Bureau of Rehabilitation Services

Anapplicantfororrecipientofvocationalrehabilitationserviceswhoisdissatisfiedwithanydeterminationmadebyarehabilitationcounselorconcerningthefurnishingordenialofservicesmayrequest(or,ifappropriate,mayrequestthroughtheindividual’srepresentative)atimelyreviewofthedetermination.MaineDivisionofVocationalRehabilitation(DVR)shallmakereasonableaccommodationtotheindividual’sdisabilityintheconductoftheappealsprocess.

Informal ReviewWheneverpossible,MaineDVRwillattempttoresolveconflictsinformallypriortoMediationoraDueProcessHearing,butanindividualmayrequestaDueProcessHearingimmediatelywithouthavingtogothroughotherappealsteps.Anindividualmayrequestameetingwiththecounselor,theappropriatesupervisor,andaClientAssistanceProgramrepresentative,ifdesired,toexploreoptionsforresolvinganyconflicts.

Continuation of Services Pending Completion of the Hearing Pendingafinaldeterminationofanappealhearing,theDVRmaynotsuspend,reduce,orterminateservicesbeingprovidedunderanIndividualizedPlanofEmployment(IPE),unlesstheserviceswereobtainedthroughmisrepresentation,fraudorcollusionoftheindividual,orauthorizedrepresentative,requestssuspension,reduction,orterminationofservices.

Time FramesThetimeframeslistedunderSectionsMediationandDueProcessHearingmaybewaivedifbothpartiesagree to an extension of time in order to conduct the Mediation or Hearing and render a decision .

MediationTheDepartmentofLaborMediationprocessisanoptiontoresolveconflictswhenaresolutionisnotpossibleinformally.Mediationisvoluntaryforbothpartiesandeitherpartymaywithdrawatanytime.Themediatordoesnothavetheauthoritytoimposeasettlementonthepartiesbutwillattempttohelpthem reach a mutually satisfactory resolution of their dispute .

An individual must request Mediation within 30 calendar days of the agency notice regarding the provisionordenialofservicesthatisinquestion.Therequestshallbeinwritingandtherequestshalldescribethecomplaint.TherequestshouldbesenttotheDirectorofDVRwhowillimmediatelyforwardittotheDepartmentofLabor,DivisionofAdministrativeHearings.

The Division of Administrative Hearings will commence a mediation meeting within 15 calendar days of receiptoftherequestandshallbeheldinalocationthatisconvenienttothepartiesinthedispute.

MediationwillbeconductedinaccordancewiththeCourtAlternativeDisputeResolutionService’s(CADRES) standards on ethics and neutrality .

Anagreementreachedinthemediationprocessshallbesetforthinawrittenmediationagreement.

DiscussionsthatoccurduringthemediationprocessshallbeconfidentialandmaynotbeusedasevidenceinanysubsequentdueprocesshearingorcivilproceedinginaccordancewithCADRESconfidentialitystandards.


Theindividualmayberepresentedatthemediation,includingbutnotlimitedto,representationbytheClient Assistance Program .

Due Process HearingADueProcessHearingisaprocedurewherebyanindividualwhoisdissatisfiedwithanydeterminationsconcerningtheprovisionordenialofDVRservicesmayseekare-determinationofagencyactionbeforeanimpartialhearingofficer.

The individual must request a Due Process Hearing within 30 calendar days of the agency notice regarding the provision or denial of service if Mediation was not requested .

IfnorequestforDueProcessHearingismadewithin30calendardays,theagencydecisionisconsideredfinal.

TherequestforDueProcessHearingshallbeinwritingandshalldescribethecomplaint.MaineDVRwillaccommodateanindividual’sdisabilityandofferassistance,ifappropriate,inthisprocess.TherequestshouldbesenttotheDirectorofDVRwhowillimmediatelyforwardtherequesttotheDepartmentofLabor,DivisionofAdministrativeHearings.

Apre-hearingconferencewillbeheld.Atthattimemediationwillbeexploredasanoptionforresolvingthe dispute .

TheDueProcessHearingshallbeconductedwithin45calendardaysofreceiptoftherequestforDueProcess Hearing .

ADueProcessHearingshallbeconductedbyanimpartialhearingofficerfromthepoolofqualifiedpersonsidentifiedjointlybytheDirectorofMaineDVRandtheStateRehabilitationCouncil.

MaineDVRmaynotdenyordismissarequestforDueProcessHearingunlesstheindividualorhis/herrepresentative:

• withdraws the request in writing or

• isadjudgedbytheDueProcessHearingofficertobeindefaultforfailuretoappearatthehearingwithout good cause .

TheDueProcessHearingshallbeconductedandarecommendeddecisionshallbeissuedinaccordancewithMaine’sAdministrativeProceduresAct,5M.R.S.A.Chapter375,subchapterIV.

TheDueProcessHearingOfficershallissueadecisionwithin30daysofthecompletionofthehearing.IftheCommissioneroftheDepartmentofLaborortheCommissioner’sdesigneedecidestoreviewthedecisionoftheimpartialhearingofficer,he/shewillnotifytheindividualor,ifappropriate,theindividual’srepresentative,ofthatintentwithin20daysofthemailingoftheimpartialhearingofficer’sdecision.TheCommissionerorhis/herdesigneeshallgivetheindividualorindividual’srepresentative10calendardaystosubmitadditionalevidenceandinformationrelevanttothefinaldecision.IftheCommissionerorhis/herdesigneedoesnotnotifytheapplicant/clientoftheintenttoreviewthedecision,thedecisionoftheimpartialhearingofficerbecomesthefinaldecision.


Within30daysofprovidingnoticeofintenttoreviewtheimpartialhearingofficer’sdecision,theCommissionerordesigneeshallmakeafinaldecisionandprovideafullreportinwritingofthedecision,includingfindingsandthestatutory,regulatory,orpolicygroundsforthedecision,totheindividualor,ifappropriate,theindividual’srepresentative.

TheCommissionerordesigneemaynotoverturnormodifyadecision,orpartofadecision,ofanimpartialhearingofficerunlesstheCommissionerordesigneeconcludes,basedonclearandconvincingevidence,thatthedecisionisclearlyerroneousbecauseitiscontrarytotheapprovedStatePlan,theAct,Federal Regulations or State Policy .

TheDueProcessHearingdecisionshallbeconsideredfinalbytheagencypendingtheoutcomeoffurtherappeal procedures .

Judicial ReviewInthewrittendecisionfromtheCommissionerordesigneeonaDueProcessHearing,theindividualshallbeadvisedonhis/herrighttofileapetitioninSuperiorCourtunderRule80CoftheMaineRulesofCivilProcedure .


Division of the Blind and Visually Impaired

Appeals Process for the Division of the Blind and Visually Impaired, Bureau of Rehabilitation Services

Anapplicantfororrecipientofvocationalrehabilitation(VR)serviceswhoisdissatisfiedwithanydeterminationmadebyarehabilitationcounselorconcerningthefurnishingordenialofservicesmayrequest(or,ifappropriate,mayrequestthroughtheindividual’srepresentative)atimelyreviewofthedetermination.TheDivisionoftheBlindandVisuallyImpaired(DBVI)shallmakereasonableaCareerCenteraccommodationtotheindividual’sdisabilityintheconductoftheappealsprocess.Writtennotificationofappealrightswillbeprovidedtotheindividualatthetimeofapplication,whenassignedanorderofselectioncategory,whenanIndividualPlanofEmployment(IPE)isdeveloped,andwheneverDBVIVRservicesarereduced,suspended,orterminated.NotificationwillincludethenameandaddressofthepersonwithwhomanappealmaybefiledandinformationregardingtheClientAssistanceProgram .

Mediationand/ordueprocesshearingsareprovidedatnocosttotheindividual;however,costsrelatedtolegalrepresentationarenotcoveredbyDBVI.

Informal ReviewWheneverpossible,DBVIwillattempttoresolveconflictsinformallypriortomediationoradueprocesshearing.Anindividualmayrequestameetingwiththecounselor,theappropriatesupervisor,and/oraClientAssistanceProgramrepresentative,ifdesired,toexploreoptionsforresolvinganyconflicts.Anindividual may request mediation or due process hearing immediately without having to participate in the informal process .

Continuation of Services Pending AppealPendingafinaldeterminationfollowinganappealhearing,theDivisionmaynotsuspend,reduce,orterminateservicesbeingprovidedunderanIPE,unlesstheserviceswereobtainedthroughmisrepresentation,fraudorcollusionortheindividual,ortheindividual’sauthorizedrepresentativerequestssuspension,reductionorterminationofservices.

MediationMediationisavoluntaryprocessconductedbyaqualifiedandimpartialmediator.Mediationisprovidedatnocosttotheindividual,butcostsrelatedtolegalrepresentationarenotcoveredbyDBVI.

An individual must request mediation within 30 calendar days of the agency notice regarding the provisionordenialofservicesthatareinquestion.Therequestshallbeinwritingandshalldescribethebasisforthegrievance.TherequestshouldbesenttotheDirectorofDBVIwhowillimmediatelyforwardittotheDepartmentofLabor,DivisionofAdministrativeHearings.

The Division of Administrative Hearings shall convene a mediation within 15 calendar days of receipt of therequest.Themediationshallbeheldatalocationthatisconvenienttothepartiestothedispute.

MediationshallbeconductedinaccordancewiththeCourtAlternativeDisputeResolutionService’s(CADRES)standardsonethicsandneutrality.Atanypointduringthemediationprocess,eitherpartyorthe mediator may elect to terminate the mediation .

Anyagreementreachedinthemediationprocessshallbesetforthinawrittenmediationagreementandshallbesignedbybothparties.


DiscussionsthatoccurduringthemediationprocessshallbeconfidentialandmaynotbeusedasevidenceinanysubsequentdueprocesshearingorcivilproceedinginaccordancewithCADRESconfidentialitystandards.

Theindividualmayberepresentedatthemediation,includingbutnotlimitedtorepresentationbytheClientAssistanceProgram.DBVIisnotobligatedtocoverthecostofapplicant’slegalrepresentative.

Themediationprocessmaynotbeusedtodenyordelaytheindividual’srighttopursueresolutionofthedisputethroughadueprocesshearingwithinthespecifiedtimeperiod.

Due Process HearingAdueprocesshearingisaproceedingwherebyanindividualwhoisdissatisfiedwithanydeterminationconcerningtheprovisionordenialofVRservicesmayseekareviewofagencyactionbeforeahearingofficer.

The individual must request due process hearing within thirty (30) calendar days of the agency notice regarding the provision or denial of service if mediation is not requested . If no request for due process hearingismadewithin30calendardays,theagencydecisionbecomesfinal.

Therequestfordueprocesshearingshallbeinwritingandshalldescribethebasisforthegrievance.DBVIwillaccommodateanindividual’sdisabilityandofferassistance,ifappropriate,inthisprocess.TherequestshouldbesenttotheDirectorofDBVIwhowillimmediatelyforwardtherequesttotheDepartmentofLabor,DivisionofAdministrativeHearings.

Apre-hearingconferenceshallbeheldtoclarifyissuesandexploreoptionsforresolvinggrievances.

Thedueprocesshearingshallbeconductedwithin60calendardaysofreceiptoftherequestfordueprocesshearing.AdueprocesshearingshallbeconductedbyanimpartialhearingofficerassignedonarandombasisfromthepoolofqualifiedpersonsidentifiedjointlybytheDirectorofDBVIandtheStateRehabilitationCouncilofDBVI.

The DBVI VR program may not deny or dismiss a request for due process hearing unless the individual or his/herrepresentative:

• withdraws the request in writing or

• isadjudgedbythehearingofficertobeindefaultforfailuretoappearatthehearingwithoutgoodcause .

Thedueprocesshearingshallbeconductedandwillincludeanopportunityfortheindividualortheindividual’srepresentativetopresentwitnessesandrelevantevidence.Adecisionwillbeissuedinaccordance with The Maine Administrative Procedure Act .

Thedueprocesshearingofficershallissueawrittendecisioncontainingfindingsandgroundsforthedecisionwithin30daysofthecompletionofthehearing.Thehearingofficer’sdecisionbecomesfinalunless one of the parties requests a Judicial Review .

Judicial ReviewAnypartywhodisagreeswiththedecisionresultingfromthedueprocesshearinghastherighttofileapetition in Superior Court under Rule 80C of the Maine Rules of Civil Procedure .


State Complaint System AdministrationThe purpose of this section is to make transparent to the CareerCenters and customers how complaints are handled at the State level. The source of the regulations is cited.

• State Complaint Resolution Administrator

• Hearings

• Discontinuation of Services


State Complaint Resolution Administrator

The State Complaint Resolution Administrator has overall responsibility for the operation of the CareerCenter complaint resolution system.

ResponsibilitiesTheMaineDepartmentofLaborensuresthatcentralizedcontrolproceduresareestablishedforthehandlingofcomplaintsandfilesrelatingtothehandlingofcomplaints.TheStateComplaintResolutionAdministratorshallensurethatacentralcomplaintlogismaintained,listingallcomplaintsreceived.

The State Complaint Resolution Administrator shall receive a quarterly Log Sheet and related paperwork fromeachCareerCenterofficeandwillsubmitareporttotheU.S.DOLRegionaloffice.

ReferralsUnresolvedcomplaintsreferredfromtheCareerCentersandcomplaintsreceiveddirectlyattheStateofficewillbeassignedbytheStateComplaintResolutionAdministratortotheappropriatesubject-matterexpertattheStateofficeforinvestigation/resolution.Ifcomplaintsneedtobereferredtoanenforcementagency,theStateComplaintResolutionAdministratorwillforwardthecomplaints.

Follow-upTheStateComplaintResolutionAdministratorisresponsibleforfollowinguponeachreferredcomplaint.Formostcomplaints,follow-upisperformedquarterly.Formigrantandseasonalfarmworkers,thefollow-upismonthly.TheStateComplaintResolutionAdministratorwillupdatethereferringCareerCenter and complainant with the status of the complaint .

DocumentationForeachcomplaintthatcomesdirectlytotheState,thereneedstobeacompletedandsignedETAForm 8429 and copies of all relevant documentation of conversations and phone calls related to the complaint .

Withintwomonthsaftertheendofeachcalendarquarter,theStateComplaintResolutionAdministratorshalltransmitcopiesofalllocalandStateofficecomplaintlogsreceivedforthatquartertotheRegionalU.S.DOLAdministrator.

Migrant and Seasonal Farmworker ComplaintsStateagenciesshallensurethatanyactiontakenbytheresponsibleofficial,includingreferral,onaCareerCenter-related or non-CareerCenter-related complaint from an MSFW alleging a violation of employmentrelatedlawsenforcedbyUSDOLWage&HourDivisionorOSHAisfullydocumentedinafileattheStateDepartmentofLabor,containingallrelevantinformation,including:

• a copy of the original ETA 8429 complaint form

• a copy of any CareerCenter reports

• any related correspondence

• a list of actions taken

• a record of related telephone calls

The State Complaint Resolution Administrator must provide a quarterly summary complaint report to the State Monitor Advocate .


Discrimination ComplaintsThehandlingofallCareerCenter-relatedcomplaintsreceivedbytheStateofficeallegingunlawfuldiscriminationbyrace,color,religion,nationalorigin,sex,age,physicalormentalstatusunrelatedtojobperformance(handicap)statusshallbeassignedtotheStateEOCoordinator.

Complaints that Come Directly to the StateDocumentationwillbekeptofalleffortstoresolvethecomplaint,suchasletters,notesofphonecalls,etc.Ifthecomplaintisreferredtoanotheragency,thereferralandresultswillbedocumented.Forinstance,aStateleveldecisiontoupholdtheCareerCenter’sdecisiontodenyaTAAclaimshouldbedocumented,dated,andsignedbytheTAAProgramManager.ThecomplaintthenissenttoAdministrativeHearings.Thetransmittalemailandcopyofthedecisionshouldbeincludedinthefile.

All Other ComplaintsThe handling of all other CareerCenter-related complaints and all non-CareerCenter-related complaints receivedbytheStateofficeshallbeassignedtotheappropriateStateagencyofficial.

Hearings and Discontinuation of ServicesTheStateComplaintAdministratorisresponsibleforinitiatingtheprocessforHearingsandDiscontinuation of Services .

Source: 20 CFR 658.410

Maintenance of Complaint Files

• Filefoldersarekeptforeachprogramyearbyquarter(July–September,October–December,January–March,April–June).

• EachfoldershouldcontaintheLogSheetsfromeachCareerCenterforthequarter,coverlettersummarizingthecomplaintactivity,andtheLogSheetssenttotheU.S.DOLRegion1office.Forreportingpurposes,acopyofthecoverletterwillbesenttotheStateMonitorAdvocateandtheState EO Coordinator .

• ForcomplaintsthatarebeingreferredtotheStatelevelfromtheCareerCenters,afileshouldbecreatedforeachcomplainant.ThisfileshouldcontainallCareerCenterdocumentation,ETAForm8429,anexplanationoftheactivitiestoresolvethecomplaintattheStatelevel,theresultoftheresolution,andacopyofthelettertothecomplainantabouttheresolution.

• IfthecomplaintisreferredtoanotheragencyfromtheStatelevel(forinstance,totheTAAProgramManager),copiesofalldocumentationshouldbeincludedwiththereferraldocumentation.

• ComplaintssentdirectlytotheStateshouldberecordedontheLogSheetforBES,CentralOffice.ThisLogSheetshouldbekeptinthequarterlyfile.

• Documentationoffollow-uprequiredoftheStateComplaintResolutionAdministratorwillbekeptinthecomplainant’sfile,alongwithacopyoftheletternotifyingthecomplainantofthecomplaint’sresolution .


Hearings

An opportunity to request a hearing may be offered in the following instances:

• whenacomplaintisWIA-related,hasnotbeenresolvedbythelocaloffice,hasbeenreferredtotheStateComplaintResolutionAdministrator,andhasnotbeenresolvedwithin60days

• any complaint that results in a written determination at the State level

• whenaninvestigationofacomplaintagainstanemployerhasfoundtheemployernottobeinviolation of State or Federal regulations

• when a complaint is against the State agency (MDOL)

Upon a written request for a hearing, the following procedures will be followed:Source: 20 CFR 658.416(6) and 20 CFR 658.417

IftheStateoffice,within20workingdaysfromthecertifieddateofreceiptofthenotification,hasnotreferredthecomplainttoalocalofficeoranenforcementagencyandhasissuedadeterminationtoresolvethecomplaint,andreceivesawrittenrequestforahearinginresponsethereto,theStateofficeshallreferthecomplainttoaStatehearingofficialforhearing.Thepartiestowhomthedeterminationwassent(theStateagencymayalsobeaparty)shallthenbenotifiedinwritingbytheStateofficethat:

• Thepartieswillbenotifiedofthedate,time,andplaceofthehearing.

• Thepartiesmayberepresentedatthehearingbyanattorneyorotherrepresentative.

• Thepartiesmaybringwitnessesand/ordocumentaryevidencetothehearing.

• The parties may cross-examine opposing witnesses at the hearing .

• Thedecisiononthecomplaintwillbebasedontheevidencepresentedatthehearing.

• TheStatehearingofficialmayreschedulethehearingattherequestofapartyoritsrepresentative.

• WiththeconsentoftheStateagency’srepresentativeandoftheStatehearingofficial,thepartywhorequestedthehearingmaywithdrawtherequestforhearinginwritingbeforethehearing.

Hearings

1 . HearingsshallbeheldbyStatehearingofficials.AStatehearingofficialmaybeanyStateofficialauthorizedtoholdhearingsundertheStateunemploymentcompensationlaworanyofficialoftheStateagency,authorizedbyStatelawtopresideatStateadministrativehearings.

2 . TheStatehearingofficialmaydecidetoconducthearingsonmorethanonecomplaintconcurrentlyifhe/shedeterminesthattheissuesarerelatedorthatthecomplaintswillbehandledmoreexpeditiously in this fashion .

3 . TheStatehearingofficial,uponthereferralofacaseforahearing,shall:

• Notifyallinvolvedpartiesofthedate,timeandplaceofthehearing.

• Re-schedulethehearing,asappropriate.


4 . Inconductingahearing,theStatehearingofficialshall:

• Regulate the course of the hearing .

• Issuesubpoenas,ifempoweredtodosounderStatelaw,ifnecessary.

• Assure that all relevant issues are considered .

• Rule on the introduction of evidence and testimony .

• Take any other action which is necessary to insure an orderly hearing .

5 . Thetestimonyatthehearingshallberecordedandmaybetranscribedwhenappropriate.

6 . Thepartiesshallbeaffordedtheopportunitytopresent,examine,andcross-examinewitnesses.

7 . TheStatehearingofficialmayelicittestimonyfromwitnesses,butshallnotactasadvocateforanyparty .

8 . TheStatehearingofficialshallreceiveandincludeintherecord,documentaryevidenceofferedbyanypartyandacceptedatthehearing.Copiesthereofshallbemadeavailablebythepartysubmittingthedocumenttootherpartiestothehearinguponrequest.

9 . Technicalrulesofevidenceshallnotapplytohearingsconductedpursuanttothissection,butrulesorprinciplesdesignedtoassureproductionofthemostcredibleevidenceavailableandtosubjecttestimonytotestbycross-examination,shallbeappliedwherereasonablynecessarybytheStatehearingofficial.TheStatehearingofficialmayexcludeirrelevant,immaterial,orundulyrepetitiousevidence .

10 . Thecaserecord,oranyportionthereof,shallbeavailableforinspectionandcopyingbyanypartyat,priorto,orsubsequenttothehearinguponrequest.Specialproceduresmaybeusedfordisclosureofmedicalandpsychologicalrecordssuchasdisclosuretoaphysiciandesignatedbytheindividual .

11 . TheStatehearingofficialshall,iffeasible,resolvethedisputebyconciliationatanytimepriortotheconclusion of the hearing .

12 . AttheStatehearingofficial’sdiscretion,otherappropriateindividuals,organizations,orassociationsmaybepermittedtoparticipateinthehearingasamicuscuriae(friendsofthecourt)withrespecttospecificlegalorfactualissuesrelevanttothecomplaint.Anydocumentssubmittedbytheamicuscuriaeshallbeincludedintherecord.

13 . The following standards shall apply to the location of hearings involving parties in more than one StateorinlocationswithinaStatebutwhichareseparatedgeographicallysothataccesstothehearinglocationisextremelyinconvenientforoneormorepartiesasdeterminedbytheStatehearingofficial.

• Wheneverpossible,theStatehearingofficialshallholdasinglehearing,atalocationconvenienttoallpartiesortheirrepresentativeswishtoappearandpresentevidence,andwithallsuchpartiesand/ortheirrepresentativespresent.


• IfahearinglocationcannotbeestablishedbytheStatehearingofficialpursuanttothestatementabove,theStatehearingofficialmayconduct,withtheconsentoftheparties,the hearingbyatelephoneconferencecallfromaStateagencyofficewithallpartiesandtheirrepresentativesnotchoosingtobepresentatthatlocationpermittedtoparticipateinthehearingfrom their distant locations .

• WheretheStateagencydoesnothavethefacilitiestoconducthearingsbytelephonepursuanttotheabovetwoparagraphsofthissection,theStateagenciesintheStateswherethepartiesare located shall take evidence and hold the hearing in the same manner as used for appealed interstateunemploymentclaimsinthoseStates,totheextentthatsuchproceduresareconsistentwith Sec . 658 .416 .


Decision of the State Hearing Official

1 . TheStatehearingofficialmay:

• Rulethatthecaseisimproperlybeforeit,thatis,thatthereisalackofjurisdictionoverthecase.

• Rulethatthecomplainthasbeenwithdrawnproperlyandinwriting.

• Rulethatreasonablecauseexiststobelievethattherequesthasbeenabandonedorthatrepeatedrequestsforre-schedulingarearbitraryandforthepurposeofundulydelayingoravoiding a hearing .

• Rendersuchotherrulingsasareappropriatetotheissuesinquestion.However,theStatehearingofficialshallnothavejurisdictiontoconsiderthevalidityorconstitutionalityofCareerCenterregulations or of the Federal statutes under which they are promulgated .

2 . Basedontheentirerecord,includingtheinvestigationsanddeterminationsofthelocalandStateofficesandanyevidenceprovidedatthehearing,theStatehearingofficialshallprepareawrittendecision.TheStatehearingofficialshallsendacopyofthedecisionstatingthefindingsandconclusionsoflawandfactandthereasonsthereforetothecomplainant,therespondent,entitiesservingasamicuscapacity(ifany),theStateoffice,theRegionalAdministrator,andtheSolicitorofLabor,Attn:AssociatesSolicitorforEmploymentandTrainingLegalServices,DepartmentofLabor,RoomN2101,200ConstitutionalAvenue,NW,Washington,DC20210.Thenotificationtothecomplainantandrespondentmustbesentcertifiedmail.

3 . AlldecisionsofaStatehearingofficialshallbeaccompaniedbyawrittennoticeinformingtheparties(notincludingtheRegionalAdministrator,theSolicitorofLabor,orentitiesservinginanamicuscapacity)that,iftheyarenotsatisfied,theymay,within20workingdaysofthecertifieddateofreceiptofthedecision,fileanappealinwritingwiththeRegionalAdministrator.Thenoticeshallgivethe address of the Regional Administrator .


Discontinuation of Services to Employers

Basis for Discontinuation of Services: Federal Regulations 20 CFR 416 and 417; 20 CFR 655.210; 20 CFR 658.501 to 503.

The State agency shall initiate procedures for discontinuation of services to employers who:

1 . Submitandrefusetoalterorwithdrawjoborderscontainingspecificationswhicharecontrarytoemployment-related laws .

2 . Submitjobordersandrefusetoprovideassurancesthatthejobsofferedareincompliancewithemployment-relatedlawsortowithdrawsuchjoborders.

3 . Arefoundthroughfieldchecksorotherwisetohaveeithermisrepresentedthetermsorconditionsofemploymentspecifiedonjobordersorfailedtocomplyfullywithassurancesmadeonjoborders.

4 . Arefoundbyafinaldeterminationbyanappropriateenforcementagencytohaveviolatedanyemployment-relatedlawsandnotificationofthisfinaldeterminationhasbeenprovidedtotheJobService(JS)bythatenforcementagency.

5 . Are found to have violated JS regulations pursuant to Sec . 658 .416(d)(4) .

6 . Refusetoacceptqualifiedworkersreferredthroughtheclearancesystem.

7 . RefusetocooperateintheconductoffieldchecksconductedpursuanttoSec.653.503.

8 . Repeatedly cause the initiation of the procedures for discontinuation of services pursuant to paragraphs (1) through (6) of this section .

The State agency may discontinue services immediately if,inthejudgmentoftheStateAdministrator,exhaustionoftheadministrativeproceduressetforthinthissubpartatSecs.658.501through658.502wouldcausesubstantialharmtoasignificantnumberofworkers.Insuchinstances,proceduresatSec.658.503(b)etseq.shallbefollowed.

For employers who are alleged to have not complied with the terms of the temporary labor certification,StateagenciesshallnotifytheRegionalAdministratoroftheallegednon-complianceforinvestigationandpursuanttoSec.655.210considerationofineligibilityforsubsequenttemporarylaborcertification.


Notification to Employers

The State agency shall notify the employer in writing that it intends to discontinue the provision of the CareerCenterservicespursuantto20CFRPart653andthereasontherefore:

1 . Wherethedecisionisbasedonsubmittalandrefusaltoalterortowithdrawjoborderscontainingspecificationscontrarytoemployment-relatedlaws,theStateagencyshallspecifythedatetheorderwassubmitted,thejoborderinvolved,thespecificationscontrarytoemployment-relatedlawsandthelawsinvolved.TheemployershallbenotifiedinwritingthatallJSserviceswillbeterminatedin20workingdaysunlesstheemployerwithinthattime:

• providesadequateevidencethatthespecificationsarenotcontrarytoemployment-relatedlaws,or

• withdrawsthespecificationsandresubmitsthejoborderincompliancewithallemployment-relatedlaws,or

• ifthejobisnolongeravailablemakesassurancesthatallfuturejoborderssubmittedwillbeincompliancewithallemployment-relatedlaws,or

• requests a hearing from the State agency pursuant to Sec . 658 .417 .

2 . Wherethedecisionisbasedontheemployer’ssubmittalofanorderandrefusaltoprovideassurancesthatthejobisincompliancewithemployment-relatedlawsortowithdrawtheorder,theStateagencyshallspecifythedatetheorderwassubmitted,thejoborderinvolvedandtheassurancesinvolved.TheemployershallbenotifiedthatallJSserviceswillbeterminatedwithin20workingdaysunlesstheemployerwithinthattime:

• resubmittheorderwiththeappropriateassurances,

• ifthejobisnolongeravailable,makeassurancesthatallfuturejoborderssubmittedwillcontainallnecessaryassurancesthatthejobofferedisincompliancewith employment-relatedlaws,or


3 . Wherethedecisionisbasedonafindingthattheemployerhasmisrepresentedthetermsorconditionsofemploymentspecifiedonjobordersorfailedtocomplyfullywithassurancesmadeonjoborders,theStateagencyshallspecifythebasisforthatdetermination.TheemployershallbenotifiedthatallJSserviceswillbeterminatedin20workingdaysunlesstheemployerwithinthattime:

• providesadequateevidencethattermsandconditionsofemploymentwerenotmisrepresented,or

• providesadequateevidencethattherewasfullcompliancewiththeassurancesmadeonthejoborders,or

• providesresolutionofacomplaintwhichissatisfactorytoacomplainantreferredbytheJS,and

• providesadequateassurancethatspecificationsonfutureorderswillaccuratelyrepresentthetermsandconditionsofemploymentandthattherewillbefullcompliancewithalljoborderassurances,or



4 . Wherethedecisionisbasedonafinaldeterminationbyanenforcementagencythattheemployer-relatedlaws,theStateagencyshallspecifythedetermination.TheemployershallbenotifiedthatallJSserviceswillbeterminatedin20workingdaysunlesstheemployerwithinthattime:

• provides adequate evidence that the enforcement agency has reversed its ruling and that the employerdidnotviolateemployment-relatedlaws,or

• providesadequateevidencethattheappropriatefineshavebeenpaidand/orappropriaterestitutionhasbeenmade,and

• providesassurancesthatanypolicies,procedures,orconditionsresponsiblefortheviolationhavebeencorrectedandthesameorsimilarviolationsarenotlikelytooccurinthefuture.

5 . WherethedecisionisbasedonafindingofaviolationofJSregulationsunderSec.658.416(d)(4),theStateagencyshallspecifythefinding.TheemployershallbenotifiedthatallJSserviceswillbeterminatedin20workingdaysunlesstheemployerwithinthattime:

• providesadequateevidencethattheemployerdidnotviolateJSregulations,or

• providesadequateevidencethatappropriaterestitutionhasbeenmadeorremedialactiontaken,and

• providesassurancesthatanypolicies,procedures,orconditionsresponsiblefortheviolationhavebeencorrectedandthesameorsimilarviolationsarenotlikelytooccurinthefuture,or


6 . Wherethedecisionisbasedonanemployer’sfailuretoacceptqualifiedworkersreferredthroughtheclearancesystem,theStateagencyshallspecifytheworkersreferredandnotaccepted.TheemployershallbenotifiedthatallJSserviceswillbeterminatedin20workingdaysunlesstheemployerwithinthattime:

• providesadequateevidencethattheworkerswereaccepted,or

• providesadequateevidencethattheworkerswerenotavailabletoacceptthejob,or

• providesadequateevidencethattheworkerswerenotqualified,and

• providesadequateassurancesthatqualifiedworkersreferredinthefuturewillbeaccepted,or


7 . Wherethedecisionisbasedonlackofcooperationintheconductoffieldchecks,theStateagencyshallspecifythelackofcooperation,theemployershallbenotifiedthatallJSserviceswillbeterminatedin20workingdaysunlesstheemployerwithinthattime:

• providesadequateevidencethathedidcooperate,or

• cooperatesimmediatelyintheconductoffieldchecks,and

• providesassurancesthathe/shewillcooperateinfuturefieldchecksinfurtheractivity,or


Iftheemployerchoosestorespondpursuanttothissectionbyprovidingdocumentaryevidenceorassurances,he/shemustatthesametimerequestahearingifsuchhearingisdesiredintheeventthatthe State agency does not accept the documentary evidence or assurances as adequate .


Wherethedecisionisbasedonrepeatedinitiationofproceduresfordiscontinuationofservices,theemployershallbenotifiedthatserviceshavebeenterminated.

Iftheemployermakesatimelyrequestforahearing,inaccordancewiththissection,theStateagency shall follow procedures set forth at Sec . 658 .417 and notify the complainant whenever the discontinuationofservicesisbasedonacomplaintpursuanttoSec.658.501(a)(5).


Discontinuation of Services

IftheemployerdoesnotprovideasatisfactoryresponseinaccordancewithSec.658.502,within20workingdays,orhasnotrequestedahearing,theStateagencyshallimmediatelyterminateservicestothe employer .

IfservicesarediscontinuedtoanemployersubjecttoFederalContractorJobListingRequirements,theStateagencyshallnotifytheETAregionalofficeimmediately.

Reinstatement of Services

ServicesmaybereinstatedtoanemployerafterdiscontinuationunderSec.658.503,if:

• TheStateisorderedtodosobyaFederalAdministrativeLawJudgeorRegionalAdministrator,or

• Theemployerprovidesadequateevidencethatanypolicies,proceduresorconditionsresponsibleforthepreviousdiscontinuationofserviceshavebeencorrectedandthatthesameorsimilardifficultiesarenotlikelytooccurinthefuture,andtheemployerprovidesadequateevidencethattheemployerhasrespondedadequatelytoanyfindingsofanenforcementagency,StateJSagency,orUSES,includingrestitutiontothecomplainantandthepaymentofanyfines,whichwerethebasisofthediscontinuationofservices.

TheStateagencyshallnotify,within20workingdays,theemployerrequestingreinstatementwhetherhisrequesthasbeengranted.IftheStatedeniestherequestforreinstatement,thebasisforthedenialshallbespecifiedandtheemployershallbenotifiedthathe/shemayrequestahearingwithin20workingdays .

Iftheemployermakesatimelyrequestforahearing,theStateagencyshallfollowtheproceduressetforth at Sec . 658 .417 .

TheStateagencyshallreinstateservicestoanemployeriforderedtodosobyaStatehearingofficer,RegionalAdministrator,orFederalAdministrativeLawJudgeasaresultofahearingofferedpursuanttoparagraph (c) of this section .

Source: 20 CFR 658.504Source: 20 CFR 658.503 Source: 20 CFR 658.501


Appendix A –Master List of Personnel and Contacts• State Agencies

• Equal Opportunity Contacts

• Federal Agencies


State Agencies

State Complaint Resolution Administrator

Jorge AceroBureau of Employment ServicesMaineDepartmentofLabor55 State House StationAugusta,ME04333-0055207-623-7928Jorge .A .Acero@Maine .gov

Office of the Commissioner, MDOL Disability Coordinator

OfficeoftheCommissionerMaineDepartmentofLabor54 State House StationAugusta,ME04333-0054207-621-5095


JuanPerez-FeblesBureau of Employment ServicesMaineDepartmentofLabor55 State House StationAugusta,ME04333-0055207-623-7929 or [email protected]

Foreign Labor Certification

Jorge AceroBureau of Employment ServicesMaineDepartmentofLabor55 State House StationAugusta,ME04333-0055207-623-7928Jorge .A .Acero@Maine .gov

Bureau of Unemployment Compensation

47A State House StationAugusta,ME04333-0047800-593-7600


45 State House Station Augusta,ME04333-0045207-623-7900

Bureau of Rehabilitation Services

150 State House StationAugusta,ME04333-01501-800-698-4440TTY:1-888-755-0023

Department of Health & Human Services

11 State House Station221 State StreetAugusta,ME04333-0011(207) 287-3707

Maine Human Rights Commission

51 State House StationAugusta,ME04333-0051207-624-6050


State Equal Opportunity Coordinator

Michaela LoiselSESC108 State House StationAugusta,ME04333-0108207-623-6735TTY:800-794-1110Michaela .T .Loisel@Maine .gov

Local Equal Opportunity Officers

Aroostook CountyWilliamCrandall,AssistantDirector/COOAroostookCountyActionProgram,Inc.P . O . Box 1116PresqueIsle,ME04769207-764-3721TTY:[email protected]

Washington County Equal Opportunity OfficerNicholeJamison,CareerCenterManagerMachias CareerCenter53PrescottDrive,Suite1Machias,ME04654207-255-1900 TTY:800-381-9932Nichole .S .Jamison@Maine .gov

Penobscot, Piscataquis, and Hancock Counties CindyMeservey,HRDirectorEastern Maine Development Corporation40 Harlow StreetBangor,ME04401207-974-3223cmeservey@emdc .org

Androscoggin, Franklin, and Oxford Counties PatriciaLadd,ProgramManagerWestern Maine Community Action Program865USRoute2EWilton,ME04294207-645-5800 TTY:888-697-2895patty .ladd@maine .gov

Kennebec CountyElinorWeissman,RegionalManagerRehabilitationServicesAugusta CareerCenter109 State House StationAugusta,ME04333-0109207-624-5120 TTY:800-633-0770

Somerset County Equal Opportunity OfficerAnitaDunham,CareerCenterManagerSkowhegan CareerCenter 98 North AvenueSkowhegan,ME04976207-474-4950TTY:888/697-2912anita .c .dunham@maine .gov

Cumberland, Sagadahoc, Lincoln, Knox, and Waldo Counties Chris HarveyGoodwill Industries of Northern New EnglandP . O . Box 8600Portland,ME04104207-774-6323

Cumberland County Equal Opportunity OfficerJohnBouchard,CareerCenterManagerPortland CareerCenter185 Lancaster StreetPortland,ME04101207-771-5627 TTY:[email protected]

York CountyRichardFreund,CareerCenterManagerSpringvale CareerCenter9 Bodwell CourtSpringvale,ME04083207-324-5460 TTY:888-697-2913richard .freund@maine .gov

Equal Opportunity Contacts


Federal Agencies

U.S. Department of Labor Employment and Training Administration

25NewSudburyStJohnF.KennedyFederalBuilding,RoomE-350Boston,MA02203617-788-0170

U.S. Department of Labor Wage & Hour Division

1750ElmStreet,Suite111Manchester,NH03104-2907603-666-77161-866-487-9243

OSHA

JFK Federal BuildingRoom E340Boston,MA02203617-565-9860

40WesternAvenue,Room G-26Augusta,ME04330207-626-9160

382 Harlow StreetBangor,ME04401207-941-8177

Civil Rights Center

U.S.DOLCivilRightsCenterRoom N4123200ConstitutionAvenue,NWWashington,DC20210202-693-6500TTY:202-693-6515or6516

Veterans’ Employment and Training Service

U.S.DepartmentofLabor5 Mollison Way Suite 104Lewiston,Maine04240207-753-9090

DVET Jon Guay Guay .jon@dol .gov

VPA Edwina Bagley Bagley .edwina@dol .gov


Appendix B – Forms• Customer Complaint Resolution Log Sheet

• ETA Form 8429

• Apparent or Field Check Violation Form

• DL Form 1-2014a

Complaint #

Com

plai

nant

Nam

e:

pers

on m

aking

comp

laint

Resp

onde

nt N

ame:

who/

what

comp

laint

is ag

ainst

Date Filed

MSFW

H-2A Worker

Against Employer

Against CareerCenter

Program Decision

Workplace Safety

H-2A Regulations/Law

Wages/Hours/UI/TANF/etc.

Disability

Discrimination

MSFW Regulations/Laws

Other

State Complaint Administrator

UI/TANF/OSHA

Wage & Hour, USDOL (H-2A)


DBVI/DVR

EO State Office (discrimination)

State Monitor Advocate (MSFW)

Other

1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20

Resolved Locally

Staf

f Per

son

Taki

ng

Com

plai

nt

Quar

ter:

Prog

ram

Yea

r:Ca

reer

Cent

er-

Rela

ted

Non-

Care

erCe

nter

-Re

late

dRe

ferr

ed T

o:

Mai

ne D

epar

tmen

t of L

abor

Custo

mer C

ompla

int Re

solut

ion Sy

stem

Quar

terly

Log

Loca

l Off

ice:

rev.

12/

10

ETA 8429 Revised 11/25/2008

Expiration Date: 02/29/2012

One Stop Career Center (OSCC) Complaint/ U.S. Department of Labor Referral Record Employment and Training Administration For OSCC Use Only OMB Approval No. 12050039

Expiration Date: 02/29/2012 Complaint No.

Date Received

Part I. Complainant’s Information Respondent’s Information 1. Name of Complainant (Last, First, Middle Initial) 4. Name of Person Complaint Made Against

2a. Permanent Address (No., St., City, State, ZIP Code) 5. Name of Employer/OSCC Office

b. Temporary Address (if Appropriate) 6. Address of Employer/OSCC Office

3a. Permanent Telephone ( )

b. Temporary Telephone ( )

7. Telephone Number of Employer/OSCC Office ( )

8. Description of Complaint (If additional space is needed, use separate sheet(s) of paper and attach to this form)

I CERTIFY that the information furnished is true and accurately stated to the best of my knowledge. I AUTHORIZE the disclosure of Certification this information to other enforcement agencies for the proper investigation of my complaint. I UNDERSTAND that my identity will

be kept confidential to the maximum extent possible, consistent with applicable law and a fair determination of my complaint. 9. Signature of Complainant 10. Date Signed

/ / Part II. For OSCC Use Only 1. Migrant or Seasonal Farmworker?

Yes No 2. Type of Complaint (“X” Appropriate Box(es))

WIA Related Job Order No. Against Job Service Against Employer Alleged Violation of WIA Regulations Alleged Violation of Employment Law(s)

NonWIA Related

3. If nonWIArelated, does Complaint concern laws enforced by U.S. Employment Standards Administration (Wage and Hour) or OSHA? Yes No

4. Kind of complaint (“X” Appropriate Box(es)) Wage Related Housing Child Labor Pesticides Working Conditions Health/Safety Migrant and Season Disability Agricultural Worker Discrimination Protection Act (MSPA)

Discrimination* Other (Specify)

5. H2a/Criteria Employer U.S./Domestic Worker

H2a Worker

Wages Transportation

Meals Housing Other

6. *For DISCRIMINATION COMPLAINTS ONLY. Persons wishing to file complaints of discrimination may file either with the State Workforce Agency, or with the Directorate of Civil Rights (DCR), U. S. Department of Labor, 200 Constitution Avenue, NW, Room N4123, Washington, D.C. 20210.

7a. Referrals To Other Agencies (“X” one) Wage & Hour ESA/U.S. DOL. OSHA Other

b. FollowUp (“X” one) Monthly Yes No Quarterly

c. Followup Date / /

8. Address of Referral Agency (No., St., City, State, ZIP Code and Telephone No.)

( )

9. Comments (If additional space is needed, use separate sheet of paper) Provide OSCC Services? Yes No If “No”, explain.

10a. Name and Title of Person Receiving Complaint 11. Office Address (No., St., City, State, ZIP Code)

b. Phone No. ( )

12a. Signature b. Date / /

Public Burden Statement Persons are not required to respond to this collection of information unless it displays a currently valid OMB Control Number. Obligation to reply is required to obtain or retain benefits (44 USC 5301). Public reporting burden for this collection is estimated to average 8 minutes per response, including the time to review instructions, search existing data sources, gather and maintain the data needed, and complete and review the collection of information. Send comments regarding this burden estimate or any other aspect of this collection, including suggestions for reducing this burden, to the U.S. Department of Labor, Migrant and Seasonal Farmworker Program, Room S4209, 200 Constitution Avenue, NW, Washington, DC 20210.

APPARENT or FIELD CHECK VIOLATION FORM

Apparent violation is an allegation made by a department employee who observes, has reason to believe, or is in receipt of information regarding a suspected violation of employment related laws, or Employment Service (ES) regulations by an employer only involving a migrant seasonal farm worker.

Field check violation is the observation, or receipt of information, or otherwise a reason to believe by a department employee that conditions are not as stated in the job order, or that an employer is violating an employment related law arising from a field check at an agricultural work site.

In addition to the employer’s name, address and phone number, to the extent possible, please include addresses and phone numbers of any persons involved in or able to corroborate the information alleged in the apparent violation.

A. Employer:

B. Employer’s Address and Telephone Number (include e-mail address, if available):

C. Source of Information (customer, outreach, consultant observation, telephone call, field check, etc):

D. Indicate what happened &/or describe the situation:

E. Identify and attach all documentation and related materials:

VIOLATION1. a. Does this employer have a current listing with Maine

Department of Labor? N0 YES b. Has this employer had a listing with Maine Department of

Labor within the last 12 months? N0 YES

c. Does the current situation suggest violations of the job listing?

d. Does the current situation suggest violations of Employment Service regulations?

e. Does the current situation suggest violations of employment related laws?

N0 YES

N0 YES

N0 YES

2. If 1.a. is NO check the Non ES related box

If 1.a. or, 1.b. and 1.c. are BOTH YES, check the ES- Related box

NO – Non ES-Related YES – ES-Related

3. Does the violation involve a Migrant Seasonal Farm Worker (MSFW)? Non-MSFW MSFW

4. Indicate all the issues involved and/or alleged:

Wages- Field Sanitation- Health/Safety- Child Labor- Migrant Seasonal Protection Act- State FLC license- Other - :

Date Received: ______________________________

2

5. Does the complaint involve Temporary Labor Certification, Agricultural (H2A) or other workers? Indicate which: H2A Worker H2A Employer ________Other Worker _______Other Employer

If H2A related, please indicate all of the issues involved and/or alleged: Transportation- Housing- Wages- H2A Job Listing Assurances- Meals- Working Conditions- Other-

NOTE: Apparent or field check violations alleging unlawful discrimination are to be forwarded immediately to the State Equal Opportunity Officer (c/o Labor Complaint Specialist).

E. Was the apparent violation or field check violation resolved by the local office? N0 YES Indicate actions taken at local office- include a summary of actions taken, attempts to resolve the violation and comments or recommendations that may assist in the investigation and contribute to the agency determination of the apparent violation or field check violation:

Referral made to:

State Wage and Hour


State EO Officer Federal Wage & Hour OSHA Federal ETA

Anne L. Harriman, Director Wage and Hour Division Maine Department of Labor 45 State House Station Augusta, Maine 04333 207-623-7926

Juan Perez-Febles Bureau of Employment Services Maine Department of Labor 55 State House Station Augusta, ME 04333-0055 207-623-7929 or 207-446-9081 [email protected]

Michaela Loisel SESC108 State House Station Augusta, ME 04333-0108 207-623-6735 TTI: 800-794-1110 [email protected]

Urgent Note: If Migrant Seasonal Farmworkers are involved and the complaint involves laws enforced by Federal Wage & Hour, such as farm labor contractor, field sanitation, housing or transportation laws, immediately refer all documentation by fax orelectronic copy with transmittal or e-mail cover to the Federal Wage & Hour office in:

George Rioux Manchester Area OfficeUS Dept. of Labor Wage & Hour Division 1750 Elm Street, Suite 111 Manchester, NH 03104-2907 603-666-7716 1-866-4-USWAGE (1-866-487-9243)

William J. Coffin Augusta Area Director Occupational Safety & Health Administration John F. Kennedy Federal Building, Room E340 Boston, MA 02203 617-565-9860

George Kincannon Regional Monitor Advocate JFK Federal Building Room E-350 Boston, MA 02203 Tel: 617-788-0135 Fax: 617-788-0125

Name and Title of Maine Department of Labor Employee:

Local Office and Phone Number:

Signature Date Signed:

Complaint Information Form Maine Department of Labor Discrimination Complaint

1. Complainant Information:

State your name and address:

Your telephone number(s):

Home Number: ( ) -

Work Number: ( ) -

2. Respondent Information:

Provide name and address of agency involved: Telephone Number: ( ) -

3. What is the most convenient time and place for us to contact you about this complaint?

4. To your best recollection on what date(s) did the discrimination take place?

Date of first occurrence:

Date of most recent occurrence: 5. Have you ever attempted to resolve this complaint at the local level? No Yes

a. Have you been provided with a final decision at the local level regarding your complaint?

No Yes

Date of final decision (if any)

b. Have 90 days elapsed since you filed or attempted to file this complaint at the local level?

No Yes

Date you filed or attempted to file your complaint at the local level.

6 . Explain as briefly and clearly as possible what happened and how you were discriminated against. Indicate who wasinvolved. Be sure to include how other persons were treated differently from you. Also attach any written material pertaining to your case.

For DOL use only

CIF Received by CRC: _____Accepted _____ Not Accepted Case Number _____

By: Date:

OMB Control Number 1225-0077 Exp. Date 5/31/2011 DL 1-2014a (Rev’6/87)

2

7. To the best of your knowledge, which of the following Department of Labor programs were involved? (Check one) Workforce

Investment Act (WIA) Job Training MSHA

Welfare to Work OSHA Job Service Youth

Unemployment Insurance Job Corps Apprenticeship

Older Americans Displaced Worker Other: Specify

8. Basis of Complaint: Which of the following best describes why you believe you were discriminated against: (Check)

Race: Specify Color: Specify Religion: Specify National Origin: Specify Sex: Specify [ ] Male [ ] Female Age: Specify Date of Birth: Disability: Specify Political Affiliation: Specify Citizenship: Specify Reprisal/Retaliation: Specify Other: Specify 9. Do you think the discrimination against you involved: (Check one)

Your job or seeking employment?or

Your use of facilities or someone providing/not providing you with services or benefits? If so, which of the following are involved?

Hiring Harassment Transition Access/Accommodation Wages Union Representation Job Classification Union Activity Discharge/Termination Application Promotion Enrollment Training Referral Transfer Exclusion Qualification/Testing Placement Grievance Procedure Benefits Layoff/Furlough Performance Appraisal Recall (From Layoff-Furlough) Discipline/Reprimand Seniority Intimidation/Reprisal Other: Specify

10. Why do you believe these events occurred?

3

11. What other Information do you think is relevant to our investigation?

12. If this complaint is resolved to your satisfaction, what remedies do you seek?

13. Please list below any persons (witnesses, fellow employees, supervisors, or others) that we may contact for additional information to support or clarify your complaint:

________________________ _______________________________________ ________________ Name Address Telephone Number

14. Do you have an attorney?

Yes No

If yes, please provide name, address and phone: __________________________ _______________________________________ ________________ Attorney Name Address Telephone Number 15. Have you filed a case or complaint with any of the following?

Civil Rights Division, U.S. Dept of Justice U.S. Equal Employment Opportunity Commission Federal or State court Your State or local Human Relations/Rights Commission

16. For each item checked in #15 above, please provide the following Information:

Agency:Data Filed: Case or Docket Number Date of Trial or Hearing: Location of agency or court Name of Investigator: Status of Case: Comments:

17. Sign (Complaint NOT VALID unless signed)

_______________________________________ ___________________ Name Date

4

U.S. Department of Labor, Civil Rights Center NOTICE ABOUT INVESTIGATORY USES OF PERSONAL INFORMATION

Two Federal laws govern personal information to Federal agencies, including the Civil Rights Center (CRC), the Privacy Act of 1974, (5 U.S.C. 552) and the Freedom of Information Act (5 U.S.C. 552) or “FOIA”. Please read the description of how these laws apply to information connected with your complaint. After reading this notice, please sign and return the consent agreement printed on the back of this notice, along with your complaint form. The PRIVACY ACT protects individuals from misuse of personal information held by the Federal Government. The law applies to records that are kept and can be located by the individual’s name, social security number, or other personal identification system. Anyone who submits information to CRC in connection with a discrimination complaint should know the following:

CRC has been authorized to investigate complaints of discrimination on the basis of race, color, national origin, age, and handicap and in some programs on the basis of sex, religion, citizenship, and political affiliation or belief, in programs that receive Federal funds through the Department of Labor, CRC is also authorized to conduct reviews of federal funded program to assess their compliance with civil rights laws.

Information that CRC collects is analyzed by authorized personnel with CRC. This information may include

personnel or program participant records, and other personal information. CRC staff may want to reveal some of the personal information to individuals outside the office in order to verify facts related to the complaint, or to discover new facts which will help CRC determine whether the law has been violated. Such information could include, for example, the physical condition or age of a complainant. CRC may also have to reveal personal information to a person who submits a request for disclosure authorized by the Freedom of Information Act.

Information submitted to CRC may also be revealed to persons outside of CRC because it is necessary in order to

complete enforcement proceedings against a program that CRC finds to have violated the law or regulations. Such information could include, for example, the name, income, age, marital status or physical condition of the complainant.

Any personal information you provide may be used only for the specific purpose for which it was requested. CRC

requests personal information only for the purpose of carrying out authorized activities to enforce, and determine compliance with, civil rights laws and regulations. CRC will not release personal information to any person or organization unless the person who submitted the information gives written consent, or unless release is required by the Freedom of Information Act.

No law requires that a complainant reveal personal information CRC, and no action will be taken against a person

who denies CRC’s request for personal information. However, if CRC cannot obtain the information needed to fully investigate the allegations in the complaint, CRC may close the case.

Any person may ask for, and receive, copies of all personal materials CRC keeps in his or her file for investigatory use.

AS A POLICY, CRC DOES NOT REVEAL NAMES AND OTHER IDENTIFYING INFORMATION ABOUT INDIVIDUALS UNLESS IT IS NECESSARY TO COMPLETE INVESTIGATION OR ENFORCEMENT ACTIVITIES AGAINST A PROGRAM WHICH HAS VIOLATED THE LAW. CRC never reveals to the program under investigation the identity of the person who filed the complaint, unless the complainant first gave CRC written permission to do so.

The FREEDOM OF INFORMATION ACT (FOIA) gives the public maximum access to Federal government files and records. Persons can request and receive information from many types of records kept by the Federal government-not just materials that apply to them personally. The Civil Rights Center must honor most requests for information submitted under FOIA, but there are exceptions.

CRC is usually not required to release information during an investigation or an enforcement proceeding if that release would limit CRC’s ability to do its job effectively; and

CRC can refuse to disclose information if release would result in a “clearly unwarranted invasion” of a person’s privacy.

PLEASE READ AND SIGN SECTION A OR SECTION B OF THE CONSENT FORM PRINTED ON THE BACK OF THIS NOTICE, AND RETURN IT TO THE CIVIL RIGHTS CENTER WITH YOUR SIGNED COMPLETED COMPLAINT INFORMATION FORM.

5

CONSENT FORM

I have read the Notice about Investigatory Uses of Personal Information, printed on the front of this form. I understand the following provisions of the Privacy Act and Freedom of Information Act, which apply to personal information I reveal to the Civil Rights Center in connection with my complaint:

In the course of investigating my complaint, CRC may have to reveal my identity to staff of the program named in my complaint in order to obtain facts and evidence regarding my complaint;

I do not have to reveal any personal information to CRC, but CRC may close my complaint if I refuse to reveal information needed to fully investigate my complaint;

I may request and receive a copy of any personal information CRC keeps in my complaint file for investigatory uses; and

Under certain conditions, CRC may be required by the Freedom of Information Act to reveal to others personal information I have provided in connection with my complaint.

SECTION A

[ ] YES, CRC MAY DISCLOSE MY IDENTITY IF NECESSARY TO INVESTIGATE MY COMPLAINT. I have read and understand the notice, and I consent for CRC to disclose my identity during investigation of my complaint.

________________________________ _______________ (Signature) (Date)

SECTION B

[ ] NO, CRC MAY NOT DISCLOSE MY IDENTITY, EVEN IF NECESSARY TO PROCESS MY COMPLAINT. I have read and understand the notice, and I do not consent for CRC to disclose my identity during investigation on of my complaint. I request that CRC process my complaint, however, I understand that CRC may cancel my complaint if it cannot fully investigate without disclosing my identity. I also understand CRC may close my complaint if it cannot begin an investigation because I have not consented for CRC to reveal my identity.

________________________________ _______________ (Signature) (Date)

Persons are not required to respond to a collection of information unless it displays a currently valid OMB control number. Completing this form is voluntary; however, the requested information must be provided in order to file a complaint of discrimination. The Department of Labor's Civil Rights Center will use the information to investigate your complaint of discrimination. The estimated average response time to complete this form is 15 minutes per response. Send comments regarding this estimate or any other aspects of this collection of information to the U.S. Department of Labor, Office of the Assistant Secretary for Administration and Management, Civil Rights Center, Room N-4123, Washington, D.C. 20210. Please reference OMB control number 1225-0077.


Appendix C – Sample Letters• Request for Complainant’s Signature

• NotificationofComplaintReferral


Request for Complainant’s Signature

21 Enterprise Drive, Suite 2109 State House StationAugusta, ME 04333-0109Tel 207-624-5120or 1-800-760-1573Fax 207-287-6236TTY 1-800-663-0770www.mainecareercenter.com

A collaboration of the Maine Department of Labor and employment, education and training providers.The Maine Department of Labor provides equal opportunity in employment and programs.

Auxiliary aids and services are available to individuals with disabilities upon request.

Date

Complainant NameAddressCity state zip

Dear

This letter is to advise you that no further action can be taken on the resolution of your complaint unless a signed ETS Form 8429 is received from you. Efforts to resolve your complaint at the local office level were unsuccessful.

If you wish to pursue resolution of your complaint, please sign the enclosed ETS Form 8429 and return to me within 20 business days.

As you will note under Part I, Complainant’s Information, lines 1 through 8 are complete. This information was entered when you first lodged your complaint at the CareerCenter.

To continue the resolution process, you must sign, date and return this form to me within 20 business days from the date of this letter.

Should you have any questions regarding the handling of your complaint, please contact me at (telephone num-ber/email address).

Sincerely,

CareerCenter Manager

enclosure


Notification of Complaint Referral

21 Enterprise Drive, Suite 2109 State House StationAugusta, ME 04333-0109Tel 207-624-5120or 1-800-760-1573Fax 207-287-6236TTY 1-800-663-0770www.mainecareercenter.com

A collaboration of the Maine Department of Labor and employment, education and training providers.The Maine Department of Labor provides equal opportunity in employment and programs.

Auxiliary aids and services are available to individuals with disabilities upon request.

Date

Complainant NameAddressCity state zip

Dear

This letter is to confirm that I have received the ETA Form 8429, One Stop Career Center (OSCC) Complaint/Referral Record filed with this office.

Your complaint has been referred to [State Complaint Resolution Administrator, State EEO Coordinator, Maine Wage and Hour Division, Migrant and Seasonal Farm Worker State Monitor Advocate, etc.] for immediate re-view and action.

Should you have any questions regarding the handling of your complaint, please contact me at [telephone number/e-mail address].

Sincerely,

CareerCenter Manager



Appendix D – Posters• If you have a complaint… .

• How to File a Personnel Complaint

• Equal Opportunity is the Law

• Migrant and Seasonal Agricultural Worker Protection Act

• Employee Rights under the H-2A Program

If you have a complaint about:• anemployer• servicesyou’vereceivedhereattheCareerCenter• adecisionthatwasmadeaboutreceivingCareerCenterservices

• theactionsofaCareerCenterstaffperson• thelawsgoverningprogramsofferedattheCareerCenter

This is the process we will follow:• YouwillmeetwiththeCareerCentermanagerorthatperson’sdesigneetoexplainyourcomplaint.

• Wewilltrytoresolveyourcomplaint.WewillofferyouCareerCenterservicesthatmaymeetyourneeds.

• Ifwecan’tresolveyourcomplaintherewithin15days(or5daysifyou’reamigrantorseasonalfarmworker),wewillhelpyoufilloutaformthatwillallowustoreferyourcomplainttotheStateofficeoftheMaineDepartmentofLaborinAugusta.Youwillneedtocompleteandsignthatform.You’llreceiveacopyofthecompletedform.

• TheStateComplaintResolutionAdministratormaydosomefurtherinvestigationandwillworkwithyouonresolvingyourcomplaint.

• Youwillreceiveinformationinwritingonallactionstakenregardingyourcomplaint.

• IfyourcomplaintisnotresolvedattheStatelevel,itwillbereferredtothenextlevel/agencyresponsibleforcomplaintresolution.Again,youwillbenotifiedinwritingofanyreferralandthefinaldecisionaboutyourcomplaint.



How to File a Personnel Complaint

If you wish to make a complaint about the actions of any employee or employees of the Maine Department of Labor, please contact:

Office of the CommissionerMaine Department of Labor

54 State House StationAugusta, ME 04333-0054

207-621-5095

Thecomplaintshouldidentifyyourself,providecontactinformation,andcontainspecificdetailsaboutyourcomplaint.Thereceiptofyourcomplaintwillbeformallyacknowledgedinwritingorbyphone,andyourcomplaintwillthenbeinvestigatedandprocessedasexpeditiouslyaspossible.Youmaybecontactedtoprovideadditionalinformationaboutyourcomplaint.

Whentheinvestigationofyourcomplainthasbeencompleted,youwillreceiveawrittenexplanationofthefinaldispositionofthematter,withinthelimitsofconfidentialitylaws.


Equ

al E

mpl

oym

ent O

ppor

tuni

ty is

THE L

AW

Priva

te E

mpl

oyer

s, S

tate

and

Loc

al G

over

nmen

ts, E

duca

tiona

l Ins

titut

ions

, Em

ploy

men

t Age

ncie

s an

d La

bor O

rgan

izat

ions

A

pplic

ants

to a

nd e

mpl

oyee

s of

mos

t pri

vate

em

ploy

ers,

sta

te a

nd lo

cal g

over

nmen

ts, e

duca

tiona

l ins

titut

ions

, em

ploy

men

t age

ncie

s an

d la

bor

orga

niza

tions

are

pro

tect

ed u

nder

Fed

eral

law

from

dis

crim

inat

ion

on th

e fo

llow

ing

base

s:

RA

CE,

CO

LOR

, REL

IGIO

N, S

EX, N

ATIO

NA

L O

RIG

IN

Titl

e V

II o

f the

Civ

il R

ight

s A

ct o

f 196

4, a

s am

ende

d, p

rote

cts

appl

ican

ts a

nd

empl

oyee

s fr

om d

iscr

imin

atio

n in

hir

ing,

pro

mot

ion,

dis

char

ge, p

ay, f

ring

e be

nefit

s,

job

trai

ning

, cla

ssifi

catio

n, r

efer

ral,

and

othe

r as

pect

s of

em

ploy

men

t, on

the

basi

s of

rac

e, c

olor

, rel

igio

n, s

ex (

incl

udin

g pr

egna

ncy)

, or

natio

nal o

rigi

n. R

elig

ious

di

scri

min

atio

n in

clud

es fa

iling

to r

easo

nabl

y ac

com

mod

ate

an e

mpl

oyee

’s r

elig

ious

pr

actic

es w

here

the

acco

mm

odat

ion

does

not

impo

se u

ndue

har

dshi

p.

DIS

AB

ILIT

Y

Titl

e I a

nd T

itle

V o

f the

Am

eric

ans

with

Dis

abili

ties

Act

of 1

990,

as

amen

ded,

pro

tect

qu

alifi

ed in

divi

dual

s fr

om d

iscr

imin

atio

n on

the

basi

s of

dis

abili

ty in

hir

ing,

pro

mot

ion,

di

scha

rge,

pay

, fri

nge

bene

fits,

job

trai

ning

, cla

ssifi

catio

n, re

ferr

al, a

nd o

ther

as

pect

s of

em

ploy

men

t. D

isab

ility

dis

crim

inat

ion

incl

udes

not

mak

ing

reas

onab

le

acco

mm

odat

ion

to th

e kn

own

phys

ical

or m

enta

l lim

itatio

ns o

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othe

rwis

e qu

alifi

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indi

vidu

al w

ith a

dis

abili

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ho is

an

appl

ican

t or e

mpl

oyee

, bar

ring

und

ue h

ards

hip.

AG

E T

he A

ge D

iscr

imin

atio

n in

Em

ploy

men

t Act

of 1

967,

as

amen

ded,

pro

tect

s ap

plic

ants

and

em

ploy

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40 y

ears

of a

ge o

r ol

der

from

dis

crim

inat

ion

base

d on

ag

e in

hir

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pro

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dis

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ay, f

ring

e be

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b tr

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lass

ifica

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re

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asp

ects

of e

mpl

oym

ent.

SEX

(W

AG

ES)

In a

dditi

on to

sex

dis

crim

inat

ion

proh

ibite

d by

Titl

e V

II o

f the

Civ

il R

ight

s A

ct, a

s am

ende

d, th

e E

qual

Pay

Act

of 1

963,

as

amen

ded,

pro

hibi

ts s

ex d

iscr

imin

atio

n in

th

e pa

ymen

t of w

ages

to w

omen

and

men

per

form

ing

subs

tant

ially

equ

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ork,

in

jobs

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uire

equ

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kill,

eff

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onsi

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nder

sim

ilar

wor

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in th

e sa

me

esta

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ETIC

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Titl

e II

of t

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enet

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form

atio

n N

ondi

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min

atio

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ct o

f 200

8 pr

otec

ts a

pplic

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an

d em

ploy

ees

from

dis

crim

inat

ion

base

d on

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etic

info

rmat

ion

in h

irin

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prom

otio

n, d

isch

arge

, pay

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bene

fits,

job

trai

ning

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ssifi

catio

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efer

ral,

and

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r as

pect

s of

em

ploy

men

t. G

INA

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o re

stri

cts

empl

oyer

s’ a

cqui

sitio

n of

gen

etic

in

form

atio

n an

d st

rict

ly li

mits

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clos

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of g

enet

ic in

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atio

n. G

enet

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atio

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clud

es in

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atio

n ab

out g

enet

ic te

sts

of a

pplic

ants

, em

ploy

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or

thei

r fa

mily

m

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he m

anife

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ion

of d

isea

ses

or d

isor

ders

in fa

mily

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(fa

mily

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edic

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and

req

uest

s fo

r or

rec

eipt

of g

enet

ic s

ervi

ces

by a

pplic

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, em

ploy

ees,

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r fa

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.

RETA

LIATI

ON

A

ll of

the

se F

eder

al la

ws

proh

ibit

cove

red

entit

ies

from

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alia

ting

agai

nst a

pe

rson

who

file

s a

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ticip

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mpl

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ract

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AT T

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VE

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CR

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ATIO

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AS

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RR

ED

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re a

re s

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e lim

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r fil

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oym

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o pr

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ve th

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C to

act

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your

beh

alf a

nd to

pro

tect

you

r ri

ght t

o fil

e a

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ate

law

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sho

uld

you

ultim

atel

y ne

ed to

, you

sho

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rom

ptly

w

hen

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rim

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: T

he U

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qual

Em

ploy

men

t Opp

ortu

nity

Com

mis

sion

(E

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1-8

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l-fre

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r 1-

800-

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6820

(to

ll-fr

ee T

TY

num

ber

for

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als

with

hea

ring

im

pair

men

ts).

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OC

fiel

d of

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is a

vaila

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at w

ww

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c.go

v or

in

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t tel

epho

ne d

irec

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the

U.S

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ernm

ent o

r Fe

dera

l Gov

ernm

ent

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ition

al in

form

atio

n ab

out E

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nclu

ding

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rmat

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abou

t cha

rge

filin

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ava

ilabl

e at

ww

w.e

eoc.

gov.

[Sample poster only. Download original at: www.dol.gov/ofccp/regs/compliance/posters/pdf/eeopost.pdf ]


Empl

oyer

s H

oldi

ng F

eder

al C

ontr

acts

or S

ubco

ntra

cts

App

lican

ts to

and

em

ploy

ees

of c

ompa

nies

with

a F

eder

al g

over

nmen

t con

trac

t or

subc

ontr

act

are

prot

ecte

d un

der

Fede

ral l

aw fr

om d

iscr

imin

atio

n on

the

follo

win

g ba

ses:

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CE,

CO

LOR

, REL

IGIO

N, S

EX, N

ATIO

NA

L O

RIG

IN

Exe

cutiv

e O

rder

112

46, a

s am

ende

d, p

rohi

bits

job

disc

rim

inat

ion

on th

e ba

sis

of r

ace,

col

or, r

elig

ion,

sex

or

natio

nal o

rigi

n, a

nd r

equi

res

affir

mat

ive

actio

n to

en

sure

equ

ality

of o

ppor

tuni

ty in

all

aspe

cts

of e

mpl

oym

ent.

IND

IVID

UA

LS W

ITH

DIS

AB

ILIT

IES

Sect

ion

503

of th

e R

ehab

ilita

tion

Act

of 1

973,

as

amen

ded,

pro

tect

s qu

alifi

ed

indi

vidu

als

from

dis

crim

inat

ion

on th

e ba

sis

of d

isab

ility

in h

irin

g, p

rom

otio

n,

disc

harg

e, p

ay, f

ring

e be

nefit

s, jo

b tr

aini

ng, c

lass

ifica

tion,

ref

erra

l, an

d ot

her

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cts

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oym

ent.

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abili

ty d

iscr

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n in

clud

es n

ot m

akin

g re

ason

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acc

omm

odat

ion

to th

e kn

own

phys

ical

or

men

tal l

imita

tions

of a

n ot

herw

ise

qual

ified

indi

vidu

al w

ith a

dis

abili

ty w

ho is

an

appl

ican

t or

empl

oyee

, ba

rrin

g un

due

hard

ship

. Se

ctio

n 50

3 al

so r

equi

res

that

Fed

eral

con

trac

tors

take

af

firm

ativ

e ac

tion

to e

mpl

oy a

nd a

dvan

ce in

em

ploy

men

t qua

lified

indi

vidu

als

with

dis

abili

ties

at a

ll le

vels

of e

mpl

oym

ent,

incl

udin

g th

e ex

ecut

ive

leve

l.

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AB

LED

, REC

ENTL

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RAT

ED, O

THER

PR

OTE

CTE

D,

AN

D A

RM

ED F

OR

CES

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VIC

E M

EDA

L VE

TER

AN

S

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Vie

tnam

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Vet

eran

s’ R

eadj

ustm

ent A

ssis

tanc

e A

ct o

f 197

4, a

s am

ende

d, 3

8 U

.S.C

. 421

2, p

rohi

bits

job

disc

rim

inat

ion

and

requ

ires

affi

rmat

ive

actio

n to

em

ploy

an

d ad

vanc

e in

em

ploy

men

t dis

able

d ve

tera

ns, r

ecen

tly s

epar

ated

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eran

s (w

ithin

thre

e ye

ars

of d

isch

arge

or

rele

ase

from

act

ive

duty

), o

ther

pro

tect

ed v

eter

ans

(vet

eran

s w

ho s

erve

d du

ring

a w

ar o

r in

a c

ampa

ign

or e

xped

ition

for

whi

ch a

ca

mpa

ign

badg

e ha

s be

en a

utho

rize

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nd A

rmed

For

ces

serv

ice

med

al v

eter

ans

(vet

eran

s w

ho, w

hile

on

activ

e du

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artic

ipat

ed in

a U

.S. m

ilita

ry o

pera

tion

for

whi

ch a

n A

rmed

For

ces

serv

ice

med

al w

as a

war

ded)

.

RET

ALI

ATIO

N

Ret

alia

tion

is p

rohi

bite

d ag

ains

t a p

erso

n w

ho fi

les

a co

mpl

aint

of d

iscr

imin

atio

n,

part

icip

ates

in a

n O

FCC

P pr

ocee

ding

, or

othe

rwis

e op

pose

s di

scri

min

atio

n un

der

thes

e Fe

dera

l law

s.

Any

per

son

who

bel

ieve

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cont

ract

or h

as v

iola

ted

its n

ondi

scri

min

atio

n or

af

firm

ativ

e ac

tion

oblig

atio

ns u

nder

the

auth

oriti

es a

bove

sho

uld

cont

act

imm

edia

tely

:

The

Offi

ce o

f Fed

eral

Con

trac

t Com

plia

nce

Prog

ram

s (O

FCC

P), U

.S.

Dep

artm

ent o

f Lab

or, 2

00 C

onst

itutio

n A

venu

e, N

.W.,

Was

hing

ton,

D.C

. 20

210,

1-8

00-3

97-6

251

(tol

l-fre

e) o

r (2

02)

693-

1337

(T

TY

). O

FCC

P m

ay a

lso

be

cont

acte

d by

e-m

ail a

t OFC

CP-

Publ

ic@

dol.g

ov, o

r by

cal

ling

an O

FCC

P re

gion

al

or d

istr

ict o

ffice

, lis

ted

in m

ost t

elep

hone

dir

ecto

ries

und

er U

.S. G

over

nmen

t, D

epar

tmen

t of L

abor

.

Prog

ram

s or

Act

iviti

es R

ecei

ving

Fed

eral

Fin

anci

al A

ssis

tanc

e

RA

CE,

CO

LOR

, NAT

ION

AL

OR

IGIN

, SEX

IN

DIV

IDU

ALS

WIT

H D

ISA

BIL

ITIE

S

In a

dditi

on to

the

prot

ectio

ns o

f Titl

e V

II o

f the

Civ

il R

ight

s A

ct o

f 196

4, a

s Se

ctio

n 50

4 of

the

Reh

abili

tatio

n A

ct o

f 197

3, a

s am

ende

d, p

rohi

bits

em

ploy

men

t am

ende

d, T

itle

VI o

f the

Civ

il R

ight

s A

ct o

f 196

4, a

s am

ende

d, p

rohi

bits

di

scri

min

atio

n on

the

basi

s of

dis

abili

ty in

any

pro

gram

or

activ

ity w

hich

rec

eive

s di

scri

min

atio

n on

the

basi

s of

rac

e, c

olor

or

natio

nal o

rigi

n in

pro

gram

s or

Fe

dera

l fina

ncia

l ass

ista

nce.

Dis

crim

inat

ion

is p

rohi

bite

d in

all

aspe

cts

of

activ

ities

rec

eivi

ng F

eder

al fi

nanc

ial a

ssis

tanc

e. E

mpl

oym

ent d

iscr

imin

atio

n em

ploy

men

t aga

inst

per

sons

with

dis

abili

ties

who

, with

or

with

out r

easo

nabl

e is

cov

ered

by

Titl

e V

I if t

he p

rim

ary

obje

ctiv

e of

the

finan

cial

ass

ista

nce

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acco

mm

odat

ion,

can

per

form

the

esse

ntia

l fun

ctio

ns o

f the

job.

pr

ovis

ion

of e

mpl

oym

ent,

or w

here

em

ploy

men

t dis

crim

inat

ion

caus

es o

r m

ay

If y

ou b

elie

ve y

ou h

ave

been

dis

crim

inat

ed a

gain

st in

a p

rogr

am o

f any

ca

use

disc

rim

inat

ion

in p

rovi

ding

ser

vice

s un

der

such

pro

gram

s. T

itle

IX o

f the

in

stitu

tion

whi

ch r

ecei

ves

Fede

ral fi

nanc

ial a

ssis

tanc

e, y

ou s

houl

d im

med

iate

ly

Edu

catio

n A

men

dmen

ts o

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its e

mpl

oym

ent d

iscr

imin

atio

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cont

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eder

al a

genc

y pr

ovid

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ista

nce.

ba

sis

of s

ex in

edu

catio

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ams

or a

ctiv

ities

whi

ch r

ecei

ve F

eder

al fi

nanc

ial

assi

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ce.

EE

OC

9/0

2 an

d O

FC

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8/08

Ver

sion

s U

seab

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ith

11/0

9 Su

pple

men

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EO

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(R

evis

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1/09

)


Not

ice

Mig

rant

and

Se

ason

al

Agr

icul

tura

lW

orke

rPr

otec

tion

Act

Th

is fe

dera

l law

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ires

agric

ultu

ral e

mpl

oyer

s,

agric

ultu

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ssoc

iatio

ns, f

arm

labo

r con

tract

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and

thei

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erta

in la

bor s

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ards

w

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empl

oyin

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igra

nt a

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easo

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arm

wor

kers

un

less

spe

cific

exe

mpt

ions

app

ly. F

urth

er, f

arm

labo

r co

ntra

ctor

s ar

e re

quire

d to

regi

ster

with

the

U.S

. D

epar

tmen

t of L

abor

.

Mig

rant

and

Sea

sona

l Far

mw

orke

rs

Hav

e Th

ese

Rig

hts

• To

rece

ive

accu

rate

info

rmat

ion

abou

t wag

es a

nd

wor

king

con

ditio

ns fo

r the

pro

spec

tive

empl

oym

ent

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ceiv

e th

is in

form

atio

n in

writ

ing

and

in E

nglis

h,

Spa

nish

or o

ther

lang

uage

s, a

s ap

prop

riate

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hav

e th

e te

rms

of th

e w

orki

ng a

rrang

emen

t up

held

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hav

e fa

rm la

bor c

ontra

ctor

s sh

ow p

roof

of

regi

stra

tion

at th

e tim

e of

recr

uitm

ent

• • •

Avi

so

Ley

de P

rote

cció

n de

Tra

baja

dore

s M

igra

ntes

y

Tem

pora

les

en

la A

gric

ultu

ra

Est

a le

y fe

dera

l exi

ge q

ue lo

s pa

trone

s ag

rícol

as, l

as a

soci

acio

nes

agríc

olas

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con

tratis

tas

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ano

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bra

agríc

ola

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oque

ros)

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us

empl

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mpl

an c

on c

ierta

s no

rmas

labo

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s cu

ando

ocu

pan

a lo

s tra

baja

dore

s m

igra

ntes

y te

mpo

rale

s en

la a

gric

ultu

ra, a

men

os q

ue s

e ap

lique

n ex

cepc

ione

s es

pecí

ficas

. Lo

s co

ntra

tista

s, o

troq

uero

s, ti

enen

ad

emás

la o

blig

ació

n de

regi

stra

rse

con

el D

epar

tam

ento

del

Tra

bajo

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Los

Trab

ajad

ores

Mig

rant

es y

Tem

pora

les

en la

A

gric

ultu

raTi

enen

los

Der

echo

s Si

guie

ntes

• Rec

ibir

deta

lles

exac

tos

sobr

e el

sal

ario

y la

s co

ndic

ione

s de

trab

ajo

del

empl

eo fu

turo

R

ecib

ir es

tos

dato

s po

r esc

rito

en in

glés

, en

espa

ñol,

o en

otro

idio

ma

que

sea

apro

piad

o C

umpl

imie

nto

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das

las

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abaj

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pres

enta

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cuan

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zo la

ofe

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A

l ser

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utad

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ara

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er u

na p

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que

el c

ontra

tista

se

hay

a re

gist

rado

con

el D

epar

tam

ento

del

Tra

bajo

• • •

[Sample poster only. Download original at: www.dol.gov/whd/regs/compliance/posters/mspaensp.htm ]


• To

be p

aid

wag

es w

hen

due

To re

ceiv

e ite

miz

ed, w

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atem

ents

of e

arni

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for e

ach

pay

perio

d To

pur

chas

e go

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from

the

sour

ce o

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ir ch

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be

trans

porte

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veh

icle

s w

hich

are

pro

perly

in

sure

d an

d op

erat

ed b

y lic

ense

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iver

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eet f

eder

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tate

saf

ety

stan

dard

s Fo

r mig

rant

farm

wor

kers

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pro

vide

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usin

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• • • • ✽T

o be

hou

sed

in p

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ts fe

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ate

safe

ty a

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ve th

e ho

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form

atio

n pr

esen

ted

to

them

in w

ritin

g at

the

time

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crui

tmen

t ✽

To

have

pos

ted

in a

con

spic

uous

pla

ce a

t the

ho

usin

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te o

r pre

sent

ed to

them

a s

tate

men

t of

the

term

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d co

nditi

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ccup

ancy

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ny

Wor

kers

who

bel

ieve

thei

r rig

hts

unde

r the

act

hav

e be

en v

iola

ted

may

file

com

plai

nts

with

the

depa

rtmen

t’sW

age

and

Hou

r Div

isio

n or

may

file

sui

t di

rect

ly in

fede

ral d

istri

ct c

ourt.

The

law

pro

hibi

ts

empl

oyer

s fro

m d

iscr

imin

atin

g ag

ains

t wor

kers

who

file

co

mpl

aint

s, te

stify

or i

n an

y w

ay e

xerc

ise

thei

r rig

hts

on

thei

r ow

n be

half

or o

n be

half

of o

ther

s. C

ompl

aint

s of

su

ch d

iscr

imin

atio

n m

ust b

e fil

ed w

ith th

e di

visi

on

with

in 1

80 d

ays

of th

e al

lege

d ev

ent.

For f

urth

er in

form

atio

n, g

et in

touc

h w

ith th

e ne

ares

t of

fice

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e W

age

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isio

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ost

tele

phon

e di

rect

orie

s un

der t

he U

.S. G

over

nmen

t, D

epar

tmen

t of L

abor

.

U.S.

Dep

artm

ent o

f Lab

or

Em

ploy

men

t Sta

ndar

ds A

dmin

istra

tion

Wag

e an

d H

our D

ivis

ion

The

law

requ

ires

empl

oyer

s to

dis

play

this

pos

ter w

here

em

ploy

ees

can

read

ily s

ee it

.

• Cob

rar e

l sal

ario

en

la fe

cha

fijad

a R

ecib

ir ca

da d

ía d

e pa

go u

n re

cibo

indi

cand

o el

sal

ario

y la

razó

n de

cu

alqu

ier d

educ

ción

C

ompr

ar m

erca

ncía

s al

com

erci

ante

que

ello

s es

coja

n S

er tr

ansp

orta

dos

en v

ehíc

ulos

que

teng

an s

egur

os a

decu

ados

y q

ue

haya

n pa

sado

las

insp

ecci

ones

fede

rale

s y

esta

tale

s de

seg

urid

ad, y

co

nduc

idos

por

cho

fere

s qu

e te

ngan

per

mis

os d

e m

anej

ar

Las

gara

ntía

s pa

ra lo

s tra

baja

dore

s m

igra

ntes

a q

uien

es s

e le

s pr

opor

cion

en v

ivie

ndas

o a

loja

mie

nto

• • • • ✽V

ivie

ndas

que

sat

isfa

zcan

los

requ

isito

s fe

dera

les

y es

tata

les

de

segu

ridad

y d

e sa

nida

d ✽

Al s

er re

clut

ados

, rec

ibir

por e

scrit

o in

form

es s

obre

las

vivi

enda

s y

su

cost

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Rec

ibir

de s

u pa

tron

un a

viso

esc

rito

expl

ican

do la

s co

ndic

ione

s de

oc

upac

ión

de la

viv

iend

a, o

que

tal a

viso

est

é co

loca

do e

n un

luga

r vi

sibl

e de

la v

ivie

nda

Los

traba

jado

res

que

crea

n ha

ber s

ufrid

o un

a vi

olac

ión

de s

us d

erec

hos

pued

en p

rese

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jas

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ario

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as o

pue

den

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enta

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a le

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an d

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ea a

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mis

mos

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ben

efic

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tros.

Hay

que

pre

sent

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s qu

ejas

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disc

rimin

ació

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anci

ón a

la

divi

sión

den

tro d

e 18

0 dí

as d

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uces

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En

caso

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nece

site

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ión,

com

uníq

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e co

n la

ofic

ina

de

la D

ivis

ión

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alar

ios

y H

oras

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cer

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en

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ayor

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jo e

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over

nmen

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epar

tmen

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Labo

r.

Dep

arta

men

to d

el T

raba

jo d

e lo

s EE

. UU.

A

dmin

istra

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Nor

mas

de

Em

pleo

D

ivis

ión

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alar

ios

y H

oras

La le

y ex

ige

que

los

patro

nes

fijen

est

e av

iso

en u

n lu

gar d

onde

pue

dan

verlo

fáci

lmen

te

los

traba

jado

res.

W

H P

ublic

atio

n 13

76

Rev

ised

Apr

il 19

83


U.S. Department of Labor Wage and Hour Division

For additional information:

WHD 1491 February 2010

1-866-4-USWAGE(1-866-487-9243) TTY: 1-877-889-5627

WWW.WAGEHOUR.DOL.GOV

UNDER THE H-2A PROGRAMEMPLOYEE RIGHTS

• Toreceiveaccurate,WRITTEN INFORMATIONaboutthewages,hours,workingconditions,andbenefitsoftheemploymentbeingoffered

• Toreceivethisinformationpriortogettingavisaandnolaterthanonthefirstdayofwork• Toreceivethisinformationinalanguageunderstoodbytheworker

• TobePAIDatleasttwicepermonthattheratestatedintheworkcontract• Tobeinformed,inwriting,ofallDEDUCTIONS(nototherwiserequiredbylaw)thatwillbemadefromtheworker’spaycheck

• Toreceiveanitemized,writtenSTATEMENT OF EARNINGS(paystub)foreachpayperiod• TobeguaranteedemploymentforatleastTHREE-FOURTHS(75%)ofthetotalhourspromisedintheworkcontract

• Tobeprovidedor,uponcompletionof50percentoftheworkcontractperiod,reimbursedforreasonablecostsincurredfortransportationanddailymealstotheplaceofemployment

• Uponcompletionoftheworkcontract,tobeprovidedorpaidforreturntransportationanddailymeals

• Forworkerslivinginemployer-providedhousing,tobeprovidedTRANSPORTATION,atnocosttotheworker,betweenthehousingandtheworksite

• Allemployer-providedtransportationmustmeetapplicablesafetystandards,beproperlyinsured,andbeoperatedbylicenseddrivers

• Foranyworkerwhoisnotreasonablyabletoreturntohis/herresidencewithinthesameday,tobeprovidedHOUSING AT NO COST

• Employer-providedhousingmustmeetapplicablesafetystandards• Workerswholiveinemployer-providedhousingmustbeofferedthreemealsperdayatnomorethanaDOL-specifiedcost,orprovidedfreeandconvenientcookingandkitchenfacilities

• TobeprovidedstateWORKERS’ COMPENSATION insuranceoritsequivalent• Tobeprovided,atnocost,allTOOLS,supplies,andequipmentrequiredtoperformtheassignedduties

• TO BE FREE FROM DISCRIMINATIONordischargeforfilingacomplaint,testifying,orexercisingyourrightsinanywayorhelpingotherstodoso

• EmployersMUSTcomplywithallotherapplicablelaws(includingtheprohibitionagainstholdingworkers’passportsorotherimmigrationdocuments)

• EmployersandtheiragentsMUSTNOTreceivepaymentfromanyworkerforanycostsrelatedtoobtainingtheH-2Acertification(suchasapplicationandrecruitmentfees)

• EmployersMUSTdisplaythisposterwhereemployeescanreadilyseeit• EmployersMUSTNOTlayoffordisplacesimilarlyemployedU.S.workerswithin60daysofthedateofneedforH-2Aworkers

• EmployersMUSThireanyeligibleU.S.workerwhoappliesduringthefirst50percentoftheapprovedworkcontractperiod

DISCLOSURE

WAGES

TRANSPORTATION

HOUSING

ADDITIONAL PROVISIONS

THE UNITED STATES DEPARTMENT OF LABOR WAGE AND HOUR DIVISIONThe Immigration and Nationality Act (INA) allows for the employment of temporary non-immigrant workers inagriculture(H-2AWORKERS)onlyiftheemploymentofU.S.workerswouldnotbeadverselyimpacted.ToensurethatU.S.workersarenotadverselyimpacted,H-2A WORKERS and OTHER WORKERS employed on an H-2A work contract or by an H-2A employer in the same agricultural work as the H-2A workershavethefollowingrights:

Workerswhobelievetheirrightsundertheprogramhavebeenviolatedmayfileconfidentialcomplaints.

[Sample poster only. Download original at: www.dol.gov/whd/posters/pdf/WHD1491Eng_H2A.pdf ]

Documents

January 2011 - Maine CareerCenter