Minneapolis_Dept_of_Civil_Rights_Notice.pdf
PDF 291 KB Posted
- Attached to
- BID-PW - Folwell Safe Routes to School
- Solicitation number
- 0000004339
- Issued by
- Hennepin County, Minnesota
About this file
This is a Notice of Civil Rights Rules and Regulations issued by the City of Minneapolis Department of Civil Rights ("MDCR") that establishes compliance requirements for all contractors entering into agreements with the City of Minneapolis. The notice outlines mandatory civil rights commitments under Minneapolis Code of Ordinances section 139.50 and Title 7, applicable to the South-Folwell Safe Routes to School project in Minnesota. All contractors are subject to pre-award compliance review, and failure to cooperate may result in denial of contract award. The document does not specify project scope, quantities, response dates, or award timelines.
The notice establishes comprehensive civil rights and employment compliance requirements that contractors must satisfy. Contractors must demonstrate non-discrimination in all employment practices based on protected characteristics including race, color, creed, religion, ancestry, national origin, sex, sexual orientation, gender identity, disability, age, marital status, familial status, and public assistance status. Contractors must identify themselves as equal opportunity or affirmative action employers in all recruitment materials. For contracts exceeding $100,000, an Affirmative Action Plan approved by MDCR is required. The Small and Underutilized Business Program (SUBP) applies when applicable, with good faith efforts required to meet Minority-Owned and Women-Owned Business Enterprises goals. Construction workforce goals include 20% female participation and 32% minority participation. Prevailing wage compliance is required for applicable projects, with certified payroll reporting potentially mandated for contracts $50,000 and above. HUD Section 3 compliance applies when applicable. Contractors must post notices in conspicuous locations and provide them to labor representatives, with reporting requirements determined by MDCR.
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Text version
Notice of Civil Rights Rules and Regulations
This notice advises City of Minneapolis contractors of their commitments under Minneapolis Code of Ordinances section 139.50. All contractors must comply with all provisions of Minneapolis Code of Ordinances Title 7 and with all rules and regulations issued by the Minneapolis Department of Civil Rights (“MDCR”) director. Contractors will be subject to a pre-award compliance review. Failure to cooperate may result in denial of contract award.
1. Non-Discrimination: The contractor will not discriminate against any employee or applicant for employment because of race, color, creed, religion, ancestry, national origin, sex, sexual orientation, gender identity, disability, age (over the age of 18), marital status, familial status, or status with regard to a public assistance program. The contractor will take affirmative action to ensure that all employment practices are free of such discrimination. Such employment practices include but are not limited to the following: Hiring, upgrading, demotion, transfer, recruitment or recruitment advertising, layoff, termination, rates of pay or other forms of compensation, and selection for training, including apprenticeship.
2. Equal Employment Opportunity/Affirmative Action Employer: The contractor will, in all solicitations or advertisements for employees placed by or on behalf of the contractor, state that it is an equal opportunity or affirmative action employer.
3. Affirmative Action Plan: The contractor must have an Affirmative Action Plan approved by MDCR before it may enter into a contract over $100,000 with the City.
4. Small and Underutilized Business Program (SUBP): When applicable, the contractor must comply with the SUBP program, including, but not limited to, making a good faith effort to meet the Minority-Owned Business Enterprises and Women-Owned Business Enterprises goals established on City funded contracts and development projects.
5. Employment Goals: The contractor should make a good faith effort to meet the City’s aspirational construction workforce goals of 20% female participation and 32% minority participation
6. Prevailing Wage: When applicable, the contractor must comply with prevailing wage laws on City construction and development projects. For contracts greater than or equal to $50,000, contractors, and subcontractors may be required to submit Certified Payroll Reports, via any software systems specified by
MDCR.
7. HUD Section 3: When applicable, the contractor must comply with Section 3 of the Housing and Urban Development Act of 1968, as amended. Contractors must incorporate the Section 3 Clause into all subcontracts and to the greatest extent feasible, ensure that employment and other economic activities be directed to low-income persons.
8. Posting Requirement: The contractor must provide this notice to its trade and labor union or representative of workers and must post the notice in conspicuous places available to employees and applicants for employment.
9. Reporting: Reporting may be required in accordance with any of the above-mentioned programs via any software systems specified by MDCR.
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