Notice_of_Civil_Rights.pdf

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:1 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 construction and development projects.

5. Employment Goals:2 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:3 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 3:4 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.

1 Acts of discrimination are defined in the Minneapolis Code of Ordinances, Chapter 139.

2 See Request for City Council Committee Action, Adopted September 21, 2017; incorporated into section 139.50 as a rule issued by the MDCR director.

3 See Minneapolis Code of Ordinances section 24.220, CPED Prevailing Wage Policy (adopted by City Council June 8, 2004), and Davis-Bacon and Related

Acts; enforcement authority has been delegated to MDCR.

4 See 24 CFR Section 135.38; enforcement authority has been delegated to MDCR.

Revised 1/29/2020

Department of Civil Rights 350 S. Fifth St. - Room 239

Minneapolis, MN 55415

TEL 612.673.3000