Notice_of_Civil_Rights_rules_and_regulations.pdf
PDF 290 KB Posted
- Attached to
- Bid-PW Bloomington Ave/Minnehaha Pkwy HSIP
- Solicitation number
- 0000004226
- Issued by
- Hennepin County, Minnesota
About this file
This is a Notice of Civil Rights Rules and Regulations issued by the Minneapolis Department of Civil Rights (MDCR) that establishes mandatory compliance requirements for all contractors entering into agreements with the City of Minneapolis. The notice outlines the City's commitment to non-discrimination in employment and equal opportunity practices, requiring contractors to comply with Minneapolis Code of Ordinances Title 7 and all MDCR rules and regulations. All contractors are subject to a pre-award compliance review, and failure to cooperate may result in denial of contract award. Key requirements include prohibition of discrimination based on race, color, creed, religion, ancestry, national origin, sex, sexual orientation, gender identity, disability, age, marital status, familial status, or public assistance status in all employment practices including hiring, promotion, compensation, and training.
Contractors must declare themselves as equal opportunity or affirmative action employers in all recruitment materials. Contracts exceeding $100,000 require MDCR-approved Affirmative Action Plans. When applicable, contractors must comply with the Small and Underutilized Business Program, including good faith efforts to meet Minority-Owned Business Enterprises and Women-Owned Business Enterprises goals on construction and development projects. Construction workforce aspirational goals are 20% female participation and 32% minority participation. For contracts of $50,000 or greater, prevailing wage compliance is required, and contractors may be required to submit Certified Payroll Reports through MDCR-specified software systems. HUD Section 3 compliance is required when applicable. Contractors must post the notice in conspicuous locations and provide it to labor representatives, with reporting potentially required through MDCR-designated systems.
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Other files
| File | Type | Posted |
|---|---|---|
| Call_for_Bids_-_Event_4226_long_fin.pdf | ||
| DBE_Special_Provisions.pdf | ||
| Bid_Form_-_Event_4226.xlsx | XLSX spreadsheet | |
| Revised_Bid_Form_-_Event_4226.xlsx | XLSX spreadsheet | |
| Form_21126D.pdf | ||
| Pre-Bid_Meeting_Instructions_-_Event_4226.pdf | ||
| Bid-PW_Bloomington_Ave_Minnehaha_Pkwy_HSIP.pdf | ||
| Notice_to_Bidders_DBE_rqmt.pdf | ||
| Responsible_Contractor_A-1_Form_Sept2021_-_Copy.pdf | ||
| Addendum_1_-_Event_4226_final.pdf | ||
| Non-collusion_affidavit.pdf |
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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: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
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