1. RTD Board Meeting Civil Rights Committee November 15, 2016

2. WIN Updates
RTD humbly thanks Denver Transit Partners (DTP) for their continued contribution to the WIN program. DTP continues to support and believe in the mission and vision of the WIN program. Their continued donation is not only beneficial to RTD’s WIN program but to the WIN participants as well.
DTP’s Contribution
Denver Transit Partners (DTP) is donating $50,000 to the WIN Program
For a total of $250,000 donated to-date
Denver Transit Partners donations funds continue to be utilized towards:
- Provides resources to sustain employer services (i.e. recruitment, prescreening, customized training, community outreach and ongoing career coaching)
- Training resources for WIN participants
- Internal programmatic resources
- Ancillary and other budget contingencies

3. Small Business Office Updates Civil Rights Division
FTA DBE Program Plan updates include:
DBE Policy statement to reflect current staff including: Dave Genova, Rolf Asphaug and Zamy Silva
Changes to the USDOT DBE regulations
New RTD Triennial DBE Goal Methodology
DBE contract procedures/provisions
FTA provides concurrence of RTD’s Triennial DBE Goal Methodology
RTD receives awards of recognition for small and disadvantaged business efforts in the community
Colorado Black Chamber of Commerce awarded RTD the “Corporation of the Year”
This award honors a corporation who has made an concerted effort to work with minority businesses. The Corporation of the Year Award is A Company that has demonstrated significant business stability, commitment to the business community, community service, and leadership.
Colorado Black Roundtable recognized and awarded several individuals as “Champions of Black Economic Opportunities”. Among the list of awardees were two Civil Rights Employees, Zamy Silva and Adrina Gibson
This award is recognition for the work and efforts put forth by individuals, organizations, and businesses that have been Champions of Black Economic Opportunities in the Black community.
Rocky Mountain Indian Chamber of Commerce awarded RTD the “Corporation of the Year”
This award recognizes a corporation who has went above and beyond for the community; and has made every effort to outreach, provide assistance and information on upcoming small business opportunities.

4. Equal Employment Opportunity Civil Rights Division
EEO DISCRIMINATION/HARASSMENT Presentation

5. EEO – Equal Employment Opportunity
EEO is a sub-division within the Civil Rights Division
EEO is responsible for compliance with Federal, State and Local laws prohibiting unlawful workplace discrimination and harassment.
Enforces RTD’s Policies against harassment and discrimination
EEO provides training to RTD employees on these laws and policies

6. RTD Harassment Policy Prohibited. Based on any protected class.
Verbal or physical conduct.
Interferes with work or
Creates an intimidating, hostile or offensive work environment.
Violation may result in discipline up to and including termination of employment.

7. RTD EEO POLICY No discrimination.
On the basis of characteristics protected by law.
All aspects of employment.
Violation may result in discipline up to and including termination of employment.

8. Protected Classes Age – 40 and over (ADEA) Disability (ADA)
National Origin (Title VII Civil Rights Act 1964)
Race/Color (Title VII Civil Rights Act 1964)
Religion (Title VII Civil Rights Act 1964)
Sex/Gender (Title VII Civil Rights Act 1964)
Sexual Harassment / Quid Pro Quo / Hostile Environment
Military Status (USERRA)
Sexual Orientation (State Law)
Genetic Information (GINA)
Retaliation (Title VII Civil Rights Act 1964)

9. Hostile Work Environment
To be unlawful (protected classes), the conduct must create a work environment that would be intimidating, hostile, or offensive to reasonable people. (Two prong test)
Offensive conduct may include, but is not limited to, offensive jokes, slurs, name calling, physical assaults or threats, intimidation, ridicule or mockery, insults or put-downs, offensive objects or pictures, and interference with work performance.
Conduct was sufficiently severe and pervasive to alter the conditions of individual's employment and create an abusive working environment.

10. Questions