The Wisconsin Department of Transportation actively implements
all federal, state, local and departmental Affirmative Action and
Equal Opportunity laws, executive orders, regulations, rules,
directives, policies and plans. This commitment extends to all
aspects of DOT personnel management policies and practices.
The Department further provides for the fair and equitable
treatment of all employees, and fair and equitable service to the
public, in accordance with federal and state laws and other
applicable provisions. The AA/EEO policy of the Department of
Transportation is based on support of the goals and principles of
AA/EEO. The Department will actively pursue available means to make
women, ethnic minorities and persons with disabilities part of its
on-going culture, and to eradicate discriminatory practices.
The Department is committed to providing equal employment
opportunity for all persons in all terms, conditions, and privileges
of employment, including but not limited to: position description
development, examination, salary and wages, reclassification, leave
accounting and temporary assignment, disciplinary action,
restoration, reinstatement, recruitment, selection, transfer,
promotion, training, compensation, benefits, layoff, termination,
retention, certification, testing and other terms and conditions of
The Department does not discriminate in employment on the basis
of race, creed, religion, sex, color, sexual orientation, national
origin or ancestry, age, disability, marital status, arrest and
conviction record, political affiliation, or membership in the
national guard, state defense force or any other reserve component
of the military forces of the United States or this state.
The Department is committed to providing equal opportunity in all
service delivery and prohibiting discrimination based upon protected
group status. Equal opportunity in service delivery means: equal
access to program services; equal benefits from program services;
and equal treatment within program services.
To ensure equal access to employment and program services, the
Department evaluates each request for accommodation and provides
reasonable accommodations. Examples are:
Accommodations in employment: acquiring or modifying equipment;
offering alternative work schedules or employment; or modifying work
procedures without compromising or altering the essential functions
of the job.
Accommodations in service delivery: offering alternative testing
procedures; providing informational materials in alternative media; providing interpreters for deaf or hearing/speech impaired
persons; and providing auxiliary aids to the blind and visually
impaired or the speech impaired.
The Department provides reasonable accommodations on the basis of
religious belief or practice. Such accommodations may include:
creating a flexible work schedule; considering changes in the job
assignment; or making available the possibility of transfer, in
addition to other reasonable accommodations as needs arise. For
represented employees, religious accommodations will be in
conformance with the appropriate labor agreement provisions.
Harassment by supervisors or co-workers on the basis of any
protected status (race, creed, religion, etc., as listed above) is
an unlawful employment practice and prohibited by the Department.
Harassment on the basis of any protected status is likewise
prohibited in service delivery. Harassment is defined as verbal or
physical conduct which interferes with work performance or creates
an intimidating, hostile or offensive working environment.
Harassment based on race or national origin includes ethnic or
racial slurs and other verbal or physical conduct related to a
person's race or national origin.
Sexual harassment includes unwanted sexual advances, requests for
sexual favors, and other verbal and physical conduct of a sexual
nature. Any such harassing behavior, including attempts to
intimidate or retaliate against employees bringing incidents of
harassment to the attention of management, will be considered
employee misconduct and will be subject to disciplinary action.
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The Wisconsin Department of Transportation does not testify to, sponsor or endorse the accuracy of the information provided on externally linked pages.