It is the continuing policy of Lee County Government to promote the concepts of equal opportunity for all of its employees and applicants for employment. All decisions on employment will be based on the principles of Equal Employment Opportunity. This is done through the County’s Administrative Code, identified as AC-1-4, which becomes a part of this plan by reference.

The Administrative Code is a directive from the County Manager.

The County continues to recruit, hire, train and promote based on principals which afford equal opportunities by imposing valid requirements in all job classifications without regard to race, color, religion, national origin, age, gender, marital status, or a disability which does not preclude the religion, national origin, age gender, marital status, or disability which does not preclude the performance of the essential functions of the job, which reasonable accommodations provided as necessary. All personnel actions; such as compensation, benefits, transfers, layoffs, return from layoffs, education and county sponsored training will be administered without regard to race, color, religion, notational origin, age gender, marital status or disability.

In Lee County the right to employment is only limited by one’s ability and preparation for the job.

Lee County has declared a commitment to undertake an affirmative action program including goals and timetables in order to overcome and avoid the effects of past discrimination on minorities and women.

The responsibility for the implementation of the Equal Employment Opportunity Program is the responsibility of the Equal Opportunity Manager in coordination with Lee County’s Department of Human Resources. Lee County’s Office of Equal Opportunity is an independent office reporting directly to Lee County’s senior executive officer, the County Manager.

Age discrimination is specifically addressed the anti-harassment policy found addressed in Lee County’s Administrative Policy #214, adopted February 12, 2002 by the Board of Lee County Commissioners and further indicates that age discrimination is comprehensively covered under the anti-harassment policy found in Policy 202, previously referenced.

Lee County Transit recognizes that all management personnel share in the responsibility to assure that these policies and directives are implemented and followed. Where deficiencies or tasks necessary to accomplish the goals and objectives of the Affirmation Action Program are identified, the responsibility is shared among all management personnel.

This Affirmative Action Program will provide clear and written communications to applicants and employees notifying them of their right to file complaints alleging discrimination with Lee County Office of Equal Employment. The process by which county employees can raise complaints of harassment and or discrimination is further detailed in Lee County Policy #202, last revised August 12, 2003.