Non-Discrimination
Orange Water and Sewer Authority does not discriminate on the basis of race, color, national origin, disability, religion, age, sex/gender, sexual orientation, gender identity and expression, marital status, or veteran status, or source of income in the administration of its programs or activities, and OWASA does not retaliate against any individual because they have exercised their rights to participate in actions protected by 40 C.F.R. Parts 5 and 7; oppose actions prohibited by 40 C.F.R. Parts 5 and 7, or for the purpose of interfering with such rights.
Policies and Procedures for Assuring Pubilc’s Participation in OWASA’s Decision-Making Process
OWASA is responsible for coordination of compliance efforts and receipt of inquiries concerning non-discrimination requirements implemented by 40 C.F.R. Parts 5 and 7 (Non-discrimination in Programs or Activities Receiving Federal Assistance from the Environmental Protection Agency) , including Title VI of the Civil Rights Act of 1964, as amended; Section 504 of the Rehabilitation Act of 1973; the Age Discrimination Act of 1975, Title IX of the Education Amendments of 1972, and Section 13 of the Federal Water Pollution Control Act Amendments of 1972 (hereinafter referred to collectively referred to collectively as the “federal non-discrimination statutes”).
If you have any questions about this notice or any of Orange Water and Sewer Authority non-discrimination programs, policies or procedures, or if you believe you have been discriminated against with respect to an Orange Water and Sewer Authority program or activity, you may contact or file a complaint with OWASA’s Non-Discrimination Coordinator Stephanie Glasgow, identified below, or visit OWASA’s website at www.owasa.org to learn how and where to file a complaint of discrimination.
Stephanie Glasgow, Non-Discrimination Coordinator
Director of Human Resources and Safety
Orange Water and Sewer Authority
400 Jones Ferry Road
Carrboro, North Carolina 27510
(919) 968-4421
sglasgow@owasa.org
Prohibiting Discrimination and/or Retaliation Practices and Establishing Procedure for Complaints and Grievances
Any person making a discrimination or retaliation complaint or grievance shall report the factual basis for the complaint or grievance to Stephanie Glasgow, Non-Discrimination Coordinator and Director Human Resources and Safety. The complaint or grievance shall be in writing, dated, and signed by the person reporting the discrimination.
Download a Discrimination Complaint Form in English or Spanish.
The Non-Discrimination Coordinator shall be responsible for receipt of grievances or complaints alleging discrimination or retaliation, and shall promptly cause such complaints or grievances to be investigated fully, fairly and impartially. The investigation shall include interviews with witnesses known or discovered, appropriate documentation review, and gathering such other evidence as may be pertinent to support relevant findings on the issues raised by the complaint or grievance.
Based upon such investigation, the Non-Discrimination Coordinator shall determine and report to the Executive Director her findings and recommendations for resolution of the complaint or grievance. The Executive Director shall promptly review the report of the Non-Discrimination Coordinator, and within ten days of receiving the report, shall meet with the complaining party to review the findings and resolve any outstanding issues, the Executive Director shall receive and confirm the findings of the Non-Discrimination Coordinator or direct further proceedings as may be appropriate, based upon those findings.
The Executive Director shall take such action as may be required to remedy any illegal discrimination, and to prevent its recurrence or any retaliation for its having been reported, including discipline of any OWASA personnel responsible for illegal discrimination or prohibited retaliation, up to and including termination of the employment of any OWASA personnel found to be responsible for such discrimination or retaliation, or termination of OWASA’s relationship with any third-party entity or person found to be responsible for such illegal discrimination or retaliation.
The Executive Director’s determination shall be the final decision of OWASA in the matter.
Requiring Compliance with Americans with Disabilities Act
In accordance with the requirements of Title II of the Americans with Disabilities Act of 1990 (“ADA”), the Orange Water and Sewer Authority (“OWASA”) will not discriminate against qualified individuals with disabilities on the basis of disability in its services, programs, or activities.
Employment: OWASA does not discriminate on the basis of disability in its hiring or employment practices and complies with all regulations promulgated by the U.S. Equal Employment Opportunity Commission under title I of the ADA.
Effective Communication: OWASA will generally, upon request, provide appropriate aids and services leading to effective communication for qualified persons with disabilities so they can participate equally in Orange County’s programs, services, and activities.
Anyone who requires an auxiliary aid or service for effective communication, to participate in an OWASA program, service, or activity should contact Stephanie Glasgow, Non-Discrimination Coordinator and Director of Human Resources and Safety. Such requests should generally be made no later than 48 hours before the scheduled event. OWASA will not charge for the cost of providing such auxiliary aids/services.
The ADA does not require OWASA to take any action that would fundamentally alter the nature of its programs or services, or impose any undue financial or administrative burden.
Assuring Access to Persons with Limited English Proficiency
Orange Water and Sewer Authority is committed to improving the accessibility of services to persons with limited English language proficiency (“LEP”), and to developing and implementing a system that assures LEP persons meaningful access to OWASA programs and services. To this end, OWASA endeavors and provides Spanish text to vital communications, and employs bilingual persons across the organization to assure meaningful access to its substantial Spanish-speaking customer base. Upon request, OWASA also engages and provides translators for persons who identify the need for such services to communicate with OWASA. Requests for such services should be made to Stephanie Glasgow, Non-Discrimination Coordinator and Director of Human Resources and Safety.