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Policy Memorandum 2020-10, Equal Opportunity Complaint Process
Policy Memorandum 2020-11, Workplace Consideration of Others
Policy Memorandum 2020-12, Diversity
Policy Memorandum 2020-13, Fair Treatment
Policy Memorandum 2020-14, California Military Department Equal Opportunity Training Process

Special Observances are employment related programs and events designed to provide cultural awareness.  These observances were established by law (and/or local state law), bill, or resolution of Congress.

Dr. Martin Luther King, Jr. (3rd Monday of January) 
African American/Black History Month (February) 
Women’s History Month (March) 
Holocaust Remembrance Day/Days of Remembrance (April 12 / April 8-15) 
Asian American Pacific Islander Heritage Month (May) 
LGBT Pride Month (June) 
Women’s Equality Day (26 August) 
Hispanic Heritage Month (15 September – 15 October) 
National Disability Employment Awareness Month (October) 
National American Indian Heritage Month (November) 

See the Defense Equal Opportunity Management Institute to learn more.

Diversity Outreach Awards.  Air and Army National Guard members can be recognized by external community organizations. The Air and Army National Guard can formally recognize individuals and organizations that strengthen our force by reaching out to our communities to build meaningful partnerships with them.  All California National Guard members are highly encouraged to nominate individuals for these prestigious awards.  
NOTE: Certain websites may change without notice to include dates of submissions and events.  Reference and contact the appropriate military branch (ARNG or ANG at NGB) for additional assistance/information and submission requirements.
Types of Awards/Events

American Indian Science and Engineering Society (AISES) Conference Awards
Asian American Engineer of the Year (AAEOY) and Chinese Institute of Engineers Awards
Black Engineer of the Year (BEYA) Awards
Blacks in Government (BIG) Meritorious Service Award
Federal Asian Pacific American Council (FAPAC) Military Meritorious Service Award
Great Minds in STEM (GMIS) Awards
Hispanic Engineer National Achievement Award Corporation (HENAAC) Cadet Role Model Awards
Joint Women’s Leadership Symposium (JWLS)
League of United Latin American Citizens (LULAC) Award
National Action Council for Minorities in Engineering (NACME) Awards
EO-EEO | Cal Guard
Policy Memorandum 2020-11, Workplace Consideration of Others (.pdf)
Policy Memorandum 2020-12, Diversity (.pdf)
Policy Memorandum 2020-13, Fair Treatment (.pdf)
Policy Memorandum 2020-14, California Military Department Equal Opportunity Training Process (.pdf)

Contact Us
California Military DepartmentConsolidated Headquarters ComplexEO & EEO Office10601 Bear Hollow Drive, Box 06Rancho Cordova, California 95670-6350
Help Line: (916) 854-3177Option 1: Federal EEOOption 2: Military EOOption 3: CA State EO & EEO
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 Filing A Charge of Discrimination
 

Filing A Charge of Discrimination

With the EEOC
If you believe that you have been discriminated against at work because of your race, color, religion,  sex (including pregnancy, gender identity, and sexual orientation), national  origin, age (40 or older), disability or genetic information, you can file a Charge of Discrimination. A charge of discrimination is a signed statement  asserting that an employer, union or labor organization engaged in employment  discrimination. It requests EEOC to take remedial action.
All of the laws enforced  by EEOC, except for the Equal Pay Act, require you to file a Charge of  Discrimination with us before you can file a job discrimination lawsuit against your employer. In addition, an individual, organization, or agency may  file a charge on behalf of another person in order to protect the aggrieved  person's identity. There are time limits for filing a charge. The laws enforced by the EEOC require the agency to notify the employer that a  charge has been filed against it.
A Charge of  Discrimination can be completed through our EEOC Public Portal after you submit an online inquiry and we interview you. Filing a formal charge of employment  discrimination is a serious matter. In the EEOC's experience, having the opportunity to discuss your concerns with an EEOC staff member in an interview is the best way to assess how to address your concerns about employment  discrimination and determine whether filing a charge of discrimination is the appropriate path for you. In any event, the final decision to file a charge is your own.
SENATOR WIENER’S WORK ON LGBTQ ISSUES | Senator Scott Wiener
Before he was elected to the Board of Supervisors, Senator Wiener co-chaired the Alice B. Toklas LGBTQ Democratic Club, BALIF (the Bay Area’s LGBTQ bar association), and the San Francisco LGBTQ Community Center. He also served on the national Board of Directors of the Human Rights Campaign.

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Senator Wiener’s Condensed Bio | Senator Scott Wiener


Senator Wiener’s Condensed Bio | Senator Scott Wiener

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Senator Scott Wiener represents San Francisco and northern San Mateo County in the California State Senate. Elected in 2016, Senator Wiener focuses extensively on housing, transportation, civil rights, criminal justice reform, clean energy, and alleviating poverty. He chairs the Senate Housing Committee and is Co-Chair of the California Legislative Jewish Caucus. He is a past Chair of the California Legislative LGBTQ Caucus. Before his election to the Senate, Senator Wiener served as a member of the San Francisco Board of Supervisors, representing the district previously represented by Harvey Milk. He also chaired the San Francisco County Transportation Authority. Before taking public office, Senator Wiener practiced law for fifteen years, including nearly a decade as a Deputy City Attorney in the San Francisco City Attorney’s Office. He also served in a number of community leadership roles, including co-chair of the San Francisco LGBT Community Center and on the national Board of Directors of the Human Rights Campaign. Senator Wiener has lived in San Francisco’s Castro neighborhood since 1997. He received degrees from Duke University and Harvard Law School and was a Fulbright Scholar in Santiago, Chile.

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Climate Change and the EnvironmentTransportation & HousingLGBTQ Issues

Office Information

Capitol Office
1021 O Street, Suite 8620
Sacramento, CA 95814
Phone: (916) 651-4011

San Francisco455 Golden Gate AvenueSuite 14800San Francisco, CA 94102Phone: (415) 557-1300

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If appropriate, the ADA Coordinator will arrange to meet with the grievant to discuss the matter and attempt to reach an informal resolution of the grievance. Any informal resolution of the grievance shall be documented in the ADA Coordinator file and the matter will be closed.
If an informal resolution of the grievance isn't reached within 75 calendar days of receipt of the grievance, a written determination as to the validity of the complaint, and description of the resolution, if appropriate, shall be forwarded by the ADA Coordinator to the Executive Officer for approval.
CalPERS shall communicate the determination and resolution to the grievant within 90 calendar days of receipt of the grievance, unless the Executive Officer or designee authorizes additional time for further consideration of the grievance. Any authorized extension of time will be communicated to the grievant. Any request for reconsideration of CalPERS' response to the grievance shall be at the discretion of the Executive Officer or designee.
If the grievant isn't satisfied with CalPERS' handling of the grievance at any stage of the process or doesn't wish to file a grievance through CalPERS' ADA Title II Grievance Procedure, the grievant may file a complaint directly with the U. S. Department of Justice or other appropriate state or federal agency. Use of CalPERS's grievance procedure isn't a prerequisite to the pursuit of other remedies.
The resolution of any specific grievance will require consideration of varying circumstances, such as the specific nature of the disability; the nature of the access to services, programs, or facilities at issue, the essential eligibility requirements for participation; the health and safety of others; and the degree to which an accommodation would constitute a fundamental alteration to the program, service, or facility, or cause an undue hardship to CalPERS. Accordingly, the resolution by CalPERS of any one grievance doesn't constitute a precedent upon which CalPERS is bound or upon which other complaining parties may rely.
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CMD Privacy Policy (.pdf)

The California Military Department (CMD) is committed to promoting and protecting the privacy rights of individuals, as enumerated in Article 1 of the California Constitution, the Information Practices Act of 1977, and other state and federal laws.
It is the policy of the CMD to limit the collection and safeguard the privacy of personal information collected or maintained by the CMD. The CMD’s information management practices conform to the requirements of the Information Practices Act (Civil Code Section 1798 et seq.), the Public Records Act (Government Code Section 6250 et seq.), Government Code Sections 11015.5 and 11019.9, and other applicable laws pertaining to information privacy.
The CMD follows these principles in collecting and managing personal information: We collect personal information on individuals only as allowed by law. We limit the collection of personal information to what is relevant and necessary to accomplish a lawful purpose of the CMD. For example, we may need to know someone’s email address or telephone number, among other things, to provide requested assistance.
Accessibility | California Conservation Corps
The Accessibility Guide enables the State to use the best tools and design available to ensure that the content of the new California portal can be reached by the widest possible audience regardless of disability, limitations of computer equipment or use of alternate Internet access devices.
In addition, State accessibility guidelines enable agencies to meet State and federal statutory requirements prohibiting discrimination against people with disabilities in the design of both Internet and Intranet web sites. For example, California Government Code Section 11135 et seq. prohibits discrimination by entities receiving funding from the State of California.
Likewise, federal requirements mandating access for persons with disabilities were first imposed on State recipients of federal funding by the Rehabilitation Act of 1973. Today there are numerous federal statutes and regulations extending civil rights protections to persons with disabilities, including the Americans with Disabilities Act of 1990 (ADA), as well as the 1998 Amendments to the Rehabilitation Act, where specific technical requirements for accessible web design have been published by the U.S. Access Board. This is important since Title II of the ADA recognizes the importance of communication and the necessity of the State of California to take appropriate steps to ensure that communications with persons with disabilities are as effective as communications with others.
Between 17% and 19% of United States citizens have some level of disability. In fact, about 1 out of 5 Americans have some form of disability and 1 in 10 have a severe disability. These 1997 statistics by the U.S. Census Bureau also report that with the population aging and the likelihood that disabilities can increase with age, the growth in the number of people with disabilities is expected to accelerate in the coming decades. See Census Brief, December 1997.
To have effective communication with the widest audience possible, this Accessibility Guide provides assistance in how to use alternate forms of communication. Disabilities can fall into four basic categories:
Blind/Low Vision. Assistive computer technology for this audience includes screen readers, refreshable Braille displays and screen magnifiers. To assist with accessibility for Blind/Low Vision population, features such as keyboard navigation, scalability of font size, fuzzy searches, alt tags and high contrast between the background and the text are helpful.
Deaf/Hard of Hearing. To assist with accessibility for people with hearing loss, captioning synchronized with multimedia as well as volume control enable accessibility.
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Filing A Charge of Discrimination | U.S. Equal Employment Opportunity Commission
A Charge of  Discrimination can be completed through our EEOC Public Portal after you submit an online inquiry and we interview you. Filing a formal charge of employment  discrimination is a serious matter. In the EEOC's experience, having the opportunity to discuss your concerns with an EEOC staff member in an interview is the best way to assess how to address your concerns about employment  discrimination and determine whether filing a charge of discrimination is the appropriate path for you. In any event, the final decision to file a charge is your own.
If you have 60 days or  fewer in which to file a timely charge, the EEOC Public Portal will provide special directions for quickly providing necessary information to the EEOC and how to file your charge quickly. Or, go to Find Your Nearest Office and enter your zip code for the contact information of the EEOC office closest to you.
The laws enforced by the  EEOC require the agency to accept charges alleging employment discrimination.  If the laws do not apply to your claims, if the charge was not filed within the  law's time limits, or if the EEOC decides to limit its investigation, the EEOC will dismiss the charge without any further investigation and notify you of your legal rights.
With  A State or Local Agency
Many states and local jurisdictions have their own anti-discrimination laws, and agencies responsible  for enforcing those laws (Fair Employment Practices Agencies, or FEPAs). If you file a charge with a FEPA, it will automatically be "dual-filed" with EEOC  if federal laws apply. You do not need to file with both agencies.
Note: Federal employees and  job applicants have similar protections, but a different complaint  process.

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Federal Government Employees and Applicants
The procedures for filing a complaint of  discrimination against a federal government agency differ from those for filing a charge against a private or public employer. For discrimination complaints against a federal government agency, the procedures are different.  Go to Federal Employees & Applicants for a description of those procedures.  Federal  employees and applicants can request a hearing or file an appeal with EEOC through the EEOC Public Portal, which allows individuals to:
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California’s Child Welfare System: Addressing Disproportionalities and Disparities
California’s SDM assessment tools currently include the specific tools outlined in Figure 17. 

Each tool includes a series of questions and decision trees that guide social workers to recommended actions and next steps based on calculated risk scores. However, social workers make the ultimate decision about next steps. For example, if a social worker believes that the risk score does not accurately portray the household’s actual risk level, the social worker may increase or decrease the risk level and provide an explanation for the decision. Most of California’s SDM tools were developed through a process involving the proprietor, state, and local stakeholders, informed by statute, policy, and child welfare practice in the state. However, the risk assessment tool was developed by the proprietor using data pertaining to the characteristics of families who have had ongoing involvement with the child welfare system after an initial investigation. 
DSS and Proprietor Review and Update SDM Tools. DSS and the proprietor have access to SDM tools data, and also review and update the suite of tools as deemed necessary. Notably, in December 2023, DSS and the proprietor made a number of changes to some of the tools to align with the recent departmental guidance around AB 2085 and SB 1085 (described above in Neglect: Definition and Data), as well as with recent guidance related to communication and collaboration with tribes in cases potentially subject to the federal Indian Child Welfare Act (ICWA) (described in the box above titled Child Welfare Policy Toward Native American Tribes). DSS communicated these changes to counties via All‑County Letter 23‑101. 
State Beginning to Use Blind Decision‑Making Tools in Some Policy Areas. Another approach to attempting to mitigate individual implicit biases in child removal decisions is known as “blind removal,” which some counties (and other states) have begun to pilot. (Examples of blind removal initiatives, and other types of “blind” decision‑making, are described more in the box below.) In the child welfare context, blind removal refers to the practice of having a social worker (different from the social worker who conducted the initial investigation) review allegation reports and removal decisions without having access to racially/ethnically identifiable information about the family/child.