Notice of Orange Water and Sewer Authority Non-Discrimination Administrative Guide

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, veteran status, or source of income in the administration of its programs or activities, as required by applicable laws and regulations.

The Director of Human Resources and Safety of OWASA, Stephanie Glasgow, 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, 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, and Title IX of the Education Amendments of 1972, and other applicable laws. 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:

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

Notice of Orange Water and Sewer Authority Administrative Guide

Prohibiting Discrimination and/or Retaliation Practices and Establishing Procedure for Complaints and Grievances

It is the Guide of Orange Water and Sewer Authority (“OWASA”) to ensure that all individuals who provide or receive services for or from OWASA, and their employees, shall be free of and protected from illegal discrimination, and from the practice of any and all retaliation for complaints, statements given pertaining to, or other reporting of discrimination, and that discriminatory practices prohibited by law or OWASA Guide, or retaliation against any person complaining of or reporting illegal discrimination therefor, is prohibited and shall be deemed a violation of this Guide.

The Executive Director has appointed OWASA’s Director of Human Resources and Safety, Stephanie Glasgow, to assure the implementation of this Guide.

This Guide applies to all OWASA activities and participants therein, and to all OWASA employees, as well as to those vendors and contractors providing services to OWASA, or to OWASA customers, or to the public at OWASA’s contractual direction.

In all of its activities, OWASA is committed to engaging all participants in an atmosphere free of illegal discrimination or retaliation. OWASA and any vendor or contractor providing services or products for or to OWASA shall be bound to provide equal access to all OWASA services and activities, equal employment opportunity as required by law, and shall not, in the course of conducting work or providing services or products for or to OWASA or its customers discriminate against any person based on age, race, ethnicity, color, national origin, religion, creed, sex, gender, gender identity, gender expression, marital status, familial status, source of income, disability, political affiliation, veteran status, or disabled veteran status.

Any person who believes he or she may have been illegally discriminated or retaliated against with respect to any OWASA program or service, in violation of the foregoing Guide may:

  • Contact OWASA’s Director of Human Resources and Safety, Stephanie Glasgow, and initiate the complaint process, in which the person making the complaint or grievance shall report the factual basis for the complaint or grievance to the Director Human Resources and Safety, dated, and signed by the person reporting the discrimination. Retaliation in violation of this Guide shall constitute a form of illegal discrimination, and is likewise prohibited.
  • The Director of Human Resources and Safety shall be responsible for receipt of grievances or complaints alleging discrimination or retaliation in violation of this Guide, and shall promptly receive and 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 raided by the complaint or grievance.
  • Based upon such investigation, the Director of Human Resources and Safety 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 Director of Human Resources and Safety, 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 her findings, or direct further proceedings as may be appropriate, based upon her 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.

Notice of Orange Water and Sewer Authority Administrative Guide

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, including qualified sign language interpreters, documents in Braille, and other ways of making information and communications accessible to people who have speech, hearing, or vision impairments.

Modifications to Policies and Procedures: OWASA will make all reasonable modifications to policies and programs to ensure that people with disabilities have an equal opportunity to enjoy all of its programs, services, and activities. For example, individuals with service animals are welcomed in OWASA offices, even where pets are generally prohibited.

OWASA does not allow discrimination on the basis of disability in the operation of its programs, services or activities. OWASA and OWASA-funded programs undertake to make reasonable accommodations as necessary to enable persons with disabilities to participate in its programs, services and activities.

Anyone who requires an auxiliary aid or service for effective communication, or a modification of policies or procedures to participate in a program, service, or activity of Orange County, should contact Stephanie Glasgow, Director of Human Resources and Safety at OWASA, at (919) 968-4421. Such requests should generally be made no later than 48 hours before the scheduled event. OWASA will not charge individuals with a disability or any group of individuals with disabilities to cover the cost of providing auxiliary aids/services required by application of this Guide, or reasonable modifications of this Guide.

The ADA does not require and this Guide shall not be construed to 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.

Anyone who needs a disability related accommodation in order to participate in an OWASA or OWASAfunded program or receive OWASA or OWASA-funded services (involving matters other than employment) is invited to make their needs and preferences with respect to accommodation known to OWASA by contacting OWASA’s ADA Coordinator, Director of Human Resources and Safety, Stephanie Glasgow, at (919) 968-4421, or sglasgow@owasa.org, to provide reasonable notice in advance of their special needs.

Notice of Orange Water and Sewer Authority Administrative Guide

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.

OWASA’s developing website includes plans for implementation of a “choose your language” service, which will allow customers to choose the language they wish to employ to communicate with OWASA.