The document contains a summary description of activities related to the Workforce, Workplace and Community goals that were listed in the agency's FY2024 Diversity & EEO Plan.
The document contains a summary description of activities and initiatives related to the Workforce, Workplace and Community goals that were listed in the Agency's FY 2024 Diversity & EEO plan.
The Whistleblower Protection Law prohibits retaliation against New York City employees,
as well as certain employees of City contractors and subcontractors, for reporting corruption,
criminal activity, conflict of interest, gross mismanagement or abuse of authority in City
government to DOI.
A report on the number of small procurement contracts, as defined by New York city housing authority procurement rules, 2 awarded during the prior calendar year. Such report shall include the dollar value of each contract, a description of the goods or services procured, the name of the vendor and the date the contract was awarded
The document contains a summary description of activities and initiatives related to the Workforce, Workplace and Community goals that were listed in the agency’s FY2023 Diversity & EEO Plan.
Subject: Equal Employment
OIG-NYPD issued a Statement of Findings regarding policies and procedures for retention of audio, photographs and video captured by the Technical Assistance and Response Unit (“TARU”) in the NYPD.
The document contains a summary description of activities and initiatives related to the Workforce, Workplace and Community goals that were listed in the agency's FY2023 Diversity & EEO Plan.
The DOI’s Office of the Inspector General for the New York City Police Department issued its fourth report pursuant to Local Law 166 of 2017, which directs OIG-NYPD to consider “patterns or trends identified by analyzing actions, claims, complaints, and investigations” filed against the NYPD.
Annual summary report on findings from all investigations, reviews, studies, audits and other activities of the DOC, including (a) a description of all significant findings from the investigations, reviews, studies, and audits conducted in the preceding year; (b) a description of the recommendations for corrective action made in the preceding year; (c) an identification of each recommendation described in previous annual reports on which corrective action has not been implemented or completed; and (d) the number of open investigations, reviews, studies, or audits that have been open, as of the close of the preceding calendar year, for a time period of (1) six months up to and including one year, (2) more than one year up to and including two years, (3) more than two years up to and including three years, and (4) more than three years
The Department of Investigation’s (“DOI”) Office of the Inspector General for the New York City Police Department (“OIG-NYPD”) issued a report examining the New York City Police Department’s (“NYPD”) use of the Criminal Group Database (“CGD”).
Report regarding public complaints received by the department for the preceding year, including the total number of complaints disaggregated by the mechanism through which the complaint was submitted and a summary of relevant outreach activities
This report is regarding public complaints received by the department for the preceding year, including the total number of complaints disaggregated by the mechanism through which the complaint was submitted and a summary of relevant outreach activities.
Department of Investigation’s (“DOI”) Office of the Inspector General for the New York City Police Department (“OIG-NYPD”) released its Ninth Annual Report, which discusses each of the 18 investigative reports authored by OIG-NYPD since 2015 and the status of the 200 recommendations issued to NYPD.
The document contains a summary description of activities and initiatives related to the Workforce, Workplace, Workplace and community goals that were listed in the agency's FY 2023 Diversity & EEO Plan.
The DEI-EEO Plan, mandated by the New York City Charter, communicates the agency's intention to promote EEO and diversity and inclusion by continuing effective measures of implementing new strategies and programs that prevent, diminish, or eliminate barriers to equal opportunity employment.2023