1st Quarterly report for FY 2021 describing the proactive strategies to enhance diversity, EEO and Inclusion, and the steps the agency has taken to meet such workforce goals.
Annual FDNY Admissions Demographics Report includes the demographics of applicants at every step of the application process: recruitment, admission to take the written exam, admission to take the physical exam, admission to the FDNY academy training and graduation from the academy.
Annual FDNY Admissions Demographics Report includes the demographics of applicants at every step of the application process: recruitment, admission to take the written exam, admission to take the physical exam, admission to the FDNY academy training and graduation from the academy.
A report on the agency’s efforts during the previous quarter to implement the plan adopted pursuant to paragraph nineteen (annual plan) of Section 815(a),including details of agency’s efforts to implement equal employment practices, including statistical information regarding total employment[...]
A report on the agency’s efforts during the previous quarter to implement the plan adopted pursuant to paragraph nineteen (annual plan) of Section 815(a),including details of agency’s efforts to implement equal employment practices, including statistical information regarding total employment,[...]
This report summarizes DCWP’s implementation of the Freelance Isn’t Free Act from fiscal year 2019 through fiscal year 2023 and reviews the Freelance Isn’t Free Act’s effectiveness at improving freelance contracting and payment practices.
A key part of the Mayor Adam's Program to the Eliminate the Gap (PEG) is budgeted headcount reductions. IBO examines how other actions contained within the budget affect the number of headcount reductions the Mayor proposes to make.
Quarterly reports detail the agency’s progress in meeting diversity and inclusion goals included in its Annual Diversity and EEO Plan, including a list of significant equity initiatives and the number of staff who’ve undergone various equity-related trainings.
A report on the agency's efforts during the previous quarter to implement the plan adopted pursuant to paragraph nineteen (annual plan) of Section 815(a),including details of agency's efforts to implement equal employment practices.
A report on the agency's efforts during the previous quarter to implement the plan adopted pursuant to paragraph 19 (annual plan) of Section 815(a), including details of agency's efforts to implement equal employment practices
A report on the agency's efforts during the previous quarter to implement the plan adopted pursuant to paragraph nineteen (annual plan) of Section 815(a),including details of agency's efforts to implement equal employment practices.
A report on the agency's efforts during the previous quarter to implement the plan adopted pursuant to paragraph nineteen (annual plan) of Section 815(a), including details of agency's efforts to implement equal employment practices.
A report on the agency's efforts during the previous quarter to implement the plan adopted pursuant to paragraph nineteen (annual plan) of Section 815(a),including details of agency's efforts to implement equal employment practices.
An annual report on 1) the total number of domestic violence complaints; 2) the total number of chronic domestic violence complaints; 3) the total number of domestic violence offenders; 4) the total number of chronic offenders; 5) the scope of outreach efforts; and 6) any other interventions
Annual fair and effective affirmative employment plan to provide equal employment opportunity for minority group members and women who are employed by, or who seek employment with the agency
Annual fair and effective affirmative employment plan to provide equal employment opportunity for minority group members and women who are employed by, or who seek employment with the agency
Annual fair and effective affirmative employment plan to provide equal employment opportunity for minority group members and women who are employed by, or who seek employment with, the agency
A report on total overtime hours recorded and total overtime paid to employees of the New York city housing authority for the prior calendar year. The data in such report shall be aggregated by borough and housing development and disaggregated by department and job title.
Report about Workforce1 Career Centers in the city during the 2023 fiscal year. Report includes: list of all Workforce1 Career Centers, number of new registrants, number of registrants who obtained employment utilizing the services of such center, and number of registrants who received job training
More than half (51.3 percent) of the state’s lowest income part-time workers—those with incomes at or below 200 percent of the federal poverty level—resided in New York City in 2012
Memorandum: Audit: Review, Evaluation, and Monitoring of Sexual Harassment Prevention and Response Practices
New York City Independent Budget Office from the New York City Equal Employment Practices Commission
Plan detailing the agency’s recognition and accomplishments; review and analysis of the workforce; and EEO, Diversity, Inclusion, and Equity Initiatives for fiscal year 2021.
Fiscal Year 2021 Quarter 1 Report outlining diversity and equal employment opportunities at the NYC Conflicts of Interest Board including training classes used for the development of agency staff in the areas of equal employment, diversity, civil rights, inclusion, etc.
The Urban Institute conducted an evaluation of the City Service Corps program to assess how much organizations benefit from the City Service Corps members’ service, the extent to which members gain valuable skills, and whether they continue to be civically engaged after completing the program.
Section 23-105 of the Administrative Code mandates that the Civil List be published. The Civil List is a list of employees who were employed by the City at any given time during the preceding calendar year.
Section 23-105 of the Administrative Code mandates that the Civil List be published. The Civil List is a list of employees who were employed by the City at any given time during the preceding calendar year.
The report identifies distinctive characteristics of the City Human Rights Law as enforced by the Commission, examines the common themes that emerged from the oral and written testimony, highlights policy recommendations to combat sexual harassment, and provides some best practices for employers.
The Department of Design Construction is committed in supporting the growth of Minority and Women-owned Business Enterprises. The NYC Department of Design & Construction's compiles with LOCAL LAW 1 / NYC Administrative Code section 6-129 as amended.
Report includes trainings sponsored by the Agency's EEO and HR Divisions related to the development of Agency staff in the areas of Equal Employment inclusion, civil rights, workplace culture & behavior, interpersonal and community relations.
The de Blasio Administration today announced a Day of Action to inform day laborers, about the upcoming December 1, 2019 deadline for workers and supervisors to obtain site safety training.
First-ever municipal tech engagement program calls on industry to develop new technologies that transform public life, spur economic growth, improve service delivery and increase digital inclusion for all New Yorkers.
The New York City Department for the Aging (DFTA) on Friday held its 18th annual senior employment job fair to help lower-income older New Yorkers rejoin the workforce.
The New York City Department for the Aging (DFTA) on Friday held its 18th annual senior employment job fair to help lower-income older New Yorkers rejoin the workforce.
The Department of Design & Construction's FY 2021 Agency Quarterly Diversity and EEO Report for the 3rd Quarter includes a report with inclusion of EEO, MWBE and compliances required by the Agency. Report also includes metric data and a summary of workforce.
The Comptroller’s Office is committed to maintaining a workplace that preserves fair employment practices and reflects the community in which we work and live.
The Comptroller's Office is committed to maintaining a workplace that preserves fair employment practices and reflects the community in which we work and live.
A report on the agency's efforts during the previous quarter to implement the plan adopted pursuant to paragraph nineteen (annual plan) of Section 815(a),including details of agency's efforts to implement equal employment practices, including statistical information regarding total employment, inclu
This report highlights the NYC Department of Health and Mental Hygiene's Diversity, Equity, Inclusion and Equal Employment Opportunity (DEI-EEO) Plan for fiscal year 2024.
A Report detailing the findings of a year-long probe of the City Department of Correction’s (“DOC”) hiring practices for Correction Officers (“COs”), exposing persistent problems at the agency’s Applicant Investigation Unit (“AIU”).
FY 2023 Agency Quarterly Diversity, Equity, Inclusion and EEO Report
The Report Includes a Commitment and Accountability Statement by the Agency Head, A Recognition and Accomplishments Section, A Workforce Review and Analysis, and A List of EEO, Diversity, Inclusion and Equity Initiatives.
A report on the agency's efforts to implement the plan, including details of agency's efforts to ensure equal employment practices. Includes, but not limited to statistical information regarding total employment & efforts to provide fair and effective equal opportunity employment.
A report on the agency's efforts to implement the plan, including details of agency's efforts to ensure equal employment practices. Includes, but not limited to statistical information regarding total employment & efforts to provide fair and effective equal opportunity employment.
A report on the agency's efforts to implement the plan, including details of agency's efforts to ensure equal employment practices. Includes, but not limited to statistical information regarding total employment & efforts to provide fair and effective equal opportunity employment.
This is the Department of Youth and Community Development's annual report on Equal Employment Opportunity and Diversity for Fiscal Year 2022. The report is required by Local Law 12 of 2019.
This is the 3rd Quarter FY 2022 quarterly report on Diversity and Equal Employment submitted by the New York City Department of Youth and Community Development. The report is required by Local Law 12 of 2019, enacted by the New York City Council.
Annual agency report detailing budget overview for the Summer Youth Employment Program, as well as highlights of the year, enrollment numbers and types of employment worksites
A report on the agency's efforts during the previous quarter to implement the plan adopted pursuant to paragraph nineteen (annual plan) of Section 815(a),including details of agency's efforts to implement equal employment practices, including statistical information regarding total employment, inclu
Report including but not limited to: 1. the number of complaints received by the office and a description of such complaints; 2. the average time taken to respond to such complaints; 3. a description of efforts made to communicate with tenants; and 4. the number of recommendations made to the commis
A report on the agency's efforts during the previous quarter to implement the plan adopted pursuant to paragraph nineteen (annual plan) of Section 815(a),including details of agency's efforts to implement equal employment practices, including statistical information regarding total employment, inclu
Summary completions from DCAS provided trainings towards compliance for mandated trainings. These trainings relate to EEO, and Diversity and Inclusion for NYC employees.
Policy statement reinforcing the Department of Buildings commitment to creating a diverse workforce and welcoming and professional environment for employees and customers, in compliance with the New York City's Equal Employment Opportunity policy and applicable federal, state, and local laws.
Annual fair and effective affirmative employment plan to provide equal employment opportunity for minority group members and women who are employed by (or who seek employment with) the agency.
Policy statement reinforcing the Department of Buildings commitment to creating a diverse workforce and welcoming and professional environment for employees and customers, in compliance with the New York City's Equal Employment Opportunity policy and applicable federal, state, and local laws.
A report on the agency's efforts during the previous quarter to implement the plan adopted pursuant to paragraph nineteen (annual plan) of Section 815(a), including details of agency's efforts to implement equal employment practices, including statistical information regarding total employment[...]
Annual fair and effective affirmative employment plan to provide equal employment opportunity for minority group members and women who are employed by (or who seek employment with) the agency.
The Office of the New York City Comptroller is committed to fostering a diverse, equitable, inclusive, and
respectful work environment that provides equal opportunities for all and is free of discrimination,
harassment, and retaliation.
This annual report presents information on the DYCD workforce, recruitment, selection, training, reasonable accommodation, and EEO, Diversity, Inclusion and Equity Initiatives for Fiscal Year 2023.
Annual fair and effective affirmative employment plan to provide equal employment opportunity for minority group members and women who are employed by, or who seek employment with, the agency
QCEW data produced by the New York State Department of Labor shows that there are 226,900 private firms in NYC with about 3.8 million workers on their payrolls.
Fiscal Year 2021 Quarter 2 Report outlining diversity and equal employment opportunities at the NYC Conflicts of Interest Board including training classes used for the development of agency staff in the areas of equal employment, diversity, civil rights, inclusion, etc.
Fiscal Year 2021 Quarter 3 Report outlining diversity and equal employment opportunities at the NYC Conflicts of Interest Board including training classes used for the development of agency staff in the areas of equal employment, diversity, civil rights, inclusion, etc.
Report details annual activities of the Commission to fulfill crucial mandates pursuant to Chapter 36 Section 831 (d) of the New York City Charter, and the effectiveness of city agencies' affirmative employment efforts.
Report details annual activities of the Commission to fulfill crucial mandates pursuant to Chapter 36 Section 831 (d) of the New York City Charter, and the effectiveness of city agencies' affirmative employment efforts.
Emergency Executive Order No. 148, extends Emergency Executive Order No. 144, dated July 15, 2022, for five (5) days, if this relates to Rikers Island.
Emergency Executive Order No. 377, is being submitted to extend Emergency Executive Order No. 373, dated March 31, 2023, for five (5) days, if this relates to Rikers.
Emergency Executive Order No. 445 is being submitted to extend Emergency Executive Order No. 441 dated June 24, 2023 for five (5) days if this relates to Rikers.
Emergency Executive Order No. 485, is being submitted to extend Emergency Executive Order No. 482, dated August 18, 2023, for five (5) days, if this relates to Rikers.
Emergency Executive Order No. 505, is being submitted to extend Emergency Executive Order No. 503, dated October 2nd, 2023, for five (5) days, if this relates to Rikers.
Emergency Executive Order No. 507, is being submitted to extend Emergency Executive Order No. 505, dated October 7, 2023, for five (5) days, if this relates to Rikers.
Emergency Executive Order No. 531, is being submitted to extend Emergency Executive Order No. 529, dated December 6, 2023 for five (5) days, if this relates to Rikers.
Emergency Executive Order No. 535 is being submitted to extend Emergency Executive Order No. 533 dated December 16, 2023, for five (5) days; if this relates to Rikers.