Human Rights Annual ReportMEMORANDUM
November 25, 2003
TO:
FROM:
SUBJECT:
The Honorable Mayor and City Council Members
Michael C. Van Milligen, City Manager
2003 Annual Report
Human Rights Director Kelly Larson is transmitting the Human Rights Commission's
Annual Report for Fiscal Year 2003.
Mic ae C Van Milligen
MCVM/jh
Attachment
cc: Barry Lindahl, Corporation Counsel
Cindy Steinhauser, Assistant City Manager
Kelly Larson, Human Rights Director
CITY OF DUBUQUE, IOWA
MEMORANDUM
November 24, 2003
TO: The Honorable Mayor and Members of the City Council
FROM: Kelly Larson, Human Rights Director
SUBJECT: 2003 Annual Report
Attached please find the Human Rights Commission's Annual Report for FY03.
The Commission is very proud of its accomplishments over the past year, and looks
ahead with excitement, as work towards the goals for this year is progressing. The
Commission appreciates and thanks you for your past and continued support of its
endeavors.
nnual Report
~HTS ISS~N
D.U.B.U.Q.U.E
HUMAN RIGHTS
COMMISSION
Page 2
I ANNUAL REPORT
Honorable Mayor and City Council:
The following pages detail the work of the Human Rights Commission during fiscal year 2003, and also provide
a glimpse into the work that will be undertaken in the upconYmg year.
Our enforcement activities this year continued at a steady pace. We ended the year without a backlog, despite a
significant increase in our caseload. The bulk of this increase was due to a special accessibility project funded
by the U.S. Department of Housing and Urban Development. This project allowed us to tftre an expert to evalu-
ate more than twenty multi-fam/ly housing properties in Dubuque, and enter into agreements to improve the ac-
cessibility of those buildings. In addition, the Commission held a public hearing in an employment case, and
ultimately awarded $215,745 plus costs to a man whom they found had been discriminated against based on his
disability. The case later settled for an undisclosed amount during the appeal process.
In times of increasing caseload, parmerships and the assistance of volunteers become increasingly important to
effective outreach and education efforts. Staffpartnerships with the Housing and Community Development De-
partment, Iowa State University Extension, and area lenders resulted in a successful first time homebuyer semi-
nar and informational folder for consumers. Extra effort was made to attract minority participants, and one-third
of our audience was either Latino or African-American. We also partnered with the Housing Commission to
develop fair lencFmg guidelines designed to avoid abusive lending practices in city programs. Finally, our com-
munity volunteers successfully pulled offyet another round of Faces & Voices: A Cultural Celebration.
Of all of our volunteers, the Human Rights Commissioners are the most enduring in their dedication to human
fights, and they are particularly deserving of special recognition. Our commission is filled with individuals who
are passionate in their views and are willing to put forth tremendous effort to assure that people of ali back~
grounds are welcomed and valued in our community. To that end, the Commission in the coming year will be
working on several goals. One of our subcommittees will be contacting local businesses with suggestions for
reasonable, Iow-cost solutions that will improve access for people with disabilities. Another subcomnY~ttee will
be working to educate the community about issues related to sexual orientation. A third committee will work to
welcome new residents and encourage their active involvement in their neighborhoods and the larger commu-
nity. A final committee will seek to encourage a peer-driven human rights group in the schools.
Lastly, while much of our work focuses on the community, we also have an obligation to be vigilant about hu-
man fights issues within our own city departments. Our Americans with Disabilities Act committee continues to
work to assure that city programs and facilities are inclusive of people with disabilities. In addition, we pro-
vided human rights tmirfmg to our police officers and firefighters, and we are in the process of offering that
same training to remffnfmg city employees. Our goal is to foster a work environment where our own employees
are treated fairly, and where we, as public servants, carry out our responsibilities with fairness and respect for
others.
Dubuque is a thriving and growing community. Such growth, whether in residents or visitors, results in unlim-
ited opportunities for our city to become a model of inclusiveness. As always, we appreciate your continued
support toward this end.
Respectfully submitted,
Kelly Larson
Human Rights Director
Page 3
ANNUAL REPORT I
CASELOAD STATISTICAL DATA
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
17.
t8.
19.
20.
21.
22.
23.
24.
25.
26.
27.
28.
29.
30.
31.
32.
33.
34.
35.
Charge # Date Status Type
3979 07/12/02 Administrative Closure
3980 07/12/02 Administrative Closure
3981 07/16/02 No Probable Cause
3982 08/12/02 Administrative Closure
3983 08/16/02 In Mediation Process
3984 08/21/02 Mediated
3985 08/21/02 Mediated
3986 09/12/02 Administrative Closure
3988 09/27/02 Administrative Closure
3989 10/01/02 Administrative Closure
3990 10/08/02 No Probable Cause
3991 10/22/02 No Probable Cause
3992 11/01/02 Mediated
3993 11/21/02 Administrative Closure
3994 11/21/02 Administrative Closure
3995 11/13/02 No Probable Cause
3996 11/26/02 Administrative Closure
3997 12/17/02 Administrative Closure
3998 12/20/02 Mediated
3999 01/10/03 Administrative Closure
4000 01/13/03 Mediated
4001 01 / 17/03 Mediated
4002 01/17/03 Mediated
4003 01/24/03 Administrative Closure
4004 01/24/03 Mediated
4005 01/24/03 Mediated
4006 01/27/03 Mediated
4007 01/27/03 Mediated
4008 01/27/03 Mediated
4009 01/27/03 Mediated
4010 01/31/03 Administrative Closure
4012 02/04/03 In Mediation Process
4013 02/04/03 Mediated
4014 02/04/03 Mediated
4015 02/11/03 Mediated
Employment/Race
Employment/Age
Housing/Race
Employment/Age
Public Accommodation/Race
Public Accommodation/Disability
Public Accommodation/Disability
Employment/Race/Retaliation
Employment/Disability
Public Accommodation/Disability
Employment/Disability
Employment/Race
Public Accommodation/Disability
Employment/Disability
Employment/Disability
Employment/Sex
Employment/Disability
Employment/Race
Housing/Disability
Housing/Race/Age
P~tblic Accommodation/Disability
Housing/Disability
Housing/Disability
Employment/Age
Housing/Disability
Housing/Disability
Housing/Disability
Housing/Disability
Housing/Disability
Housing/Disability
Employment/Sex
Employment/Disability
Housing/Disability
Housing/Disability
Housing/Disability
Page 4
I ANNUAL
REPORT
CASELOAD STATISTICAL DATA
Charge # Date Status Type
36. 4016
37. 4017
38. 4018
39. 4019
40. 4020
41. 4021
42. 4022
43. 4023
44. 4024
45. 4025
46. 4026
47. 4027
48. 4028
49. 4029
50. 4030
51. 4031
52. 4032
53. 4033
54, 4034
55. 4035
56. 4036
57. 4037
58. 4038
02/14/03
02/20/03
02/24/03
02/24/03
02/26/03
02/26/03
02/27/03
02/27/03
02/27/03
02/28/03
02/28/03
03/25/03
04/02/03
04/09/03
04/09/03
04/12/03
05/02/03
05/16/03
05/20/03
05/20/03
05/28/03
05/29/03
05/29/03
Right-to-Sue
Mediated
Mediated
Mediated
Mediated
Mediated
Mediated
Mediated
Mediated
Mediated
Mediated
Mediated
No Probable Cause
Administrative Closure
Under Investigation
No Probable Cause
Administrative Closure
No Probable Cause
No Probable Cause
Under Investigation
Under Investigation
Under Investigation
Under Investigation
Employment/Sex
Housing/Disability
Housing/Disability
Housing/Disability
Housing/Disability
Housing/Disability
Housing/Disability
Housing/Disability
Housing/Disability
Housing/Disability
Housing/Disability
Employment/Sex/Race
Housing/Disability/Fam. Status
Employment/Disability
Employment/Age
Employment/Retaliation
Employment/Sex/Retaliation
Employment/Disability/Age
Employment/Disability/Age
Employment/Sex/Age
Employment/Age
Employment/Disability
Employment/Age
Page 5
I ANNUALREPORT
I
CASE RESOLUTIONS
Type of Closure
Number Percentage
Mediated/Conciliated 35 53 %
Probable Cause 4 6%
Administrative Closure 14 21%
No Probable Cause 13 20%
Right-to-Sue 1 2%
Withdrawal 3 5%
Total Cases Closed: 66
MONETARY AWARDS
250,000-
200,000.
150,000'
100,000-
50,000- ~
0 w - J
1999 2000 2001 2002 2003
ANNUAL REPORT
CASES CLOSED/RESOLVED
EMPLOYMENT ....................................................................... 31
Disability ........................................................................... 11
Sex ....................................................................................... 7
Race ..................................................................................... 6
Age ......... ................ ................ . ....... . .............. . ....... . ...... . ...... 6
National Origin ................................................................... 0
Retaliation ........................................................................... 2
PUBLIC ACCOMMODATION .................................................. 7
Disability ............................................................................. 4
Sex ....................................................................................... 1
Race ..................................................................................... 2
Age ...................................................................................... 0
National Origin .......................................................... 1
HOUSING .................................................................................... 28
Disability ............................................................................ 23
Sex ........................................................................................ 0
Race ...................................................................................... 4
National Origin .................................................................... 1
Familial Status ..................................................................... 1
Intimidation .......................................................................... 0
Retaliation ............................................................................ 0
TOTAL NUMBER OF CASES RESOLVED/CLOSED ............. 66
*Cases filed in one area (i.e. employmen0 may have alleged discrimination
on one or more bases (i.e. sex and age); therefore the total by basis may be
greater than the number of cases by area.
Page 7
ANNUAL REPORT I
OFFICE CASE REPORT
Fiscal Year 2003 has come and gone. With its passage, many accomplishment were realized by staff.
There were 58 new complaints filed, while 66 cases were closed. There were 449 additional informal
complaints, or intakes, handled by staff without the need for a formal complaint being filed, bringing the
total number of intakes to 507.
2003 CASES CLOSED & CASES FILED
11-
Jul-02 Aug. Sept. Oct. Nov. Dec. Jan. Feb. March April May Jun-03
Cases Filed · Cases Closed
ANNUAL REPORT
OFFICE CASE REPORT
The majority of thc cases filed were in the area of employment, though housing cases were a
close second. In fact, 47% of the 58 cases filed in FY2003 were in the area of employment.
The area of housing accounted for 43% of the total cases filed, and public accommodation ac-
counted for 10%. This breakdown is significantly different than past years' filings, as we had
significantly more housing cases this year than in the past.
2003 Case Breakdown by Area
10%
47%
[] Employment
[]Housing
[] Public Accommodation
The basis of disability encompassed the greatest share of the 58 cases filed in Fiscal Year 2003,
largely due to a special housing accessibility project.
*Cases filed in one area (i.e. em-
ployment) may have alleged dis-
crimination on one or more
bases (i.e. sex and age); there-
fore the total by basis may be
greater than the number of cases
by area.
5%-
2003 Case Breakdown by Bases
17% 10%
2%
66%
14%
[] Sex
[] Race
[] Disability
[] Retaliation
1Age
[] Familial Status
Page 9
ANNUAL REPORT I
OFFICE CASE REPORT
[] Formal Complaints
· Resolved/Referred
700 -{
600 1
500 1
2003 Intake Summary
100
0
2003 2002 2001 2000 1999
4O
35
3O
1999-2003 Formal Cases Filed: Yearly Trends
25
20
15.
10.
5,
0.
Employment
Public Housing
Accommodation
[]2003
[]2002
D2001
m2000
~1999
I ANNUAL
REPORT
BREAKDOWN OF CASES INTO AREAS OF DISCRIMINATION
AREA FY2001 FY2002 FY2003
EMPLOYMENT ................................ 26 .......................... 20 .......................... 27
Disability ......................................... 6 ............................. 7 .......................... 10
Sex .................................................. 11 ............................ 6 ........................... 6
Race ................................................. 4 ............................. 3 ........................... 5
Age .................................................. 2 ............................. 5 ........................... 9
National Origin ................................ 3 ............................. 1 ........................... 0
Retaliation ........................................ 5 ............................. 1 ........................... 3
PUBLIC ACCOMMODATION ........ 0 ............................. 4 ........................... 6
Disability ......................................... 0 ............................. 0 ........................... 5
Sex ................................................... 0 ............................. 0 ........................... 0
Race 0 4
Age .................................................. 0 ............................. 0 ........................... 0
National Or/gin ................................ 0 ............................. 1 ........................... 0
HOUSING ....................................... ,... 3 ............................. 7 .......................... 25
Disability ......................................... 1 ............................. 2 .......................... 23
Sex ................................................... 0 ............................. 1 ........................... 0
Race ......... 2 ............................. 3 ........................... 2
Age .................................................. 0 ............................. 0 ........................... 1
National Origin ................................ 0 ............................. 2 ........................... 0
Familial Stares ................................. 0 ............................. 0 ........................... 1
Intimidation ..................................... 0 ............................. 0 ........................... 0
Religion ........................................... 0 ............................. 1 ........................... 0
TOTAL NO. OF CASES FILED ........ 29 .......................... 31 .......................... 58
Page 11
ANNUAL REPORT
CASE SETTLEMENT SCENARIOS
A bi-racial couple charged an area business with discrimination on the bases of race and sex discrimina-
tion. The Complainants stated that during the past year they had made several purchases at Respondent's
place of business, and claimed that during some of their transactions they were subjected to derogatory
comments both sexual and racial in nature from two of the store managers. The Complainants alleged
that the behavior continued even after reporting it to the District Manager. The parties agreed to media-
tion, and settled for $7,225.00.
The Complainant, a 57-year-old male, alleged disability discrimination when his employer laid him offto
avoid his request for an accommodation, and later fired him in retaliation for his continued requests for an
accommodation. The Complainant's health condition had progressively worsened which made it more
difficult for him to stand or walk for extended periods of time. To enable him to continue to work, and
with the recommendation of his physician, he requested to use a motorized wheelchair. The Complainant
was denied this accommodation. The Administrative Law Judge found probable cause for discrimination,
conciliation failed, and the case proceeded to a public heating. The Commission awarded the Complain-
ant $215,745. During the time pending for appeal, the case was settled for an undisclosed amount.
Under a Partnership Initiatives Contract with the U.S. Department of Housing and Urban Development,
the Department identified, through an audit process, twenty-three properties with accessibility issues. The
audits were performed on multi-family housing constructed since 1991. The Department entered into set-
tlement agreements in these cases with the Respondents agreeing to do such things as:
1) replace round doorknobs with lever handles;
2) lower thresholds that are too high;
3) properly add and/or mark accessible parking spaces
4) address absence of or improper placement of curb cuts; and
5) modify sidewalks that are not accessible because they have abrupt changes in level.
ANNUAL REPORT
Judy Giesen
COMMISSIONER CORNER
Last spring my husband, Jim, my friend Gwen, and I invited our associate pastor to dine with us at
a local restaurant. Father Bob was undergoing some health problems which necessitated his use of a
wheelchair.
So, the question was, "Where can we go that is very accessible?" We had three restaurants close to
the church in mind.
We quickly negated two. Why? Because one of the restaurants had a lone, but cumbersome step
leading down into the dining room, a definite obstacle for the wheelchair. One had a steep grade in
the parking lot, which none of us senior citizens wanted to tackle. We chose Appleby's for our busi-
ness because we knew that this restaurant had a completely accessible entrance, wide aisles, and
high enough tables to accommodate the wheelchair.
Twelve years after the implementation of the Americans with Disabilities Act (ADA), Dubuque
still has work to do to make our public places, our churches and our places of entertainment com-
pletely accessible for those using wheelchairs, for the elderly, and for those with temporary special
needs. That's why I'm glad that the nine members of the Human Rights Commission have chosen a
very important goal for 2003-2004: "The Human Rights Commission shall advocate for the quality
of life for all persons with disabilities."
During the next twelve months, a subcommittee of commissioners and interested residents will
work with local businesses as well as transit, to see what reasonable, low-cost things can be done to
improve the entrances, parking lots, aisles, restrooms and other spaces within our public accommo-
dations. These improvements will be another step to ensure that every Dubuque resident will be a
valued member of"everyone's neighborhood." Improvements will be "a welcome mat" for elderly
or disabled tourists who are also eager to come to Dubuque to enjoy our many amenities. Not only
will these efforts be good for our local economy, accessibility for people with disabilities is simply
the fight and friendly thing to do.
Other goals of the Human Rights Commission are also on our list. Three commissioners will organ-
ize a subcommittee addressing the needs of new and diverse residents--many with income strug-
gles-who are moving to Dubuque. We wish to help these newcomers feel welcome, get to know
the city, and become an active and integral part of our community. This outreach may include ser-
vices to families, knowledge of downtown "help" centers such as St. Mark Community Center and
Lantern Center, "know your communitf' workshops and where to go for a good (and free!) walk
along the fiver.
Page 13
ANNUAL REPORT I
Judy Giesen
COMMISSIONER CORNER
In addition, we have three commissioners working on increasing awareness of the gay and lesbian resi-
dents who may have challenges obtaining their rights in employment, education, public accommodation
and housing.
Finally, we have a commissioner who has been in contact with educators regarding the concept of a
peer-driven human rights commission within the school system.
Our commission team is alive with ideas and hopes for the future. We are dedicated to the idea that no
one will be left behind. May all p~sons-- black, white, gay, straight, disabled, elderly and the very
young -- feel that they are members of"everyone's neighborhood," which is our beautiful river city.
ANNUAL REPORT
Penny Ehlinger
COMMISSIONER CORNER
Although I've served on the Commission since January 2003, I feel I've just begun as a commissioner.
Keeping current on the reading material, learning about the investigative process, advocating for those in
need, and being knowledgeable of the city ordinance, have all provided a large learning curve in a short
mount of time. However, after only ten months, I feel strongly that the Commission is moving forward
and accomplishing their purpose and goal.
Originally, I wanted to serve on the Commission to advocate for those who have been victims of illegal
discrimination and to work for human rights. I am finding out that the office and Commission encom-
passes an even broader area of need than I could have ever imagined.
Initially this broad scope seemed overwhelming. However, at a recent goal setting session with the Com-
mission, we narrowed and defined our goals, including the issues of our city's newcomers knowing their
rights, better accessibility for people with disabilities, encouraging high school students to get involved,
and awareness-building regarding sexual orientation. It was an endorsement to know that many of my
priorities were areas/goals shared by other Commissioners.
I am pleased to note that the Dubuque Community has become more diverse in its population over the last
5-10 years. But along with this richness of diversity comes an obligation to enable all people to feel wel-
come and part of our community. It also provides us an opporttmity to educate others, not only in our dif-
ferences but in our sameness. In the past, the Commission has done a great job in this area through their
outreach and programs such as Faces and Voices. I would like to see this dedication to justice continue as
we move closer to achieving our goal "to eliminate discrimination and promote the quality of life for
every resident in the City of Dubuque."
To paraphrase the words of Brother David Steindl-Rast in From the Ashes: "Imagine a country whose
citizens are brave, calm and open toward each other; a country whose people realize that all human be-
ings belong together as one family and must act accordingly; a country guided by common sense." The
work and service of the Dubuque Human Rights Commission might make us closer to that reality.
Page 15
ANNUAL REPORT I
Corine Murray, PBVM
COMMISSIONER CORNER
"The most dangerous thing we do is talk to our neighbors." Robert D. Putman, co-author of Better To-
gether: Restoring the American Community and author of several books including Bowling Alone offers
this insight.
Dubuque -- like many cities in the country -- struggles to safeguard the human rights of all of the
residents, especially the protected classes. The opportunity to serve as a commissioner has been an ongo-
ing educational process about our city, but education is only the beginning. When we as commissioners
create opportunities to talk with residents, listen to their concerns and take action when deemed appropri-
ate and/or necessary, we are contributing to the dialogue that makes this city a better place. The process
can be messy but the mission is clear: eliminate discrimination and promote the quality of life for every
resident in the city of Dubuque.
ANNUAL REPORT
Lou Oswald
COMMISSIONER CORNER
As a member of The Dubuque Human Rights Commission, I have realized the importance of remain-
ing focused. Our mission statement is clear that when we wear the hat of commissioner, we will
"...work to eliminate discrimination and promote the qualit~ olelife [or ever~ resident in the cit~ of
Dubuque. '
While working closely with the Dubuque City Council, city employees and other community lead~rs, I
have found a work ethic and level of enthusiasm that is both admirable and contagious. Our city offi-
cials truly have a genuine belief that together we can help in the vision of eliminating all forms of dis-
crimination in Dubuque, while improving the quality of life for ail citizens.
A major goal of Dubuque is to be a world destination while being recognized as a Masterpiece On The
Mississippi. This will become a reaiity as we all recognize, together in total collaboration, the necessity
to partner as a community to maintain a clear focus on our mission and the goals of the city. Always
forward and never back must become our mantra. We need to believe in Dubuque and we need to be-
lieve in our commurfity leaders.
As a citizen of Dubuque, and a member of the commission, I encourage you to remain involved, stay
positive and maintain a clear focus on om' mission to eliminate discrimination while promoting the
quality of life for every resident in the city of Dubuque. Thank you for this opportunity to be of service
to our community.
Page 17
I ANNUAL
REPORT
Evelyn Jackson
COMMISSIONER CORNER
New members were appointed to the Human Rights Commission in January, and after several meetings
discussing the purpose of the Human Rights Commission, a decision was made to study the ordinance and
become proactive as well as reactive. Listed below are just a few of the activities the commission was in-
volved in this past year:
A family with autistic children came before the commission to communicate the difficulties they
were experiencing in obtaining services for young adults with Autism.
A woman appeared before the commission to convey the difficulties of traveling on public
transportation if you are a person using a wheelchair.
A professor from Loras College spoke to the commission on the science of Sexual Orientation.
Shining Moment Awards were presented to Nick Schadler and Police ChiefKim Wadding during
the Annual Human Rights Corrmfission Banquet at Clarke College.
I, along with another conunissioner, attended the U.S. Department of Housing and Urban
Development sponsored Regional Training Conference in Kansas City.
ANNUAL REPORT I
EDUCATION AND OUTREACH
07/21/02
07/2002
07/24/02
07/2002
07/2002
08/2002
08/2002
08/2002
08/08/02
09/i9/02
09/28/02
Hosted the Iowa Civil Rights Commission speaking engagement with Hispanic residents regarding
housing and employment rights; after mass in coordination w/th Hispanic Ministry. Approximately
75 people attended.
T~e Director was involved with planning police officer recruitment and participated in the inter-
wew process.
The summer Legal Interns conducted a two-hour diversity awareness training for the Dubuque
Boys and Girls Club.
The Director worked with the Housing and Community Development Department to create a rea-
sonable accommodation policy for the Housing and Community Development Department to fol-
low in administering housing voucher programs.
The Director compiled and distributed current and proposed accessibility standards to department
managers for consideration in all construction projects.
The Director worked with the Housing Commission Chairperson to create fair lending guidelines
and accompanying certification that must be signed by lenders who wish to participate in city pro-
grams. The Cc:a-tificatiun was designed to limit abusive lending practices.
The Department contracted with the Disability Management Consulting Group to conduct thirty-
five accessibility audits of new multi-family housing constructed since 1991.
Staff reviewed condominium bylaws and articles for facial violations of the Fair Housing Act.
The Director spoke to the Tri-State Human Resource Association on responding to and investigat-
ing internal allegations of harassment.
The Department co-sponsored, and the Director served on the planning corrardttee for the Undis-
covered Resources Employer Conference and Job Fair. The Central Iowa Center for Independent
Living presented, "Welcome to My World" a disability simulation workshop for human resource
professionals. A job fair was held in the afternoon.
Co-sponsored and served on the planning comnfittee for the Homebuyer Seminar with special em-
phasis on attracting people of color. Worked closely with lenders, NAACP, City Housing, and the
Hispanic Ministry. Topics covered included home buying basics (lenders), avoiding predators
(Human Rights Director), credit (ISU Extension), and affordable housing options (Housing Ser-
vices). There were 30 participants, one-third minohties.
Page 19
ANNUAL REPORT I
EDUCATION AND OUTREACH
09/2002
10/15/02
10/21/02
11/01/02
11/02/02
I 1/02/02
11/03/02
11/2002
I 1/05/02
11/06/02
11/07/02
11/08/02
11/10/02
11/13/02
11/i3/02
Created and distributed a fair housing informational folder for prospective home buyers, which in-
cluded information on home buy/ng basics, avoiding predators, credit issues, and affordable hous-
ing options.
The Director spoke to UD students on human fights in the field of business.
The Director particiPated in a panel discussion at Loras College on "Crimes of Hate: The Reality,
The Reaction, The Recourse."
Gaelic Storm at Five Flags Civic Center as part of Faces & Voices; ethnic food, displays, and danc-
ers as part of the evening.
Film hewing of To Kill a Mockingbird as part of Face & Voices at Clarke College.
The African-American Historical and Cultural Museum of Iowa traveling exhibit was displayed at
the Library.
Irish Tea at Shamrock Imports as part of Faces & Voices.
Citywide reading program~ne Book One Dubuque--To Kill a Mockingbird. Discussion groups
held on November 4,5,9,10,1 i,I2.
Langston Hughes poetry reading at Shalom as part of Faces & Voices.
UNI workshop on immigrants in the workplace from 11:30--1:30 at Midway; Balalaika EnsembeI
at noon at NICC, "About Face" performance on gay fights issues at 7:00 p.m. Loras College, ail as
part of Faces & Voices.
Two Poverty Simulation workshops were held as part of Faces & Voices.
International Festival at Loras College for grade K-12--Faces & Voices event.
International Fair at Clarke College-- Part of Faces & Voices
Darryl Taylor evening performance at the Grand--Part of Faces & Voices
Commissioner Corine Murray, in conjunction with the Sisters of the Presentation, opened the Lan-
tern Center - a neighborhood resource center offering advocacy, referral, tutoring, computer re-
sources, and ESL courses. Ongoing work includes collaboration with the Lantern Center on a pro-
gram to assist new residents in finding housing and other services when they move into Dubuque
from other areas.
11/I6/02 NAACP Banquet
I ANNUAL
REPORT
EDUCATION AND OUTREACH
11/19/02
12/10/02
01/20/03
01/21/03
02/06/03
02/12/03
03/i 1/03
03/6-14/03
04/03/03
04/12/03
04/15/03
04/18/03
04/2003
06/04/03
06/23/03
Gao Hong at Clarke College--Part of Faces & Voices
A Commissioner spoke to two classes at Wahlert High School on human rights issues and the func-
tions of the Human Rights Office.
The Director served on the planning committee for the Dr. Martin Luther King Jr. Breakfast and
community events.
A Commissioner spoke at the University of Dubuque on the spirituality of Dr. Martin Luther King,
Jr.
A Commissioner spoke to two education classes at Loras College on d/versity in the classroom.
A Commissioner spoke to staff (40) at Loras College on issues of women in the workplace, specifi-
cally focusing on sexual harassment.
A Comm/ssioner spoke to a Boy Scout troop at Holy Ghost on civil rights issues.
The Director conducted civil rights training form all police officers and firefighters.
A Comm/ssioner spoke to staff/residents at the Maria House on sexual orientation.
The Director presented a segment on Fair Housing during the Crime-Free Multi-Housing Confer-
City Expo - Distributed Fair Housing promotional items and information to approximately 2,500
Dubuque residents.
The Director gave a presentation on Human Rights in Dubuque to the Chamber's Leadership Du-
buque Class.
City Council proclamation, billboards and bus signs recognizing Fair Housing Month.
A commissioner judged a gender equity poster contest at Central Alternative High School.
The Director spoke to employees of the Scenic Valley Area VI~ Agency on Ag/ng on general non-
discrimination.
Page 21
ANNUAL REPORT I
DUBUQUE DISPUTE RESOLUTION
CENTER MEMBERS
Chris Gorrell*
Harry Neustadt*
Dana Kisting
Michael Whalen
Thom Determan*
Colleen Hanson
Thea Bach
Dorothy Culbertson
Anthony Allen*
Hiram Melendez*
Roger Maiers*
Ruby Sutton*
Judi Can'
Sr. Francine Quillin
* Denotes member of DDRC Advisory Board
MONTHLY STATISTICAL REPORT
Mediation declined at intake stage:
Resolved prior to mediation:
Actual mediations held:
Successful:
Unsuccessful:
Number of intakes received:
JASONDJFMAMJT
U U E C O E A E A P A U O
L G P T V C ,N B R R y N T
YUTOEEURCI EA
SEBMMAUHL L
02TMEBBRA 03
B!REEYR
E RR Y
R
1111 2 i 8419
13 1 5
1 1 1 1 4
1 1 1 1 4
1224113 118529
Number of truancy mediations held: 68
ANNUAL REPORT
ORGANIZATIONAL CHART
Corporation Counsel
Library
Assistant City Manager ·
Personnel Manager ·
City Clerk
Airport
~ublic Information Officer
~Neighborhood Development
I
Administrative
Services
Manager
Cable TV
Emergency
Management
Emergency
Communications
Building Economic Finance Fire Health Housing Human
Services Development Department Department Services & Community Rights
Department Department Development Department
Department
Transit
Parking
System
Operations & Planning Police Public Works Water Water
Maintenance Services Department Department Department Pollution
Department Department Control
Engineering Deparment
Information Leisure
Services Services
Department Department
Civil Center
Park
Recreation
Page 23
ANNUAL REPORT I
COMPLAINT PROCESSES AT A GLANCE
A complaint is filed when a person feels that he/she is the victim of unlawful discrimination. A complainant
may file a complaint with the Human Rights Department within 180 days of the alleged discriminatory act. Any
of the Department's staff can perform the intake interview establishing that the Department has authority in the
matter (iurisdiction and gathering the necessary information about the alleged act, such as time, place, the per-
son(s) involved, and the details of the act.) Note that the complainant has the right to withdraw the complaint at
any time.
A respondent is notified once jurisdiction is established and intake is complete.
A conciliation conference is encouraged at this time because it offers all parties the possibility ora speedy and
satisfactory resolution. If conciliation fails, the Director begins an investigation.
An investigation can include field investigations, site v/sits, interviews with witnesses, documentation exam/na-
tion, and face-to-face meetings with both the complainant and the respondent to discuss the complaint and
gather facts.
Probable cause is determined at the end of the investigation by an administrative law judge (ALJ). If the facts/
evidence support the charge, a determination of probable cause is issued. If the evidence does not support the
charge, a determination of no probable cause (NPC) is issued and the case is then dismissed. The complainant
can request to reopen the case if he/she feels the NPC is in error.
A post probable cause conciliation is undertaken to try and bring the complainant and the respondent to a mutu-
ally agreeable arrangement saving all the parties time, and possibly, legal fees.
The pre-hearing review is intended to determine whether or not the case needs to proceed to public heating.
The public hearing is presided over by an administrative law judge. At the hearing, the complainant is often
represented by private counsel. The respondent is often represented by private counsel. The attorneys present
the facts of the case to the administrative law judge. The City Solicitor represents the public interest.
The full commission reviews the recommended order and the record of the hearing. If the commission finds that
discrimination has not occurred, the case is dismissed, but if the finding is that discrimination has occurred, the
respondent is ordered to take appropriate action to redress the effects of the discrimination. The Commission
may order employment, promotion, raise, back pay, letter of reference, housing, credit, formal apology, a
change in the respondent's policies, and cash awards in compensation for humiliation, suffering, and mental an-
guish. Both the complainant and the respondent can appeal the commission's order within 30 days to the courts.
ANNUAL REPORT
COMPLAINT PROCESS AT A GLANCE
Intake Interview
A Complaint is Filed
(Must be within 180 days of the
alleged unlawful act
Respondent is Notified
(The person or ~ntity whose action is the
subject of the complaint)
Mediation Conference
(If agreed to by both parties)
If Unsuccessfat
Investigation
Determination
Probable Cause
Post Probable Cause Conciliation Effort
(Conducted by the Deparlrnent)
If Unsuccessful
Pre-Hearing Review
Public Hearing
(Held before an Administrative Law Judge)
Recommended Order
(Prepared and sent to the full conuff~ssion)
Complainant has 30 days to request judicial
review
2 Complainant or Respondent can appeal
the decision to the D/strict Court w/thin
30 days.
If Successful
onAgre~
No Probable Cause
(Case dismissed
If Successful
~tion Agr~
CommSssion's Order Al[ar Hearing
(No discrim/nation found~case dismissed
OR
Discrimination found--corrective action ordered)
[ C°urt Appeal2 [