Human Rights Commission FY2012 Annual ReportTHE CITY OF
Dui
Masterpiece on the Mississippi
TO: The Honorable Mayor and City Council Members
FROM: Michael C. Van Milligen, City Manager
SUBJECT: Human Rights Commission's Fiscal Year 2012 Annual Report
DATE: January 15, 2013
Dubuque
kital
All- America City
II 111!
2012
Human Rights Director Kelly Larson is transmitting the Human Rights Commission's
Fiscal Year 2012 Annual Report.
Michael C. Van Milligen
MCVM:jh
Attachment
cc: Barry Lindahl, City Attorney
Cindy Steinhauser, Assistant City Manager
Teri Goodmann, Assistant City Manager
Kelly Larson, Human Rights Director
THE CITY OF
Dui
Masterpiece on the Mississippi
TO: Michael Van Milligen, City Manager
FROM: Kelly Larson, Human Rights Director
DATE: January 10, 2013
SUBJECT: Human Rights Commission's FY2012 Annual Report
INTRODUCTION
Attached please find the Human Rights Commission's FY2012 Annual Report.
Dubuque
kit
AU- America City
11 1111
2007
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 past and continued support of its
endeavors.
Prepared by:
Kelly Larson, Human Rights Director
The City of Dubuque
fluman Rights Department
The National League of Cities' National black Caucus of Local Elected Officials
awarded the City of Dubuque second -Place honors in its zo1 z City Cultural Diversity Awards
Annual reroance Keport
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Masterpiece on the Mississippi
Human Rights Department
City Hall Annex
1300 Main Street
Dubuque, Iowa 52001 -4732
563-589 -4190 office
563 - 690 -6691 fax
563 - 589 -4193 TTY
humanrgt@cityofdubuque.org
Dubuque
bad
'111'
2007
Honorable Mayor and City Council:
THE CITY OF
DUB
Masterpiece on the Mississippi
December 20, 2012
I am pleased to present you with this year's annual report highlighting our continued efforts to
reap the benefits of diversity, build a sense of community, and work with institutions throughout
the community to address issues affecting equality of opportunity.
While many challenges continue to face us, we were encouraged this year to receive
recognition for some of the progress the community has made, and the innovative approaches
we are taking to address concerns related to equity and inclusion in Dubuque. In March 2012,
the City of Dubuque was honored with a second place Cultural Diversity Award from the
National League of Cities' National Black Caucus of Local Elected Officials for our work with
community resource groups, the police- community dialogue on race, and the Intercultural
Competence Initiative.
We are happy to report continued progress toward implementation of Safe Community Task
Force recommendations. During FY2012, the Human Rights Department implemented the
following Task Force recommendations: 1) periodic intercultural competence training for City
staff, City Board and Commission member and the general public; 2) creating an Intercultural
Ambassadors group; and 3) encouraging a meaningful intercultural competence program for
schools through staff education and partnering with the University of Dubuque to infuse an
intercultural approach into the curriculum in the Teacher Education Department. Our
Intercultural Ambassador group consists of graduates from a multi -day Intercultural Leadership
Workshop, as well as the members of intercultural teams in three institutions that completed
development work with us during the year. This year our intercultural work reached over 1,200
people.
On the workforce development front, staff collected data for a five year progress report,
administered the Intercultural Development Inventory to leadership and reporting out the results,
facilitated community and employee focus groups, and gathered feedback from management
team. New team members were recruited, oriented and trained, and the committees continued
to provide regular intercultural tips at management team and in the employee newsletter. New
trainers from the Police Department piloted a communications course for new recruits
integrating intercultural skills. Front line staff was trained on use of the Language Line and a
community member was sponsored to attend the Interpretation and Translation Certificate
Program in Des Moines in order to have a local resident on the State roster for Spanish
interpreters. We continue support the Police Department in changes to the recruitment process,
including incorporating community member assistance and an essay to assess interpersonal
and intercultural skills, expanding recruitment visits to college campuses, and developing
Community Resource Officer internships as a feeder program toward hiring.
Out in the community, our work with community resource groups this year reached over 650
people. The LGBTQ Youth Network was expanded through outreach to local high schools and
colleges, and the youth selected project for the year was participation in Art Gumbo. The
Hispanic Community Group partnered with the Multicultural Family Center to host a Cinco de
Mayo celebration and also met with various City Departments and community organizations to
clarify policies and address concerns, The Black Men Coalition worked with the Community
Foundation of Greater Dubuque, the Dubuque Community Y, and the Dubuque Community
School District to host community workshops and training of mentors through the Dare to Be
King program, and then proceeded to mentor high school aged youth.
Finally, this past fiscal year, the City Council approved adding the position of Community
Engagement Coordinator to our department. This position will focus on strengthening
interactions between residents and government, while developing partnerships that support
volunteer and community events with a particular focus on bringing people together across
differences, and providing residents the opportunity to contribute to the community in ways
meaningful to them.
As always, thank you for all you do to support the work our office does each day to contribute
toward reaching the City Council's vision of a sustainable, inclusive community filled with
engaged citizens.
Respectfully submitted
y64007---)
Kelly Larson
Human Rights Director
2
DUBUQUE HUMAN RIGHTS DEPARTIVENT
FY12 ANNUAL PERFORMANCE REPORT
Human Rights Commissioners
Anthony Alien, Chairperson
Mitzi Krey
Judie Root
Andrea Beacham
Regine Ronek
Kurt Hansen
R.R.S. Stewart
Miguel Jackson
Mike Elliott
Administrative Staff
From top center clockwise: Kelly Larson, Director; Carol Spinoso,
Intake Specialist; Molly Menster, Nom an Relations Speciaist
Andre Lesse ars, Training & Workforce De velopmen t Coordin ator;
and Mkda Pavelid, Community En gage rne nt Coordin ator
Departm ent Mission /G oal:
To enforce the local human rights law and to foster a safe, just, and inclusive community in
which. 1) differences are recognized as valuable resources, 2)the economic benefits of a
diverse workforce are realized, and 3) systems exist that allow people to engage and reach their
full potential as contributing members of the community. The Department also assists in
carrying out this mission with employees in the City organization itself.
3
Department Activities & Focus Areas
The Human Rights Department has five primary activities and they are listed as follows:
1. Training & Workforce Development: The Department works to develop institutions
that are equitable and inclusive, both within the City organization and out in the
community. The Department coordinates the City's Intercultural Competence Initiative
and employee involvement teams and works with individuals and organizations on
workforce recruitment and retention.
2. Equity & Inclusion: The Department studies the existence and causes of conflict and
inequality of opportunity, and attempts to find resolutions. The Department engages in
education and activities to promote legal, civil and respectful behavior that will tend to
prevent discrimination, improve understanding, and reduce tensions between groups.
This activity includes community outreach to provide support for traditionally
marginalized cultural groups in the community. Included in this activity is the
development of community resource groups, opportunities for interaction and dialogue,
and partnerships on cultural celebrations and educational events,
3. Community Engagement: The Department works with individuals and groups on
programs and activities designed to prevent tensions between groups and to foster
collaboration. This activity includes community outreach to increase bridging social
capital among residents through volunteer and community events that have a particular
focus on bringing people together across differences and providing residents the
opportunity to contribute to the community in ways meaningful to them. This activity also
focuses on strengthening interactions between residents and government
4. Enforcement: The Department provides intake counseling, mediates discrimination
complaints, and forwards complaints that are not mediated to the Legal Department for a
determination of the legal merits of the complaint.
5. Community Activities /Partnerships /Outreach: Under this Activity city staff
participates in local, regional or national efforts that advance the City's mission
statement and City Council priorities. Included in this category is City staff participation
in Every Child /Every Promise, Project Hope, Dubuque Works, Dubuque 2 and other
private or non - profit initiatives.
6. Staff Development: The Department encourages ongoing staff development to remain
abreast of legal developments and innovative approaches to creating equality of
opportunity. Under this Activity staff participates in learning activities that provide one or
more of the following benefits: continuing education credits for their field of expertise;
best management practices for their specialization or provide education on a topic that is
a City Council priority. Also included in this category is staff development in Intercultural
Competency and Sustainability initiatives.
4
Past Performance and Events
On August 16, 2010, the City Council approved reorganization of the Human Rights
Department based on the Safe Community Task Force recommendation to make human
relations efforts a priority throughout the community. The Task Force recommended
city -wide efforts to: 1) increase tolerance and mutual understanding among the diverse
segments of the population, and 2) adopt educational initiatives that foster community
solidarity and global citizenship. Other recommendations related to building
relationships amongst residents, engaging residents as volunteers, and connecting with
new residents. In addition, the SCTF commissioned a 2010 Study on Crime and Poverty
from the Northern Illinois University Center for Governmental Studies (NIU), seeking
recommendations on research -based methods for crime prevention and community
safety. Portions of the study and associated literature, along with the presentation
provided by the study authors, emphasized the need for stronger social capital and
social networks amongst residents, less social distancing across groups, and a stronger
sense of community for all members of our population. Finally, the study itself
evidenced a disconnect between resident perception and factual reality in terms of crime
statistics, emphasizing a need for continued communication between City staff and
residents.
The reorganization permits staff to focus on conflict management, intercultural
competence, and community engagement towards the goal of creating an inclusive
community where people of all backgrounds can live productively and contribute. The
Department's work supports the social /cultural vibrancy goals of Sustainable Dubuque.
In 2012, the National League of Cities National Black Caucus of Local Elected Officials
awarded the City of Dubuque a second place Cultural Diversity Award for the community
resource groups, police - community dialogue on race, and the Intercultural Competence
Initiative.
Activity: Training & Workforce Development
Initiative: Intercultural Competence Initiative with Community Organizations
Brief description of partnership: This project involves the Human Rights Department's
efforts to partner with organizations throughout the community, with a particular focus on
building the capacity of new and existing intercultural teams within organizations. The
long term vision is that we will have teams of people in various organizations and
businesses throughout the community who are familiar with intercultural issues, are
leading intercultural efforts, and are in contact with one another to share best practices
and work together to address issues of inclusion and equal opportunity in the
community.
Update on current status: The Department has completed development of intercultural
teams in three non - profit organizations: Riverview Center, Hillcrest Family Services, and
Goodwill Industries. In addition, the Department is partially through the creation of a
team with a private business: Body & Soul Wellness Center. The Department has
offered trainings to various organizations, has offered two Intercultural Leadership
Workshops, and has created an Intercultural Ambassador group from amongst alumni.
This work has reached over 1,200 people this year.
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Residents found our training sessions to be effective and useful, giving us an average rating
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Initiative: Intercultural Competence Initiative with City Staff
Brief description of partnership: This project is coordinated by the City of Dubuque's
Steering and Training teams. The Human Rights Department staff members occupy
leadership roles on both teams and guide the efforts.
Update on current status: The Training team offered 10.5 hours of Foundations of
Intercultural Competence and Intercultural Conflict Styles training to City staff hired in the
past year, and met regularly to further develop training skills and future sessions. Mini -tip
sessions related to religious pluralism and prevention of harassment and bullying were
offered to staff. Human Rights staff also offered 5 hours of foundational intercultural
competence training to City Board and Commission members in September and again in
April. Staff collected data for a five year progress report, including administering the
Intercultural Development Inventory to leadership and reporting out the results, facilitating
community and employee focus groups, and gathering feedback from management team.
IDI administrators provided one -on -one feedback of IDI results to employees. New members
were recruited, oriented and trained, and the committees continued to provide regular
intercultural tips at management team and in the employee newsletter. New trainers from
the Police Department created a communications course for new recruits integrating
intercultural skills. Front line staff was trained on use of the Language Line and a
community member was sponsored to attend the Interpretation and Translation Certificate
Program in Des Moines in order to have a local resident on the State roster for Spanish
interpreters.
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Initiative: Workforce Development
Brief description of partnership: This activity describes the Human Rights Department's
partnerships with several departments and organizations on workforce development issues both
internally for the City and in the community as a whole.
Update on current status: The Department instituted a coaching pilot project to assist
managers through the hiring process and continued to work with the Police Department to
develop changes to the recruitment process, including incorporating community member
assistance and an essay to assess interpersonal and intercultural skills, offering interviews
based on the full picture of candidates' qualifications (rather than test scores alone), and
expanding recruitment visits to college campuses. The Department worked with local colleges
on career readiness training for youth, instituted employee engagement teams in two pilot
departments, and began conducting exit interviews. The Department also worked with the City
Manager's office to create a plan for employee engagement, re- structure Leadership Team, and
pilot the engagement process with the Building Services Department. The Department also
created an engagement team in the Planning Department to develop an intercultural strategy for
the department around recruitment, retention, and outreach to traditionally marginalized cultural
groups in the community.
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Activity: Equity & Inclusion
Initiative: Community Resource Groups
Brief description of partnership: These are groups of community members from minority
cultural groups who are seeking culture specific support and resources, and who are seeking to
better connect with one another and the community as a whole. They include the LGBTQ youth
group, the Black Men's Coalition, and the Hispanic Community Group.
Update on current status: Each group is responsible for defining its needs. Our work with
community resource groups this year reached over 650 people. The LGBTQ Youth Network
was expanded through outreach to local high schools and colleges, and the youth selected
project for the year was participation in Art Gumbo. The Hispanic Community Group partnered
with the Multicultural Family Center to host a Cinco de Mayo celebration and also met with
various City Departments and community organizations to clarify policies and address concerns,
The Black Men Coalition worked with the Community Foundation of Greater Dubuque, the
Dubuque Community Y, and the Dubuque Community School District to host community
7
workshops and training of mentors through the Dare to Be King program, and then proceeded to
mentor high school aged youth.
Initiative: Police- Community Dialogue on Race
Brief description of partnership: This is a partnership between Human Rights staff, African
American community members and police officers, designed to facilitate dialogue around police -
community relations.
Update on current status: African American community members and police officers are
recruited to participate in five to seven, two hour orientation sessions relationship building
activities, intercultural competency materials, identifying the most common areas of conflict and
miscommunication between police officers and African- American community members, and
having dialogue around each of these areas of conflict and miscommunication. We have
facilitated two mixed groups of officers and community members through these sessions, and
have begun work with a third group.
Initiative: Speakers' Bureau
Brief description of partnership: This is a partnership between Human Rights Staff, the
Presentation Lantern Center International Speakers' Bureau, and numerous community
volunteers.
Update on current status: Working with community volunteers and independent partner
organizations, we opened the doors for dialogue through 31 Speakers' Bureau presentations
highlighting individual experiences of race, sexual orientation, or national origin in our
community, reaching more than 800 people. The national origin engagements were referred to
our partners at the Presentation Lantern Center, the International Speakers Bureau.
Initiative: Faces & Voices
Brief description of partnership: Faces & Voices is a community group that plans the annual
Dr. King Tribute Days and also coordinates with sponsors of other diversity events in the
community.
Update on current status: The Dr. King Tribute Days this year featured Arthur Woodard, Jr.
and Jim Wuelfing, who speak on Racism of the Well - Intended. Faces & voices also: 1) hosted
an evening program, and 2) partnered with the local NAACP event including a march, speaker,
and awards ceremony for student winners of the Dr. King Multi -Media Tribute Contest.
Additional events sponsored by faces & voices this year included Cinco de Mayo and the
Marshallese Independence Day.
Initiative: Dubuque Dispute Resolution Center
Brief description of partnership: The Dubuque Dispute Resolution Center consists of trained
community volunteer mediators, whose work to resolve neighborhood related disputes is
coordinated through the Human Rights Department.
Update on current status: This year, the DDRC handled 23 intakes and conducted two
neighborhood related mediations.
Activity: Community Engagement
Beginning in June, 2012, the Human Rights Department expanded its' community engagement
focus in response to recommendations from the Safe Community Task Force premised in part on
research in the Northern Illinois University Center for Governmental Studies 2010 Report on
Crime and Poverty in Dubuque. This activity includes the work of the Volunteer Generation Fund
AmeriCorps VISTA member, as well as the work that will be conducted under the newly created
position of Community Engagement Coordinator, which was filled in July 2012. Performance
8
measures for this position are in the process of being developed, and most activities will not be
sufficiently underway for reporting until next year.
Initiative: Volunteer Dubuque!
Brief description of partnership: This partnership to develop a collaborative and high impact
approach to using volunteering as a strategy began in the Leisure Services Department with an
AmeriCorps VISTA member funded through the State of Iowa Volunteer Generation Fund. The
initiative was transferred to the Human Rights Department in June 2012.
Update on current status: During the first quarter of fiscal year 2012, 418 new volunteers
have been recruited, logging 150 hours. 300 volunteers engaged in a letter writing campaign for
the Veteran's Freedom Fund Center as part of the 9/11 Day of Service. A $1,500 grant has
been obtained to fund Make a Difference Day activities in the community in October, and a
$48,000 grant has been obtained to support a collaborative effort to create a volunteer center in
Dubuque. This collaborative effort will help us to leverage volunteers in response to several
recommendations of the Safe Community Task Force.
Staff and Commission members also partnered with other organizations to host various
community events, including a , a joint public forum with the Transit, Housing and Human Rights
Commissions, Taste of the World, MLK Celebration activities, Juneteenth, Dare To Be King,
Cinco De Mayo and City Expo.
Activity: Enforcement
In FY2012, a total of 391 requests for assistance or information were serviced. Twenty- six of
those inquiries resulted in a formal case filing and twenty -three cases were processed and
closed.
Disposition of Closed Complaints in
2012
u Administrative Closure
L1 Referred to ICRC
No Probable Cause
u Settlement /Mediation
9
CASELOAD SUMMARY
The majority of the cases filed were in the area of employment. In fact, 77% of the 26
cases filed in FY12 were in the area of employment. The area of public accommodation
accounted for 11% of the total cases filed, housing accounted for 8 %, and education
4 %. This breakdown reveals that employment continues to comprise the largest share
of the breakdown as in past years, though we have seen some increase in public
accommodation cases.
2012 Case Breakdown by Area
• Employment • Housing Public Accommodation • Education
Disability and sex claims encompassed the greatest shares of the 26 cases filed in
fiscal year 2012, followed by race, retaliation, national origin, sexual orientation, age
and religion.
Breakdown by Bases
• Disability
• Age
— Sex
• Race
• Retaliation
• National Origin
• Sexual Orientation
• Religion
Cases fried in one area (i.e. employment) may have alleged discrimination on one or more bases (i.e. disability and
age); therefore the total by bases may be greater than the number of cases by area.
10
FY12 Performance Results
CASELOAD STATISTICAL DATA
Breakdown of Cases into Area and Basis of Discrimination
Area FY20I0 FY20II FY20I2
Employment 31 14 20
Disability 7 5 5
Sex 9 3 9
Race 4 5 4
Age 5 5 I
National Origin 3 I I
Retaliation I 3 2
Gender Identity I 0 0
Sexual Orientation 3 0 I
Public Accommodation 5 4 3
Disability I I 2
Sex 0 0 0
Race 0 I 0
Religion 0 0 0
National Origin 0 0 I
Gender Identity 3 3 0
Sexual Orientation I I 0
Housing 4 3 2
Disability 0 2 I
Sex 2 I 0
Race 0 I 0
Age 0 0 0
National Origin 0 0 0
Familial Status I 0 0
Retaliation I 0 0
Religion 0 0 I
Education 0 0 I
Disability 0 0 I
Sex 0 0 0
National Origin 0 0 0
Race 0 0 0
TOTAL CASES FILED 40 21 26
Cases filed in one area (i.e. employment) may have alleged discrimination on one or more bases (i.e. disability and
age); therefore the total by bases may be greater than the number of cases by area.
11
Activity: Community Activities /Partnerships /Outreach
Initiative: Safe Community Task Force and Safe Community Advisory Committee
Brief description of partnership: The Human Rights Director served as the initial facilitator of
the Safe Community Task force, a diverse group of residents who came together to discuss
community safety concerns. The Director also serves as staff support to the Safe Community
Advisory Committee, established to oversee implementation of the Task Force
recommendations.
Update on current status: During FY2012, the Human Rights Department implemented the
following Task Force recommendations: 1) periodic intercultural competence training to City
staff, City Board and Commission member and the general public; 2) creating an Intercultural
Ambassadors group; 3) encouraging a meaningful intercultural competence program for schools
through staff education and working with the University of Dubuque to infuse an intercultural
approach into the curriculum in the Teacher Education Department.
Initiative: Multicultural Family Center
Brief description of partnership: The City recognizes the Multicultural Family Center,
previously operating under the Iowa State University Extension office, as critical to empowering
neighborhood residents and building unity through diversity, and various City departments have
partnered to increase the capacity of the Center.
Update on current status: The Director sits on the Board of Directors for the Center. Staff has
assisted with fundraising, office support, and various events throughout the year, including
Juneteenth, Taste of the World, Halloween, Cinco de Mayo, Mexican Folkloric Dance, and
providing occasional mini - trainings on intercultural competence.
Activity: Professional Development
• Staff attended 144 hours of professional development training this year, with attendance at
the U.S., Department of Housing & Urban Development Policy Conference, Summer Institute
of Intercultural Communication, Midwest Culturally Inclusive Conference, Growing
Sustainable Communities Conference, and the Chamber Diversity Conference. Staff
remained abreast of case law developments by reviewing the BNA Fair Employment Reports,
the Iowa Employment Law Letter, the ADA Compliance Guide, Fair Housing Coach
Newsletters, and the Fair Housing /Fair Lending Reporter.
• The Director, Human Relations Specialist, and Training and Workforce Development
Coordinator attended the Summer Institute on Intercultural Communication.
• The Director, Human Relations Specialist and Training and Workforce Development
Coordinator presented at the 2011 Midwest Culturally Inclusive Conference, and attended the
Growing Sustainable Communities Conference and the Chamber Diversity Summit.
12
THE COMPLAINT PROCESS
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 300 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 (jurisdiction and gathering the
necessary information about the alleged act, such as time, place, the person 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 mediation conference is encouraged at this time because it offers all parties the possibility of
a speedy and satisfactory resolution. If mediation fails, the Director or Human Relations
Specialist begins an investigation.
An investigation can include field investigations, site visits, interviews with witnesses,
documentation examination, 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 mutually agreeable arrangement saving all the parties time, and possibly, legal
fees.
When conciliation is unsuccessful the complaint proceeds to a pre- hearing review.
When a case goes to public hearing, it 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
anguish. Both the complainant and the respondent can appeal the Commission's order within
30 days to district court.
13
COMPLAINT PROCESS AT A GLANCE
Intake Interview
A Complaint is Filed
(Must be within 300 days of the alleged unlawful act)
Respondent is Notified (The person or entity
whose action is the subject of the complaint)
Mediation Conference
(If agreed to by both parties)
•
If Unsuccessful
•
Investigation
Determination
•
Post Probable Cause Conciliation Effort
(Conducted by the Department)
•
If Unsuccessful
•
Pre - Hearing Review
•
Public Hearing
•
Recommended Order
1 Complainant has 30 days to request judicial review
2 In a fair housing case the Complainant may elect to
commence a civil action in court.
3Complainant or Respondent can appeal the decision
to the District Court within 30 days.
O. If Successful ►
► No Probable Cause ►
(Case dismissed)
► If Successful ►
►
Commission's Order After Hearing
(No discrimination found —case dismissed
OR
Discrimination found — corrective action ordered)
•
Court Appeal 3
14
D•U•B•U•Q•U•E
1Qmr."1
HUMAN RIGHTS
COMMISSION
CITY OF DUBUQUE
HUMAN RIGHTS DEPARTMENT
1300 MAIN STREET
DUBUQUE, IA 52001
563-589-4190
Visit us on the web
www.cityofdubuque.org
SUSTAINABLE
DUBUQUE
viable • livable • equitable