{"id":28719,"date":"2017-08-11T00:07:47","date_gmt":"2017-08-11T00:07:47","guid":{"rendered":"http:\/\/www.miamibeachfl.gov\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/discrimination-complaint-procedure\/"},"modified":"2026-03-02T17:15:01","modified_gmt":"2026-03-02T22:15:01","slug":"discrimination-complaint-procedure","status":"publish","type":"page","link":"https:\/\/www.miamibeachfl.gov\/fr\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/discrimination-complaint-procedure\/","title":{"rendered":"Proc\u00e9dure de plainte pour discrimination"},"content":{"rendered":"<img decoding=\"async\" src=\"https:\/\/www.miamibeachfl.gov\/wp-content\/uploads\/2022\/07\/hero-small.jpg\" alt=\"ocean drive art deco buildings\" itemprop=\"image\" height=\"211\" width=\"2395\" title=\"petit h\u00e9ros\" onerror=\"this.style.display='none'\" loading=\"lazy\" \/>\n<h1>\n\t\t\tProc\u00e9dure de plainte pour discrimination\t<\/h1>\n\t<nav id=\"breadcrumbs\" aria-label=\"Fil d&#039;Ariane\"><a href=\"https:\/\/www.miamibeachfl.gov\/fr\/\">Maison<\/a> &gt; <a href=\"https:\/\/www.miamibeachfl.gov\/fr\/city-hall\/\">l&#039;h\u00f4tel de ville<\/a> &gt; <a href=\"https:\/\/www.miamibeachfl.gov\/fr\/city-hall\/human-resources\/\">Ressources humaines<\/a> &gt; <a href=\"https:\/\/www.miamibeachfl.gov\/fr\/city-hall\/human-resources\/employee-labor-relations\/\">Relations avec les employ\u00e9s et le travail<\/a> &gt; <a href=\"https:\/\/www.miamibeachfl.gov\/fr\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/\">R\u00e9pertoire des politiques<\/a> &gt; <strong>Proc\u00e9dure de plainte pour discrimination<\/strong><\/nav>\n\t<h3><strong>D\u00c9P\u00d4T D&#039;UNE PLAINTE POUR DISCRIMINATION<\/strong><\/h3>\nTout citoyen, employ\u00e9 ou candidat \u00e0 un emploi qui estime avoir \u00e9t\u00e9 victime de discrimination dans le cadre de ses relations avec la Ville, de sa candidature, de son emploi ou de ses conditions d&#039;emploi en raison de sa race, de sa religion, de sa couleur de peau, de son sexe, de son origine nationale, de son \u00e2ge, de son handicap, de son statut d&#039;ancien combattant, de son orientation sexuelle ou de toute autre caract\u00e9ristique prot\u00e9g\u00e9e non li\u00e9e \u00e0 l&#039;emploi, peut d\u00e9poser une plainte aupr\u00e8s de la Division des relations de travail et des employ\u00e9s du D\u00e9partement des ressources humaines. Tout employ\u00e9 inform\u00e9 d&#039;un comportement discriminatoire ill\u00e9gal a l&#039;obligation de le signaler \u00e0 la Division des relations de travail et des employ\u00e9s au 305.673.7524.<br \/>\nLes Ressources humaines enqu\u00eatent et examinent les plaintes, d\u00e9terminent si un acte de discrimination ill\u00e9gale a \u00e9t\u00e9 commis et recommandent les mesures appropri\u00e9es au directeur municipal ou \u00e0 son repr\u00e9sentant. Lorsqu&#039;un employ\u00e9 se plaint d&#039;un comportement discriminatoire ill\u00e9gal et demande le silence, le responsable ou le superviseur doit l&#039;informer de sa responsabilit\u00e9 de signaler la plainte \u00e0 sa hi\u00e9rarchie ou aux Ressources humaines. Les plaintes doivent rester confidentielles dans la mesure du possible, mais ne peuvent \u00eatre dissimul\u00e9es aux personnes en mesure d&#039;enqu\u00eater et de prendre les mesures correctives n\u00e9cessaires.<br \/>\nLes responsables et les superviseurs sont tenus responsables de la promptitude avec laquelle ils prennent les mesures pr\u00e9ventives, correctives et correctives n\u00e9cessaires. Les personnes en position d&#039;autorit\u00e9 doivent tout mettre en \u0153uvre pour \u00e9viter toute action d\u00e9favorable \u00e0 l&#039;encontre du plaignant ou toute autre mesure susceptible d&#039;\u00eatre per\u00e7ue comme des repr\u00e9sailles par une partie.<br \/>\n<strong>PROC\u00c9DURE<\/strong>:\n<ul>\n<li>Un plaignant (membre du public, employ\u00e9 ou demandeur) doit contacter le Service des relations de travail et des employ\u00e9s, son gestionnaire ou son superviseur et indiquer la nature de sa r\u00e9clamation.<\/li>\n<li>Si la plainte est d\u00e9pos\u00e9e directement aupr\u00e8s du directeur du service, le gestionnaire ou le superviseur dispose de 10 jours ouvrables pour r\u00e9soudre la plainte au sein du service et signaler la nature de la plainte et les mesures ult\u00e9rieures aux relations de travail et aux employ\u00e9s.<\/li>\n<li>La Division des relations de travail et des employ\u00e9s m\u00e8nera \u00e0 bien ses enqu\u00eates avec diligence. Le directeur du service, ou son repr\u00e9sentant, sera officiellement inform\u00e9 de la nature de la plainte et du d\u00e9roulement de la proc\u00e9dure d&#039;enqu\u00eate. Le directeur du service, son adjoint ou le directeur de division participera \u00e0 l&#039;enqu\u00eate, sauf s&#039;il est lui-m\u00eame vis\u00e9 par la plainte.<\/li>\n<li>L&#039;enqu\u00eate doit aboutir \u00e0 la conclusion qu&#039;il existe un motif raisonnable ou qu&#039;il n&#039;y a aucun motif de croire \u00e0 une discrimination ill\u00e9gale. Une conciliation informelle doit \u00eatre offerte \u00e0 toutes les parties concern\u00e9es.<\/li>\n<li>Le directeur du service des ressources humaines transmet les conclusions et recommandations au directeur du service concern\u00e9 ou au directeur municipal adjoint si le directeur du service fait l\u2019objet de la plainte.<\/li>\n<li>Si le probl\u00e8me ne peut \u00eatre r\u00e9solu \u00e0 la satisfaction de toutes les parties, le directeur des ressources humaines et\/ou le directeur adjoint demanderont conseil aux directeurs adjoints municipaux et au directeur municipal concern\u00e9s.<\/li>\n<li>Le plaignant sera inform\u00e9 par \u00e9crit du r\u00e9sultat de l\u2019enqu\u00eate et sera invit\u00e9 \u00e0 rencontrer l\u2019\u00e9quipe des relations de travail et des employ\u00e9s pour examiner et discuter du contenu du dossier.<\/li>\n<li>Bien que la Ville de Miami Beach s&#039;engage \u00e0 traiter les plaintes pour discrimination ill\u00e9gale en interne, il est illusoire de s&#039;attendre \u00e0 ce que chaque plaignant soit satisfait de l&#039;enqu\u00eate et de la r\u00e9solution de son affaire. Par cons\u00e9quent, tous les plaignants dans de tels cas doivent \u00eatre inform\u00e9s de leur droit de d\u00e9poser une plainte aupr\u00e8s d&#039;un organisme externe.<\/li>\n<li>En aucun cas, le dossier de plainte et d&#039;enqu\u00eate ne doit faire partie du dossier personnel d&#039;un employ\u00e9, du dossier personnel officiel ou de tout autre dossier conserv\u00e9 par le minist\u00e8re, la division ou le superviseur.<\/li>\n<li>Les commentaires concernant la plainte ne doivent pas \u00eatre inclus dans l\u2019\u00e9valuation du rendement du plaignant.<\/li>\n<\/ul>\n<p>Le plaignant recevra les informations suivantes par \u00e9crit et une copie de cette notification sera incluse dans le dossier d\u2019enqu\u00eate.<\/p>\n<strong>Bureau des droits de l&#039;homme et des pratiques d&#039;emploi \u00e9quitables du comt\u00e9 de Miami-Dade<\/strong><br \/>\n111 NW 1 Street, 22e \u00e9tage<br \/>\nMiami, Floride 33128<br \/>\nT\u00e9l\u00e9phone : 305.375.2784<br \/>\nT\u00e9l\u00e9copieur : 305.375.2114 Courriel : <a href=\"mailto:OFEP@miamidade.gov\">OFEP@miamidade.gov<\/a><br \/>\n<a href=\"http:\/\/www.miamidade.gov\/humanrights\">www.miamidade.gov\/humanrights<\/a>\n<strong>Commission pour l&#039;\u00e9galit\u00e9 des chances en mati\u00e8re d&#039;emploi<\/strong><br \/>\n2 Biscayne Boulevard, Suite 2700<br \/>\nMiami, FL 33131<br \/>\nT\u00e9l\u00e9phone : 786.648.5790<br \/>\nCommission des relations humaines de Floride<br \/>\n2009 Apalachee Parkway, Suite 100<br \/>\nTallahassee, FL 32301<br \/>\nT\u00e9l\u00e9phone : 850.488.7082 Acc\u00e9dez \u00e0\u2026\t\t\t\n\t\t\t\t\t<ul id=\"menu-hr-policy-directory\"><li id=\"menu-item-363145\"><a href=\"\/fr\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/americans-with-disabilities-act-compliance\/\">Conformit\u00e9 ADA<\/a><\/li>\n<li id=\"menu-item-363146\"><a href=\"\/fr\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/ada-grievance-procedure\/\">Proc\u00e9dure de r\u00e9clamation ADA<\/a><\/li>\n<li id=\"menu-item-363147\"><a href=\"\/fr\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/attendance\/\">Politiques de pr\u00e9sence<\/a><\/li>\n<li id=\"menu-item-363148\"><a href=\"\/fr\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/city-vehicles-and-equipment\/\">V\u00e9hicules et \u00e9quipements urbains<\/a><\/li>\n<li id=\"menu-item-363149\"><a href=\"\/fr\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/discrimination-complaint-procedure\/\">Proc\u00e9dure de plainte pour discrimination<\/a><\/li>\n<li id=\"menu-item-363150\"><a href=\"\/fr\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/diversity-management-sexual-harassment-awareness\/\">Gestion de la diversit\u00e9 Sensibilisation au harc\u00e8lement sexuel<\/a><\/li>\n<li id=\"menu-item-363151\"><a href=\"\/fr\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/drug-and-alcohol-misuse-prevention\/\">Pr\u00e9vention de l&#039;abus de drogues et d&#039;alcool<\/a><\/li>\n<li id=\"menu-item-363152\"><a href=\"\/fr\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/drug-free-awareness-program\/\">Programme de sensibilisation \u00e0 la lutte contre la drogue<\/a><\/li>\n<li id=\"menu-item-363153\"><a href=\"\/fr\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/family-and-medical-leave\/\">Cong\u00e9 familial et m\u00e9dical<\/a><\/li>\n<li id=\"menu-item-363154\"><a href=\"\/fr\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/smoke-free-workplace\/\">Lieu de travail sans fum\u00e9e<\/a><\/li>\n<li id=\"menu-item-363155\"><a href=\"\/fr\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/work-rules\/\">R\u00e8gles de travail<\/a><\/li>\n<li id=\"menu-item-363156\"><a href=\"\/fr\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/workers-compensation-guidelines\/\">Lignes directrices sur l&#039;indemnisation des accidents du travail<\/a><\/li>\n<\/ul>\t\n\t<div class=\"page-navigation\"><a class=\"prev-page\" href=\"https:\/\/www.miamibeachfl.gov\/fr\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/city-vehicles-and-equipment\/\">\u2190 V\u00e9hicules et \u00e9quipements urbains<\/a> <a class=\"next-page\" href=\"https:\/\/www.miamibeachfl.gov\/fr\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/diversity-management-sexual-harassment-awareness\/\">Gestion de la diversit\u00e9 et sensibilisation au harc\u00e8lement sexuel \u2192<\/a><\/div>","protected":false},"excerpt":{"rendered":"<p>Discrimination Complaint Procedure Home &gt; City Hall &gt; Human Resources &gt; Employee &amp; Labor Relations &gt; Policy Directory &gt; Discrimination [&hellip;]<\/p>\n","protected":false},"author":222,"featured_media":0,"parent":28713,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_searchwp_excluded":"","site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center 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