Title VI / EEO
The Mid-Region Council of Governments Respects Civil Rights
The Mid-Region Council of Governments (MRCOG) is committed to ensuring that no person is excluded from participation in, or denied the benefits of, or be subject to discrimination in the receipt of its services or programs on the basis of race, color, national origin or any other characteristics protected by law, including Title VI of the Civil Rights Act of 1964, as amended.
Further, under the Americans with Disability Act (ADA) of 1990, no entity shall discriminate against an individual with a physical or mental disability under any program or activity, whether those programs are federally-funded or not. In the event that MRCOG distributes federal funds to another governmental agency, MRCOG will include Title VI language in all written agreements and will monitor for compliance. MRCOG's Title VI Coordinator is responsible for initiating and monitoring Title VI activities, preparing required reports, and other MRCOG responsibilities as required by Title 23 of the Code of Federal Regulations (CFR) Part 200 and title 49 CFR Part 21.
Making a Title VI Complaint
Any person who believes he or she has been subject to an unlawful discriminatory practice in the receipt of MRCOG services or programs may file a complaint. Any such complaint must be in writing and filed with MRCOG within 180 days following the date of the alleged discriminatory occurrence. Please contact MRCOG to request additional information on MRCOG's non-discrimination obligations or to file a Title VI complaint.
For information on how to file a complaint, review the files below:
Rio Metro Regional Transit District Title VI Plan
Equal Employment Opportunity (EEO) Program, 2014 to 2017
Mid-Region Council of Governments (MRCOG) is an Equal Opportunity Employer. It shall provide equal employment opportunity to its employees and applicants for employment on the basis of fitness and merit without regard to race, color, religion, national origin, political affiliation, sex, age, except where sex or age is an accepted occupational qualification, or handicap. This policy shall be followed in recruiting, hiring, promotion into all position classifications, compensation, benefits, transfers, layoffs, returns from layoffs, demotions, termination, MRCOG-sponsored training programs, educational leave, social and recreational programs, and use of MRCOG facilities. Any person employed by MRCOG who fails to comply with this policy is subject to disciplinary action, up to, and including termination.
Where necessary, this policy is to be extended in order that MRCOG be in compliance with the following federal restraints: the U.S. Constitution, Federal Transportation Administration (FTA) 4704.1, the Civil Rights Act of 1866, the Civil Rights Act of 1871, Title VI and VII of the Civil Rights Act of 1964, the State and Local Fiscal Assistance (Revenue Sharing) Act of 1972, the Age Discrimination in the Employment Act of 1975, the Intergovernmental Personnel Act of 1970, Housing and Community Development Act of 1974, and the Rehabilitation Act of 1973.