Union County Equal Employment Opportunity & Affirmative Action Program
- Vicinage EEO/AA Program
- Union Vicinage EEO/AA Advisory Committee
- Vicinage Discrimination Complaint Procedures and Forms
- Judiciary Policy on Prohibition Against Retaliation
The New Jersey Judiciary is dedicated to the principles and goals of fairness, equality, courtesy, and respect for all individuals. These are the cornerstones of activities and operations in the court system and embody the Judiciary's commitment to equality under law and fairness in the administration of justice. As an employer, the Judiciary is committed to the principles of fairness and equality of opportunity in the workplace, as reflected in this EEO/AA Master Plan that applies to employees, applicants for employment, volunteers, attorneys, litigants, witnesses, jurors, and other members of the public who may come into contact with the court system.
The New Jersey Judiciary prohibits discrimination in hiring, promotion and terms and conditions of employment on the basis of race, creed, color, national origin, ancestry, sex, age, religion, disability or perceived disability, atypical hereditary cellular or blood trait, marital status, affectional or sexual orientation, status as a disabled veteran or veteran of the Armed Forces of the United States, or other non-job-related criterion.
Likewise, the Union Vicinage has prepared the Vicinage EEO/AA Implementation Plan as required by the Judiciary EEO/AA Master Plan, which was approved by the New Jersey Supreme Court in May 2000. The Implementation Plan is tailored to meet the local needs of the Union Vicinage. The Judiciary's Master Plan and the Vicinage Implementation Plan can be viewed and downloaded by clicking on the links below.
The EEO/AA Advisory Committee is a working group representing a cross-section of vicinage employees and community members. The Assignment Judge appoints all members of the Advisory Committee. The Committee is charged with the following responsibilities:
- Review the Judiciary EEO/AA Master Plan, the Vicinage Implementation Plan and the vicinage workforce analyses and recommend improvements as needed.
- Serve as a forum for employees to raise questions concerning the EEO/AA program generally.
- Meet at least quarterly with the Vicinage EEO/AA Officer to provide guidance and advice on various aspects of the Vicinage EEO/AA Program.
- Assist the Vicinage EEO/AA Officer as necessary in gathering information and developing specific programs to meet the Judiciary's objective of non-discrimination.
- Develop a plan of active community outreach with the Vicinage EEO/AA Officer utilizing the relevant sections of the Judiciary Master Plan and the Recruitment Plan for Bilingual and Minority Applicants developed by the Administrative Office of the Courts (AOC)
If you would like more information about the Committee or any of its programs or want information about joining the Committee, you can send an e-mail to any member of the Committee, the Chair or Staff person.
David Beverly – Co-Chair
|Delsy Gulino, AS4
Court Interpreter 2
Judiciary Clerk 4
Administrative Supervisor 2
|Nancy Spano Yurek
Judiciary Coordinator 2
The New Jersey Judiciary has in place procedures for filing discrimination or sexual harassment complaints against judges, non-judge Judiciary employees, attorneys, litigants, witnesses, jurors, and others who come into contact with the court system. Employees, applicants, clients, and users of the courts who have questions, problems, or complaints regarding EEO, disability, sexual harassment, sexual orientation, racial/ethnic bias, hostile work environment or other categories covered by the anti-discrimination policies may communicate their concerns to the judge, senior manager or supervisor in charge of the court unit, program or service.
The complainant may also contact the Ombudsman, Union County Court House, 2 Broad Street, 1st Floor, New Annex, Elizabeth, New Jersey 07207, (908) 659-4646. The complainant may also pursue his or her complaint in accordance with the New Jersey complaint procedures. The complainant also has the right to use the external procedures available under state law (Division of Civil Rights) and federal law (Equal Employment Opportunity Commission).
Complaints will be forwarded to the Administrative Office of the Courts, where it will be determined if the matter should be handled locally or assigned to a Regional EEO/AA Investigator. The Assignment Judge or the Trial Court Administrator will render a disposition of the matter.
Retaliation in any form by anyone who serves in the Judicial Branch against any person who complains about discrimination, files a discrimination complaint or who assists in the investigation of such complaints is prohibited. A charge of retaliation may be raised at any step of the complaint procedures or may form the basis of a new complaint. Retaliation may result in legal liability even though the original discrimination complaint was unfounded and dismissed. Appropriate actions, up to and including discharge, will be taken against individuals who are found to have retaliated against a complainant or against any individual who assists in the investigation of a complaint.