skip to main content

Important Notice

It appears you are using an older version of your browser. While some functions will be available, AZ Job Connection works best with a modern browser such as the ones provided by:

Please download and install the latest version of the browser of your choice. We apologize for any inconvenience.



Equal Opportunity Statement

It is against the law for the State of Arizona, as a recipient of federal financial assistance, to discriminate on the following bases:

  • Against any individual in the United States, on the basis of race, color, religion, sex (including pregnancy, child birth or related medical condition, sex stereotyping, transgender status, and gender identity), national origin (including Limited English Proficiency), age, disability, political affiliation or belief; and

  • Against any beneficiary of programs financially assisted under Title I of the Workforce Innovation and Opportunity Act (WIOA) of 2014, on the basis of the beneficiary's citizenship/status as a lawfully admitted immigrant authorized to work in the United States, or his or her participation in any WIOA Title I-financially assisted program or activity.

The State of Arizona must not discriminate in any of the following areas:

  • Deciding who will be admitted, or have access, to any WIOA Title I-financially assisted program or activity;

  • Providing opportunities in, or treating any person with regard to, such a program or activity; or

  • Making employment decisions in the administration of, or in connection with, such a program or activity.

The State of Arizona and all recipients of federal financial assistance must:

Take reasonable steps to ensure that communications with individuals with disabilities are as effective as communications with others. This means that, upon request and at no cost to the individual, recipients are required to provide appropriate auxiliary aids and services to qualified individuals.

What to do if you believe you have experienced discrimination:

If you think that you have been subjected to discrimination under a WIOA Title I-financially assisted program, service, or activity, you may file a complaint within 180 days from the date of the alleged violation with either:

The State of Arizona

State-Level WIOA EO Officer

Office of Equal Opportunity

Arizona Department of Economic Security

1789 W Jefferson (Mail Drop 51H3)

Phoenix, AZ 85007

Phone: (602) 364-3976

Fax: (602) 364-3982

OfficeofEqualOpportunity@azdes.gov

Or

The Civil Rights Center

The Director

Civil Rights Center (CRC)

U.S. Department of Labor

200 Constitution Ave NW Room N-4123

Washington, DC 20210

Phone: (202) 693-6500




  • If the State of Arizona does not give you a written notice within 90 days of the day in which you filed the complaint, you do not have to wait for the State of Arizona to issue the Notice before filing a complaint with the CRC. However, you must file your CRC complaint within 30 days of the 90-day deadline (in other words, within 120 days after the day on which you filed your complaint with the State of Arizona).

  • If the State of Arizona does give you a written Notice of Final Action on your complaint, but you are dissatisfied with the decision or resolution, you may file a complaint with the CRC. You must file your CRC complaint within 30 days of the date on which you received the Notice of Final Action from the State of Arizona.

The term "recipient" includes:

  • The State of Arizona;

  • One or more Local Workforce Development Areas (LWDAs) throughout the state; or

  • Any sub-recipient or vendor that sub-contracts with the State or an LWDA to administer all or part of a WIOA program.

All recipients and sub-recipients must ensure all individuals have equal opportunity under Title I of WIOA. All recipients or sub-recipients may also receive a complaint and must ensure that the complaint is addressed in accordance with WIOA Section 188 of and 29 CFR Part 38 of WIOA Final Regulations.

Equal Employment Opportunity Commission (EEOC) Notice Regarding Job Bank Nondiscrimination and Hiring Restrictions Based on an Individual’s Unemployment Status

The following provisions apply specifically to Employment Service operations conducted by Employment Service Offices. States shall assure that:

  • No individual will be excluded from participation in, denied the benefits of, subjected to discrimination under, or denied employment in the administration of or in connection with any services or activities authorized under the Wagner-Peyser Act in violation of any applicable nondiscrimination law, including laws prohibiting discrimination on the basis of age, race, sex, color, religion, national origin, disability, political affiliation, or belief. All complaints alleging discrimination shall be filed and processed according to the procedures in the applicable U.S. Department of Labor nondiscrimination regulations.

  • Discriminatory job orders will not be accepted, except where the stated requirement is a bona fide occupational qualification (BFOQ).

  • Employers' valid affirmative action requests will be accepted and a significant number of qualified applicants from the target group(s) will be included to enable employers to meet their affirmative action obligations.

  • Employment testing programs will comply with all applicable federal regulations.



Fair Credit Reporting Act

The Fair Credit Reporting Act (FCRA) requires an employer to obtain the applicant's permission before asking a background screening company for a criminal history report, and requires the employer to provide the applicant with a copy of the report and a summary of the applicant's rights before the employer takes an adverse action (such as denying an application for employment) based on information in the criminal history report. For more information:
https://www.consumer.ftc.gov/articles/0157-background-checks

Employers may not automatically exclude job seekers based on their credit history unless the employer can show that a credit history restriction is related to the job posted and consistent with the employer’s business needs. While employers are permitted to use credit reports in hiring and other decisions, this type of screening requirement may unjustifiably limit the employment opportunities of applicants in protected groups and may therefore violate federal civil rights laws.