NON-DISCRIMINATION POLICY STATEMENT

It is the policy of CILA Corporation that no person shall on the grounds of race, color, national origin, sex, disability, or age, be excluded from participation in, be denied the benefits of, or be subjected to discrimination in any operation of CILA Corporation as provided by Title VI of the Civil Rights Act of 1964 and related statutes.

PURPOSE:

1. This policy applies to all operations of CILA Corporation including its contractors and anyone who acts on behalf of the agency.

2. Prohibited discrimination may be intentional or unintentional. Seemingly neutral acts that have disparate impacts on individuals of a protected group and lack a substantial legitimate justification are a form of prohibited discrimination.

3. Harassment and retaliation are also prohibited forms of discrimination.

4. Examples of prohibited types of discrimination based on race, color, national origin, sex, disability, or age include: Denial to an individual any service, financial aid, or other benefit; Distinctions in the quality, quantity, or manner in which a benefit is provided; Segregation or separate treatment; Restriction in the enjoyment of any advantages, privileges, or other benefits provided; and Discrimination in employment.

5. Title VI compliance is a condition of receipt of federal funds and the Executive Director is authorized to ensure compliance with this policy, Title VI of the Civil Rights Act of 1964, 42 U.S.C § 2000d and related statutes, and the requirements of23 Code of Federal Regulation (CFR) pt. 200 and 49 CFR pt. 21.

6. The Executive Director is ultimately responsible for assuring full compliance with the provisions of Title VI of the Civil Rights Act of 1964 and related statutes and has directed that non- discrimination is required of all agency employees, contractors, and agents pursuant to 23 CFR Part 200 and 49 CFR Part 21.

CILA CORPORATION

AREA: PRINCIPLES OF OPERATION

SUBJECT: TITLE VI (NON-DISCRIMINATION)

NON-DISCRIMINATION POLICY STATEMENT

PURPOSE:

1. This policy applies to all operations of CILA Corporation including its contractors and anyone who acts on behalf of the agency.

3. Harassment and retaliation are also prohibited forms of discrimination.

5. Title VI compliance is a condition of receipt of federal funds and the Executive Director is authorized to ensure compliance with this policy, Title VI of the Civil Rights Act of 1964,42 U.S.C § 2000d and related statutes, and the requirements of23 Code of Federal Regulation (CFR) pt 200 and 49 CFR pt 21.

CILA CORPORATION

Title VI, ADA and EEO Complaint Form

Name_____________________________________________________________________________________________

Address _________________________________________________City____________________Zip________________

Phone:_________________________Home:_________________ Work:__________________Mobile:______________

Email:____________________________________________________________________________________________

Basis of Complaint (mark all that apply): Race Color Religion National Origin Sex/Gender Sexual Orientation Gender Identity Age Disability Retaliation Other, please specify:

Who discriminated against you?

Name:_____________________________________________________________________________________________

Name of Organization:________________________________________________________________________________

Address._________________________________________________City____________________Zip________________

Telephone____________________________________________________________How were you discriminated against? (Attach additional pages if more space is needed)

_____________________________________________________________________________________________________________________________________________

Where did the discrimination occur?

_____________________________________________________________________________________________________________________________________________

Dates and times discrimination occurred?

_____________________________________________________________________________________________________________________________________________

Title VI, ADA and EEO Complaint Form

Page2 of2

Were there any other witnesses to the discrimination? Name Organization, Title/Work Telephone, Home Telephone; Name Organization, Title/Work Telephone, Home Telephone: How would you like to see this situation resolved?

________________________________________________________________________________________________________________________________________________

Have you filed your complaint, grievance, or lawsuit with any other agency or court?

Who_________________________________________________________________________When______________________________________________________________

Status (pending, resolved, etc.)____________________________________________________Result, if known_____________________________________________________

Complaint number, if known________________________________________________________________________________________________________________________

Do you have an attorney in this matter?_____________________________________________ Name______________________________________________________________

Phone__________________________Address________________________________________City________________________________________Zip____________________

I affirm that I have read the above complaint and that it is true to the best of my knowledge, information and belief.

Complainant:

Name: _______________________________________________________________________________________

Signature:________________________________________________________Date_________________________

CIIA CORPORATION

CIIA CORPORATION provides transportation services to meet the needs of the community, persons with disabilities. Accessible transportation will be provided to riders in our community in vehicles maintained to the highest standards of safety and efficiency.

1. Lift and Securement Use:

a. All wheelchairs will be secured according to the manufacture’s guidelines using the tie down devices kept in the vehicle. If, however, a wheelchair cannot be secured (using a tie own device) service will not be denied, though drivers should notify dispatch/management.

b. Drivers may ask a wheelchair user to transfer out of the wheelchair into another seat if lift weight limits are exceeded.

c. Staff will provide assistance upon request or as necessary with lifts, ramps and securing systems. A rider who is not in a wheelchair may use the 1ift if they are unable to enter the vehicle by the stairs. Agency to determine policy on drivers assisting.

2. Service Animals.

Service animals are permitted to accompany individuals with disabilities.

3. Service to Persons using Respirators or Portable Oxygen:

Special services to such persons will not be denied; however, another person trained in the use may be required to ride along to monitor said equipment.

4. Lift Deployment at Designated Stops

An individual who requires the lift, will be allowed to disembark from a vehicle at any designated stop, unless the lift cannot be deployed safely, If the lift can be damaged if deployed, or temporary conditions preclude the safe use of the stop by all passengers.

5. Boarding/Disembarking

Adequate time will be given for individuals with disabilities to board or disembark the vehicle.

6. Inoperative Accessibility Features:

a. In the event a lift becomes inoperable, the vehicle will be taken out of service and a back up vehicle used until the lift is repaired. If the back up vehicle is not available, rerouting of a lift equipped vehicle will be considered so that rider appointments may be kept. Rerouting will continue until the broken lift is repaired.

c. When a Bus Driver arrives at a stop on the route, they are to blow the horn and wait for the consumer to come board the bus. In the event the consumer does not come out, the driver will blow the horn again. Driver will wait no longer than 5 minutes before pulling off for the next pickup.

d. CILA CORPORAT10N is a Door to Door service. Drivers must wait at the vehicle for the consumer to approach. Once the consumer is at the vehicle, then the driver can operate the ramp and provide assistance on and off the bus.

7. Consumers riding the bus are allowed to drink water while on the bus, but food and other drinks, such as soda and juices, must remain in lunch boxes.

8. Consumers riding the bus must always wear seat belts. Any consumer who refuses to wear a seat belt will not be allowed to ride.

9. Consumers using wheelchairs, must have functioning brakes and seat belts. If not operable, CILA CORPORATI0N will not transport until repairs are made.

10. Pick up and drop off times are subject to change as ridership increases or decreases Times may vary during inclement weather during winter months and construction project in the summer months.

11. If a Consumer has a lap tray, it must be removed prior to transport. The lap tray must be placed and secured in a safe spot on the bus and may be put back on the wheelchair after transport.

Requests for modification to the policies, practices, or procedures of CILA CORPORATION to accommodate an individual with a disability may he made either in advance or at the time of the transportation service.Whenever feasible, requests for reasonable modifications shall be made and determined in advance. A reasonable modification related to the ADA Paratransit is a change or exception to a policy, practice, or procedure that allows people with disabilities to have equal access to transportation. Fill out this form with details about your modification request and how it relates to your disability.

Modification Request By_____________________________________________Date:___________________________

Address:___________________________________________________________Phone:__________________________

Modification for (Name)______________________________________________Date of Trip:______________________

Describe the modification request for ADA demand response transportation including why the modification is necessary:

________________________________________________________________________________________________________________________________________________

Signature of ADA Passenger or Guardian________________________________ Date______________________________

Once completed, please mail. or email this form to:

CILA CORPORATION

P.O. BOX 160

FLORA, IL. 62839

618-552-8494

1. lt is a fundamental alteration to the nature of the program, service, or activity.

CILA CORPORATION will strive to acknowledge and approve or deny requests within three (3) business days of receipt. All riders who are denied a request have the ability to appeal.

All information is kept confidential. All materials are available in accessible format and in languages other than English upon request.

All staff, including volunteers, employed by the Agency sball fill out an Application for Employment and when possible, submit a professional resume. All applicants will be required to submit to a criminal background check, at the expense of the agency, prior to working with individuals served.

LICENSING

All applicable Federal and State regulations regarding certification, registration or licensure shall be observed for professional positions, when required.

AFFIRMATIVE ACTION I EQUAL EMPLOYMENT OPPORTUNITY

The Agency is an equal opportunity employer who actually supports and seeks to implement all federal and state legislation and rules pertaining to discrimination in the employment process. The Agency pledges itself to the following policy for all employees, as well as applicants for employment:

The Agency will hire, place, upgrade, transfer, promote, recruit, advertise, solicit for employment, treat during employment, pay and otherwise compensate, select for training, layoff, or terminate without regard to race, religion, sex, age, national origin, color, creed, ancestry, political conviction, past history of alcohol abuse, substance abuse, mental illness, developmental disability, physical handicap, marital status or veteran status in accordance with applicable federal and state law.

HIRING OF RELATIVES

Immediate family members (father, mother, sister, brother, son, daughter) of staff employees, if hired, shall not work inthe same department with or have a family member as a direct supervisor. Final approval of any family member hired will be at the discretion of the Executive Director.

NO HARASSMENT POLICY

The Agency does not tolerate harassment of our job applicants, employees, volunteers or clients. Any form of harassment related to an employee's race, color, sex, religion, national origin, age, citizenship status, disability, handicap, or marital status is a violation of this policy and will be treated as a disciplinary matter. For these purposes, the term harassment includes, but is not limited to, slurs, jokes, and other verbal, graphic, or physical conduct relating to an individual's race, color, sex, religion, national origin, age, citizen status or handicap.

Violation of this policy by any employee shall subject that employee to disciplinary action up to and including immediate discharge.

Sexual harassment in particular is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:

• submission to or rejection of such conduct is made either implicitly or explicitly a term or condition of employment; or

• submission to or rejection of such conduct by an individual is used as the basis for any employment-related decision affecting the individual;or

• such conduct has the purpose or effect of unreasonably interfering with an individual's work performance, or creating a hostile, intimidating, or offensive working environment through such conduct. Such conduct is illegal.

Examples of sexual harassment may include unauthorized touching of a sexual nature, making requests for sexual favors, pressure to engage insexual activity as a condition of employment or promotion, or ogling, or telling jokes or stories of a sexual nature.

If you feel that you are being harassed based upon your race, color,sex, religion, national origin, age, citizenship status, disability, handicap, or marital status, you should at once make your feelings known to your immediate supervisor. The matter will be investigat and where appropriate, disciplinary action taken. If you do not feel that the matter can be discussed with your supervisor, or if you are not satisfied with the way your report has been handled, arrange for a conference with the Executive Director to discuss your complaint. Employees should remember not to assume tbat the Agency is aware of the harassment. It is your responsibility to report incidents you know about

In addition, employees who believe they are being harassed may contact the Illinois Department of Human Rights at (217) 785-5106 or the Illinois Human Rights Commission at (217) 785-4350. Remedies available through the Human Rights Department and Human Rights Commission in case of a valid substantiated complaint may include but are not limited to:

• cease and desist orders

• actual damages

• hiring, reinstatement, promotion, back pay and employee benefits