Equal Employment Opportunity Program

Equal Employment Opportunity Policy

It is the policy of the Department of Motor Vehicles (DMV) to ensure a work environment free of all forms of unlawful discrimination, harassment, intimidation, or coercion, and to establish and maintain an effective equal employment opportunity (EEO) program.

This program shall be based on merit, efficiency, and fitness as ascertained by competitive examination. The equal employment opportunity policy applies to all employees and applicants, and covers all aspects of the employment process, including: testing, hiring, disciplinary actions, evaluation, termination, training, promotion, assignments, and leave.

In accordance with state and federal laws, the DMV EEO program prohibits unlawful discrimination, harassment, intimidation, or coercion in employment, and provision of services based on age (over 40), race, sex, color, religion, national origin, political affiliation, ancestry, marital status, sexual orientation, pregnancy, childbirth or related medical condition, or disability. DMV is also fully committed to protecting employee rights under the Family Medical Leave Act (FMLA) and the California Family Rights Act (CFRA).

The department shall immediately begin investigations by the EEO Officer or designee into allegations of violations of this policy. Findings shall be reported to the Director upon request and to the appropriate division’s Deputy Director, with recommendations.

It is also the policy of the department that each manager and supervisor is responsible and accountable for implementing this policy within his or her area of responsibility.

Please complete and submit a Discrimination Complaint Form (EXEC 50) when filing a discrimination and/or sexual harassment complaint.

Americans with Disabilities Act

Discrimination against persons with disabilities is prohibited by law.

For the nation’s more than 43 million citizens with disabilities, the Americans with Disabilities Act (ADA), PL 101-336, is an unprecedented opportunity to eliminate the barriers to independence and productivity. The ADA is modeled after the Civil Rights Act of 1964 and Title V of the Rehabilitation Act of 1973. The bill was originally drafted by the National Council on Disability and is supported by every major disability organization and constituency group.


The purpose of the ADA is to extend to people with disabilities civil rights similar to those now available on the basis of race, color, sex, national origin, and religion through the Civil Rights Act of 1964. It prohibits discrimination on the basis of disability in services rendered by state and local governments (i.e., all government facilities, services, and communications must be accessible).

Any DMV customer or employee who feels he/she has been discriminated against because of their disability in violation of the Americans with Disabilities Act has the right to a confidential presentation of their complaint.

To file a complaint of discrimination, you should complete the DMV ADA Public Access Discrimination Complaint Form (EXEC 50). These forms are available in every DMV office.

Mail the complaint to:

ADA Compliance Coordinator / EEO Office
2415 First Ave., MS F115
Sacramento, CA 95818

Complaints may also be filed directly with:

U.S. Dept. of Justice
950 Pennsylvania Ave. NW
Civil Rights Division
Disability Rights Section – 1425 NYAV
Washington, D.C. 20530

US. Dept. of Transportation
Office of Civil Rights
1200 New Jersey Ave. SE
Room #W78-306
Washington, D.C. 20590

— and at any —
Equal Employment Opportunity Commission Offices located throughout the State of California.

Title VI

Public Notice of Title VI Program Rights

The California Department of Motor Vehicles (DMV) gives public notice of its policy to uphold and assure full compliance with the non-discrimination requirements of Title VI of the Civil Rights Act of 1964 and related nondiscrimination authorities. Title VI and related nondiscrimination authorities stipulate that no person in the United States of America shall on the grounds of race, color, national origin, sex, age, disability, income level or limited English proficiency be excluded from the participation in, be denied the benefits of, or be otherwise subjected to discrimination under any program or activity receiving federal financial assistance.

Any person who desires more information regarding DMV’s Title VI Program can contact its Title VI Coordinator at the address noted below.

Any person who believes they have, individually or as a member of any specific class of persons, been subjected to discrimination on the basis of race, color, national origin, sex, age, disability, income level or limited English proficiency has the right to file a formal complaint.  Any such complaint must be in writing and submitted within 180 days following the date of the alleged occurrence. Complaint forms (EXEC 1001) are available online at www.dmv.ca.gov and may be filed with:

California Department of Motor Vehicles
Title VI Program Coordinator/ EEO Office   
2415 First Avenue, MS F115
Sacramento, CA 95818
Phone:  916-657-7487

Language Access Complaint Form (ADM 140)


Common Fears When Filing a Discrimination Complaint

Filing a discrimination complaint is not an easy thing to do. The following FAQs address the very real and understandable fears of individuals who want to file a discrimination complaint.

There is no specific required form for filing a discrimination complaint. However, it is better to use the DMV Discrimination Complaint For (EXEC 50) because you will be sure to provide some of the necessary information. Prior to filing a complaint you can try to resolve the matter informally by discussing the matter with any EEO Counselor, your local supervisor, or your manager. You are also encouraged to utilize the California State Personnel Board’s State Mediation Program. The “gatekeeper” for the mediation program in DMV is in the DMV EEO Office. You can obtain information on this program with this link: DMV mediation program. However, you are not discouraged from using any of the alternatives available to you to file an internal or external discrimination complaint.

Your complaint will not be ignored. Formal discrimination complaints filed within the DMV EEO Office arrive directly to the DMV EEO Officer’s office. Complaints filed with external agencies follow a very specific process to assure consideration of your person who files a complaint. Employers are required to act when we “know or should have known” discrimination has occurred. Employers should not wait until we have a complaint in hand.

It’s unethical and illegal to “sweep it under the rug”. Control agencies and courts respond to attempts at concealment with even greater penalties. Closer to home, any employee who is found to have assisted in “sweeping it under the carpet” may be subject to very severe adverse actions. This is especially the case for those employees in Peace Officer classifications.

When DMV receives sufficient information to meet due process requirements, a formal investigation is started on the complaint. However, we do not always wait until a complaint is filed. The DMV takes proactive steps. DMV managers can contact the EEO office and request a management initiated EEO investigation as soon as a potentially serious EEO issue comes to their attention.

No one can provide absolute assurances against retaliation for coming forward. There are nearly 10,000 people employed by DMV. It is not possible to oversee the actions of this many people such that it’s guaranteed a claimant will not suffer any negative reactions. In reality, divisions among line staff often arise when discrimination complaints are filed. There is little we can do to prevent such reactions. However, we can guarantee that you will not suffer retaliation from DMV management. DMV EEO Policies prohibiting retaliation against anyone for filing a discrimination complaint exceed State and Federal laws. If retaliation occurs and is substantiated, appropriate actions are taken. If you feel that you have suffered retaliation for filing a discrimination complaint, you can file another complaint or contact the DMV EEO Officer for assistance.

When the investigation is complete you will receive a closure letter from the EEO office. DMV provides all employees with due process protections. These protections prohibit DMV from providing details of the investigation findings to the complainants (those who file a discrimination complaint). Therefore, in most cases, you would only be informed if allegations of inappropriate behavior were substantiated and, in those cases, that appropriate action will be taken.

Resolution varies according to the specifics of each investigation. We close the processing of complaints after we send the closure letter. But our work does not end when the complaint is closed. We often work with the division or the legal office on various follow-up actions. Those actions may include: helping you (the complainant), conducting training to prevent further occurrences, providing documents and tapes for the adverse action, testifying at state personnel board (SPB) Appeals, or testifying in court.

All state departments are required to apply “progressive discipline.” Adverse actions taken against employees are at times reduced when the action is appealed to the SPB. This means that we do not have unilateral authority to impose the severity of punishment that we might want. I can tell you that as a result of EEO investigations into allegations of discrimination or other inappropriate behavior, employees have received the full range of disciplinary actions. The more serious have included demotions or termination of employment (fired). We have also had employees resign while an investigation was in process. Unfortunately, since the DMV cannot divulge details, most employees may believe that nothing was done, and that the problems were “swept under the rug.”

We try to complete investigations in 180 days.

Another substantiated occurrence of discrimination by the same individual will likely result in that individual receiving stronger disciplinary action up to and including termination.

“Priors” are an important consideration. DMV EEO investigations include research to determine if that person has been accused in prior complaints. This is especially important when the prior inappropriate behavior was substantiated. The review for “priors” includes any inappropriate behaviors, and is not restricted to EEO “priors”. The EEO office works closely with other DMV investigative units. If “priors” are found in those other areas, those “priors” will also weigh against the credibility of the employee again accused of discrimination.

Files are kept as long as there is litigation (a lawsuit) in process on that complaint. If there are no such reasons for retaining the file, the files are usually destroyed after five years.

You may file with any outside agency any time you wish. The primary agencies are the California Department of Fair Employment and Housing (DFEH), the California State Personnel Board (SPB), and the Federal Equal Employment Opportunity Commission (EEOC). Please remember that you usually have one year from the latest occurrence of the alleged discrimination to file your complaint. It is strongly recommended that you contact these agencies directly to be sure you are proceeding before your time runs out! See your local phone book for the nearest office of the DFEH, SPB, and/or EEOC. You will not receive adverse treatment for going outside DMV to report a complaint. In fact, our DMV EEO Policies provide information on how to contact external agencies.

EEO External Resources