City of Shreveport _ ADA Grievance Procedures

  City of Shreveport

Grievance Procedure

The Americans with Disabilities Act

This Grievance Procedure is mandated under the Americans with Disabilities Act of 1990 (the ADA) and Section 504 of the Rehabilitation Act of 1973 (the Rehabilitation Act). The ADA and the Rehabilitation Act prohibit the City from excluding people from participation in its services, programs or activities and facilities based on their disability.  The City is prohibited from denying the benefits of such programs or activities, services, accessibility or employment, and from discriminating against such individuals.  The ADA and Rehabilitation Act also require a process for grievances relating to disability-based discrimination. 

It may be used by anyone who wishes to file a complaint alleging discrimination on the basis of disability in the provision of services, activities, programs, or benefits, accessibility, and employment by the City of Shreveport.  The State of Louisiana, City of Shreveport, and Caddo Parish’s Personnel Policy governs employment-related complaints of disability discrimination. 

The complaint should be in writing and contain information about the alleged discrimination such as name, address, phone number of complainant and location, date, and description of the problem.  Alternative means of filing complaints, such as personal interviews or a tape recording of the complaint will be made available for persons with disabilities upon request.

The complaint should be submitted by the grievant and/or his/her designee as soon as possible but no later than 60 calendar days after the alleged violation to:                                               

ADA Coordinator | Attn: Alonzo Smith 

Assistant ADA Coordinator | Roslyn Singleton

505 Travis St. Suite 630, Shreveport, La. 71101

Phone: 318-673-5540 | Fax: 673-5546

Within 15 business days ADA Compliance Officer | Alonzo Smith will respond in writing, and where appropriate, in a format accessible to the complainant, such as large print, Braille, or audio tape.  The response will explain the position of the City of Shreveport and offer options for substantive resolution of the complaint. For Complaints submitted online, or via electronic mail, an electronic mail reply may be used as the city’s written communication.

 If the response by ADA Coordinator | Alonzo Smith does not satisfactorily resolve the issue, the complainant or his/her designee may appeal the decision within 15 business days after receipt of the response from the ADA Compliance Officer to the Chief Administrative Officer (CAO). 

Within 15 business days the Chief Administrative Officer (CAO) will respond in writing, and, where appropriate, in a format accessible to the complainant, with a final resolution of the complaint.

Reviews and investigations will be conducted confidentially to the greatest extent possible and in compliance with Confidentiality under ADA Titles II & III, Rehabilitation Act, and Civil Rights Act.   All participants in the process will be advised of their obligation to maintain confidentiality.

All written complaints received by the ADA Coordinator, appeals to the Chief Administrative Office (CAO)  and response from these two office will be retained by the ADA Coordinator for at least  (1) Year and Summary of all ADA  related complaints for at least (5) five years.  


  Grievance Form

Subpart I - State and Local Governments Recordkeeping            

§ 1602.31 Preservation of records made or kept.

  Any personnel or employment record made or kept by a political jurisdiction (including but not necessarily limited to requests for reasonable accommodation application forms submitted by applicants and other records having to do with hiring, promotion, demotion, transfer, layoff, or termination, rates of pay or other terms of compensation, and selection for training or apprenticeship) shall be preserved by the political jurisdiction for a period of 2 years from the date of the making of the record or the personnel action involved, whichever occurs later. In the case of involuntary termination of an employee, the personnel records of the individual terminated shall be kept for a period of 2 years from the date of termination. Where a charge of discrimination has been filed, or an action brought by the Attorney General against a political jurisdiction under title VII, the ADA, or GINA, the respondent political jurisdiction shall preserve all personnel records relevant to the charge or action until final disposition of the charge or the action. The term “personnel record relevant to the charge,” for example, would include personnel or employment records relating to the person claiming to be aggrieved and to all other employees holding positions similar to that held or sought by the person claiming to be aggrieved; and application forms or test papers completed by an unsuccessful applicant and by all other candidates for the same position as that for which the person claiming to be aggrieved applied and was rejected. The date of final disposition of the charge or the action means the date of expiration of the statutory period within which a person claiming to be aggrieved may bring an action in a U.S. district court or, where an action is brought against a political jurisdiction either by a person claiming to be aggrieved or by the Attorney General, the date on which such litigation is terminated.