Compliance Program
Compliance Enforcement proactively and reactively monitors, investigates and resolves complaints of discrimination within Davidson County
Your Rights and Responsibilities as a Complainant
The Metro Human Relations Commission accepts complaints of discrimination on the basis of race, color, religion, national origin, sex, disability, sexual orientation, age, marital status, or ancestry of birth in the areas of:
- Employment
- Housing
- Financial Services and Commercial transactions
- Public Accommodations
Any persons who believe themselves hurt by a discriminatory act or practice may phone, visit, or write the Human Relations Commission office, and tell us the facts before time runs out to file a complaint. Complaints may be filed within 180 of the date the discriminatory act occurred. If the Human Relations Commission has jurisdiction we will proceed.
How to File a Complaint
To file a complaint of discrimination with the Metro Human Relations Commission please call our office at 615-880-3370 OR visit the Metro Human Relations Commission office.
The Human Relations Commission staff will assist you in writing a brief outline of facts, and word a charge of violation of local civil rights law or policy, on a form, which requires your notarized signature. You know your complaint better than anyone else. Give the Commission staff person all the details and answer all questions as fully as you can. Names, dates, places, addresses and details of what happened should be as accurate as possible. Documents such as payroll slips or rent receipts can help to support charges. If you have witnesses, it’s important to give full names, and how the Commission staff can contact them.
The Investigation
The Commission staff will seek a response from persons you name in your complaint, who become the “Respondent”. Staff interviews witnesses who have been specified, and others who have knowledge of the facts. Support documents are also collected. The Commission staff may ask that you clarify some aspects of your complaint in regard to new information gathered. Should you learn or remember any additional information, notify the Commission staff immediately.
Your Rights and Responsibilities as a Respondent
You, as the “Respondent” (that is, the person or organization responding to the charge of discrimination made in the complaint) will be given every opportunity to ask questions, provide information and offer witnesses. The Human Relations Commission attempts at all times to protect you from unfounded charges of discrimination.
The Human Relations Commission procedure is administrative. In an investigation, the Human Relations Commission may request access to premises, records, and documents relevant to the complaint, and has the right to examine, photograph and copy evidence. Your cooperation in an objective investigation can assure you of a fair decision on the complaint.
The Human Relations Commission prefers to work with you, but reserves the right to refer complaints to the EEOC (Equal Employment Opportunity Commission), the THRC (Tennessee Human Rights Commission) and/or the Tennessee Fair Housing Council.
YOU
AS THE RESPONDENT CANNOT, ACT IN ANY ADVERSE WAY AGAINST A PERSON WHO
HAS FILED A COMPLAINT, AGAINST A WITNESS FOR THE COMPLAINANT, OR RESIST,
INTERFERE WITH THE HUMAN RELATIONS COMMISSION STAFF IN THE LAWFUL PERFORMANCE
OF THEIR DUTY.
What to Expect
The Human Relations Commission has the authority to decide whether or not the complaint is justified. After studying a written report of the investigation, the Commission may find:
- Probable Cause, and begin a conciliation process, or
-
No Probable Cause, and dismiss the complaint.
The Commission holds informal meetings with the respondent and the complainant to work out terms and conditions to eliminate discriminatory practices. If a satisfactory voluntary agreement can be reached, the respondent is required to sign a written conciliation agreement. When there is no satisfactory voluntary settlement, the Commission staff may call for a hearing.
A panel of three to five people will hear the complainant and respondent. Documents are filed as evidence, and testimony under oath is heard.
During the hearing, a panel may find either:
- No discrimination occurred and dismiss the complaint; or
- Discrimination occurred and issues a request that the respondent end the discriminatory practice.