Investigations and Compliance Officer

DCAS's mission is to make city government work for all New Yorkers. From managing New York City’s most iconic courthouses and municipal buildings, to purchasing over $1 billion annually in goods and services for more than 80 City agencies what we do ensures that all agencies can deliver on their mission. Our reach touches every facet of city government and is instrumental to the successful day-to-day operations of the City of New York.
Our commitment to equity, effectiveness, and sustainability guides our work providing City agencies with the critical resources and support needed to succeed, including:
- Recruiting, hiring, and training City employees.
- Managing 56 public buildings.
- Acquiring, selling, and leasing City property.
- Purchasing over $1 billion in goods and services for City agencies.
- Overseeing the greenest municipal vehicle fleet in the country.
- Leading the City's efforts to reduce carbon emissions from government operations.

When you work at DCAS, you're not just working for one agency, but in service of them all. It's an opportunity to provide impactful support, quality customer service, and help protect the future of New York City for generations to come. Visit our website at nyc.gov/dcas to learn more about the work we do.
Citywide Equity and Inclusion (CEI) sets the standards for City agencies to implement the City's EEO Policy. This includes the implementation of initiatives that align with, and operationalize, the legal mandates and legislation designed to prevent workplace discrimination and harassment under the City's legally protected categories. CEI also develops and updates the City's EEO and diversity, equity and inclusion trainings portfolio to promote the awareness of rights, responsibilities and resources for the city workforce. The unit also organizes mandatory EEO best practices meetings and other educational programs and professional development for EEO professionals; conducts third-party EEO investigations when the agency head or the EEO officer is a party in the matter; promotes compliance with training programs and reporting requirements; and designs and maintains compliance tools and reference resources. In addition, CEI provides guidance to agencies on emerging issues related to fair and effective employment practices, many of which impact retention and inclusivity; and guides agencies on preparation of their annual EEO plans as authorized by the New York City Charter Chapter 35, Section 814.1.
Under the direction of the Executive Director, Citywide EEO Investigations and Compliance, the Investigations and Compliance Officer will:
- Manage relationships with agency EEO personnel, including provide guidance on the proper interpretation and application of EEO Policy, investigative practices, and requests for reasonable accommodations;
- Assess complaints, inquiries, and process-related questions presented to CEI from employees throughout the city, and take subsequent appropriate actions;
- Manage multiple complex EEO investigations through to completion in accordance with CEI's mandate without the need for significant oversight;
- Prepare well-written and well-reasoned investigative reports that are clear and supported by the facts, including make associated recommendations in accordance with EEO Policy;
- Manage high-level CEI projects and specialized initiatives;
- Supervise subordinate attorneys, college aides, interns, and CEI support staff, as necessary;
- Manage case practice reviews, including routine reviews of agency EEO complaint and reasonable accommodation files, training records, training content, instructor-led workshops, and the use of complaint tracking systems;
- Ensure agency compliance with the submission of annual and quarterly EEO/Diversity & Inclusion plans and reports on complaint data;
- Analyze citywide trends, including inquiry and complaint data, and offer appropriate guidance to agencies in addressing necessary shifts in workplace culture and other systemic concerns;
- Formulate and monitor enforcement strategies with respect to new legislation, regulations, and policy;
- Develop policy and guidance memoranda to drive increased compliance with EEO, diversity, and inclusion, anti-harassment/anti-discrimination policies;
- Establish a standardized review and approval protocol for agency-delivered EEO training, and other EEO-related topics;
- Work collaboratively with the General Counsels Office and Human Capital Division on compliance related to workforce data, training content, and other projects as needed;
- Conduct legal research on EEO and employment-related issues and relevant legislation;
- Travel to meet with city officials, employees and members of the public as part of investigative interviews or processes, training, and compliance-related meetings or events. Perform additional duties as required.
To Apply:
Please go to www.nyc.gov/jobs, or www.nyc.gov/ess for current NYC employees, and search for Job ID # 783590. No phone calls, faxes or personal inquiries permitted. Only those candidates under consideration will be contacted.
AGENCY ATTORNEY - 30087

1. Admission to the New York State Bar; and either "2" or "3" below.
2. One year of satisfactory United States legal experience subsequent to admission to any state bar; or
3. Six months of satisfactory service as an Agency Attorney Interne (30086).
Incumbents must remain Members of the New York State Bar in good standing for the duration of this employment.
In addition to meeting the minimum Qualification Requirements:
To be assigned to Assignment Level (AL) II, candidates must have one year of experience at Assignment Level I or two years of comparable legal experience subsequent to admission to the bar, in the areas of law related to the assignment. To be assigned to AL III candidates must have two years of experience in Assignment Levels I and/or II or three years of comparable legal experience subsequent to admission to the bar, in the areas of law related to the assignment.

The City of New York is an inclusive equal opportunity employer committed to recruiting and retaining a diverse workforce and providing a work environment that is free from discrimination and harassment based upon any legally protected status or protected characteristic, including but not limited to an individual's sex, race, color, ethnicity, national origin, age, religion, disability, sexual orientation, veteran status, gender identity, or pregnancy.