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Readers should note that this roster has not yet been officially established for use and that once established, an eligible list changes over its four-year life as candidates are added, removed, reinstated, or rescored. Congradulations to all whom...
The next two classes are supposed to be EMS promo's but I'm hearing they might not even have enough making it through the process to fill the June academy. If these rumors are true does the city continue to hire off of Exam to fill classes? Readers...
Armed Forces. As long as the active-duty deployment was during the test administration period, DCAS will be able to provide a make-up exam. However the exam says that the only ones who are eligible to take this exam are those who hold a position already within the fire department of New York. It's a promotional exam to the position of fire fighter. I believe the one you are referring to is exam which is open competitive. Chief Leader - May 31, Though they're still in limbo, at least they know they'll get a second chance. Firefighter candidates who took the exam will have the opportunity to apply for the next FDNY exam, thanks to a City Council bill passed May With the Online Registration : Offline Registration : Select the License you have registered for from the list of Licenses available. Includes history, biographies, apparatus and more! I wonder why some people who never had racist tendencies will I don't think they're going to throw out the list right away since it took them around 8 months to process the Exam scores before making the list.
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Norman Y. The would-be minority-group firefighters far outscored those who sat for the previous three exams — the results of which were deemed discriminatory and tossed out by a judge. Advertisement Bravest hopefuls who nail a grade of 97 or higher are considered likely to be hired by the FDNY over the next four years. Nearly half — The results of all three earlier tests were thrown out by Brooklyn Federal Judge Nicholas Garaufis in response to a lawsuit from the Justice Department and the Vulcan Society of black firefighters. Based on the new data, the city's top lawyer is now urging Garaufis to sign off on the exam so the FDNY can quickly begin hiring new firefighters for an academy class tentatively set for January.
The FDNY is firefighters below its budgeted staffing level because it has been blocked from hiring new people. The feds, the Vulcan Society and the city all agree that the new test results do not have the same "adverse impact" on minorities as did the previous exams. There's now a total pool of 9, candidates who reached the 97 mark and are likely to be considered for hiring within four years. Of these, 5, are white, 1, are black, 2, are Hispanic, 31 are Asian and are from other groups. Darius Charney, a lawyer for the Center for Constitutional Rights, which represented the Vulcan Society, said he is "encouraged" by the test results.
Share Fire Department of New York officials announced this month that a record number of minorities took its firefighter exam this spring. The Fire Department says nearly 46 percent of the potential recruits were members of minority groups. The number of women test-takers also saw an increase this year. Nearly 2, women took the test. More on that in a minute. Big Improvement New York has long struggled with hiring a diverse workforce in both its fire and police departments. The FDNY may have finally implemented an effective though court-ordered recruitment effort and attracted a diverse group of applicants. There are insufficient preparatory and information sessions for applicants about the job, recruit school, selection process components, and the personality traits needed for both the job, and the extended hiring and training program. While it appears that the New York Fire Department offers information on its website , information about the job, recruit school, and the remainder of the selection process is lacking.
The most important information — how to prepare for the process — could not be found online. Fire department selection processes may include background investigations, interviews, physical ability tests, and more. More often than not, candidates from disadvantaged socio-economic backgrounds and women who are often unfamiliar with the public safety environment are much less prepared to compete in the selection process than those who have sufficient information needed to succeed. The solution to limited exposure is a comprehensive study and dissemination of the information applicants need to advance in their careers. A person who volunteers and learns about the environment walks into the Fire Department selection and training process better prepared than a person without this experience. A person who studies building construction manuals and hydraulics for the fire service would have an advantage in this process. A person who can demonstrate that they are a team player will have an advantage because firefighters live in the same firehouse and work together on fire incidents.
These examples are an extremely small sample of the information needed to ace the selection process. Collecting information and preparing for a selection process takes time and effort, but it pays off in the long run.
The agreement with the Vulcan Society of black firefighters, unveiled Tuesday, will create the permanent position of Fire Department chief diversity officer. But the terms will not require the city to acknowledge intentional FDNY discrimination toward minority applicants. The settlement represents the latest decision by Mayor de Blasio to change course and end a legal controversy stemming from the Bloomberg administration. Justice Department under then-President George W. Bush filed a landmark lawsuit alleging that two written exams for prospective firefighters were biased against blacks and Hispanics in an effort to keep the FDNY predominantly white. But the following year the U. A March 31 bench trial was looming to decide the issue, but de Blasio chose to put the case, which had been fiercely contested by his predecessor, to rest. Garaufis, who had been removed from the intentional discrimination aspect of the case, had been excoriated by the Bloomberg administration for his verdict.
The monetary settlement will be shared among 1, FDNY applicants who took firefighter exams beginning in that were deemed discriminatory. City Corporation Counsel Zachary Carter has written the court to ask that Federal Judge Judge Nicholas Garaufis, who had been villified by the Bloomberg administration for a past verdict in the case, be appointed to oversee the settlement.
Background Questions Who are the parties in this case? The Plaintiff in this case is the United States of America. The Vulcan Society and the individual firefighter applicants referred to here collectively as the "Plaintiffs-Intervenors" intervened on behalf of themselves and all black applicants for the position of entry-level firefighter who were harmed by the employment practices challenged in this lawsuit. What claims did the United States bring against the City? The United States alleged that since , the City had discriminated against black and Hispanic applicants for the position of entry-level firefighter in the FDNY. On July 22, , Judge Nicholas G. What claims did the Plaintiffs-Intervenors bring against the City?
In September , the Court allowed the Plaintiffs-Intervenors to intervene in this case. On May 14, , the Second Circuit Court of Appeals issued a ruling overturning the intentional discrimination finding and sending the intentional discrimination claim to a new district court judge for trial. The Second Circuit also upheld most of the remedies ordered by Judge Garaufis, including a Court Monitor to oversee the FDNY's hiring, and held that Judge Garaufis would maintain jurisdiction over financial and other remedies. Title VII of the Civil Rights Act of prohibits not only intentional discrimination, but also employment practices that appear to be fair in form but are discriminatory in operation. A facially neutral employment practice, such as a written examination, that disproportionately excludes individuals from employment opportunities on the basis of their membership in a protected group, such as a particular race or national origin, and cannot be shown to be related to job performance, violates Title VII.
As the Equal Employment Opportunity Commission has explained, [An employer] can be found liable under Title VII if it uses a facially neutral practice that has the effect of disproportionately excluding members of a particular protected group. In such cases, which apply the disparate impact theory of discrimination, the individual alleging discrimination must prove If the individual can make this demonstration, the employer will be liable for discrimination unless it can show that the practice in question is job-related and consistent with business necessity.
It is the employer's burden to make this showing, and a failure to provide any justification for the practice will likely result in a finding of liability. Even if an employer can demonstrate that a practice is justified, moreover, the individual will be given an opportunity to prove that there are other available practices that would also serve the employer's purposes, but with less impact on the protected group. Although using written tests to screen applicants may present the appearance of objective, merit-based selection, written tests often do not actually identify applicants who will be successful at performing a particular job.
In United States v. Will the City change the way it selects entry-level firefighters in the future as a result of this lawsuit? The parties worked jointly under the supervision of the Court to develop Exam , a new selection procedure for entry-level firefighters. The City administered Exam to applicants for the entry-level firefighter position in March and April The Court approved the City's proposed use of Exam on September 28, , and the City began hiring entry-level firefighters off of the Exam eligible list in July In addition to the development of a new selection procedure, the Court's injunctive relief order requires the City to make additional changes to its selection process. The City must make changes to its recruitment practices and to the process it uses to screen candidates who pass the entry-level firefighter examination.
A Court Monitor is overseeing the City's compliance with the order. Under the proposed Monetary Relief Consent Decree, claimants deemed eligible for relief by the Court will share in a monetary settlement for back pay, fringe benefits, and interest. In addition, claimants who were deemed eligible for priority hiring relief were entitled to pursue employment as firefighters with the FDNY. Delayed-hire claimants and priority hires also received retroactive seniority. Who is entitled to receive individual relief? The Court has already determined that 1, individuals are eligible for individual relief. The Court's determinations were based on eligibility criteria set forth in the Final Relief Order , which were designed to identify individuals who were victims of the City's discriminatory hiring practices. If you submitted a claim form, you should have received a copy of your court decision in the mail.
You may also log onto your claimant portal at www. Individuals eligible for relief were black and Hispanic applicants who took entry-level firefighter Exam first administered in , Exam first administered in , or both, and who also met certain other eligibility criteria. Eligible claimants included individuals who the City hired as entry-level firefighters if their hiring was delayed due to the City's discriminatory practices , as well as those the City did not hire as entry-level firefighters.
For more information, please see the Final Relief Order. If I took Exam first administered in , am I able to receive individual relief in this lawsuit? Please note that the Court has already finished making all eligibility determinations. If you did not submit a claim form before June 10, , it is too late to submit a claim form now. Individuals who did not take either Exam or Exam between and were not eligible to receive individual relief in this lawsuit. If you feel you were discriminated against because of your race or national origin as a result of taking one of the City's written examinations for entry-level firefighter, you should consult with an attorney at your own expense to determine your legal options or you can file a charge of discrimination with the Equal Employment Opportunity Commission. The Department of Justice and the Plaintiffs-Intervenors have not filed suit against the City with respect to any entry-level firefighter exams other than Written Exams and What is the current status of the case?
On June 27, , the parties filed a proposed Monetary Relief Consent Decree to settle the claims for back pay and fringe benefits lost by black and Hispanic firefighter applicants due to the City's use of the exams held to be discriminatory. On June 30, , the Court preliminarily approved the Decree and scheduled a Fairness Hearing to determine whether to finally approve the Decree and whether to approve or amend the Proposed Relief Awards List , which shows the proposed awards for back pay, fringe benefits, and interest for each of the 1, claimants who the Court determined are eligible to receive individual monetary relief.
This Fairness Hearing will be held on October 1, , at a. Will my information be kept confidential? All information submitted as part of this case will be maintained and utilized in accordance with applicable federal law, including the Privacy Act of , 5 U. To the extent any information submitted is protected by the Privacy Act, that information would not be used or disclosed except as permitted under the Privacy Act. No one will file your social security number in any public document. What if I have additional questions? If you have questions about the status of your claim for relief, please contact the Claims Administrator by toll-free telephone at , or by email at questions FDNYlitigation.
If you have questions regarding the Plaintiffs-Intervenors' claims, call the Plaintiffs-Intervenors at Please do not contact the court for information about this case. Court personnel will not be able to answer any questions about your eligibility for relief or the process of obtaining relief. Claims Process Questions What is the process for considering my claim? The Court has made a final decision regarding the eligibility for relief of everyone who submitted a claim form. If you submitted a claim form and did not receive a Report and Recommendation from a Special Master regarding your eligibility for relief or the Court's order on the Special Master's eligibility recommendation, please log into your claimant portal through the claims administrator's website or contact the claims administrator, GCG. If you have not submitted a claim form, the deadline to return claim forms has passed, and no additional claim forms will be considered by the Court.
Who are the Special Masters? The Special Masters are four attorneys the Court appointed to review individual claimants' claims for relief. Everyone who submitted a claim form was assigned to a specific Special Master. The Court then reviewed the Special Masters' eligibility determinations. The Court has already made a final decision about which claimants are eligible for relief in this lawsuit. I submitted a claim form seeking priority hiring relief. How does the proposed settlement of the back pay and fringe benefits claims affect my pursuit of priority hiring relief?
The parties' proposed settlement does not affect your claim for priority hiring relief. For example, if you have already been hired as a priority hire, this settlement does not affect your employment with the FDNY. Similarly, if the Court found you eligible for priority hiring relief and you are undergoing processing for appointment with the FDNY, your processing is not affected by this settlement.
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