Frequently Asked Questions
Frequently Asked Questions
How can I file a complaint?
You can start a complaint by emailing a completed 
Fillable Intake Questionniare to equalrights@anchorageak.gov, calling us at 907‑343‑4342, or visiting our office. A staff member will contact you within one business day. No appointment is needed, and interpreter services are available at no cost.
Who can file a complaint?
Anyone who lives in or visits the Municipality of Anchorage and believes they experienced unlawful discrimination within the Municipality may file a complaint. Discrimination is unlawful when it is based on a protected class.
When should a complaint be filed?
File your complaint as soon as possible after the discriminatory act occurs.
The AERC can only accept complaints filed within 180 calendar days of the last alleged discriminatory act. If you are unsure about timing, please contact us—many discriminatory situations involve ongoing harm.
What happens after I file my complaint with AERC?
After we receive your notarized complaint, the Respondent is notified and asked to provide essential information within about one month.
Next, an investigator holds a Fact‑Finding Conference with both parties. This meeting allows everyone to discuss the facts and explore settlement options.
If both sides agree to a voluntary settlement, the case is closed.
If not, the AERC conducts an impartial investigation and determines whether substantial evidence of discrimination exists.
May I have an attorney represent me?
Yes. Either party may have an attorney. If you are represented, your attorney must notify AERC staff. After that, all investigation‑related communication will be sent directly to your attorney.
Does the AERC act as an advocate for either party?
No. The AERC is a neutral, impartial agency throughout the complaint and investigation process.
What happens if the AERC finds substantial evidence of discrimination?
If substantial evidence is found, the AERC begins a conciliation process. Staff will propose remedies and negotiate terms aimed at providing “make‑whole" relief—meaning solutions designed to restore the Complainant to the position they would have been in had the discrimination not occurred, and to eliminate the discriminatory practice or policy going forward.