![]() ![]() Employees not under any of the above bargaining units, may file a complaint under the Department's administrative grievance process. ![]() Department of Labor (dol.gov)įurthermore, any DOL employee who is in the AFGE Local 12, the NULI or the NCFLL bargaining units may file a grievance under their respective collective bargaining agreements. Workplace Equality Compliance Officers cannot accept EEO complaints. You may view a list of the current WECO Managers here: Workplace Equality Compliance Officers - LaborNet - U.S. 1614 and does not modify or extend the time limitation to contact an EEO counselor. Filing a complaint under the Department's Harassing Conduct Policy, however, is not the same thing as filing an EEO complaint with the Civil Rights Center in accordance with 29 C.F.R. You may also file a complaint with your Agency's Workplace Equality Compliance Office (WECO) under the Department's Harassing Conduct Policy, in accordance with Department of Labor Management Series (DLMS) 6-300: Policy & Procedures for Preventing & Eliminating Harassing Conduct in the Workplace. For additional information on how to file an EEO complaint, please visit the Civil Rights Center's page. Failure to contact an EEO counselor of the CRC within 45 calendar days of the most recent incident of discrimination (including retaliation) may result in the dismissal of an EEO complaint. Protected EEO activity includes opposing a practice made unlawful by, engaging in a right extended by, or participating in any stage of administrative or judicial proceedings under relevant employment discrimination laws, including requesting a reasonable accommodation for a physical or mental disability or sincerely held religious belief, observance, or practice.Ī person wishing to file an EEO complaint must contact an EEO counselor of the Civil Rights Center (CRC) within 45 calendar days of the most recent incident of discrimination (including retaliation). ![]() As such, no employee will be denied equal employment opportunity, subjected to harassment, retaliated against for engaging in protected EEO activity, or denied equal pay or compensation because of race (including race-related characteristics, which may include an individual's grooming and hair), color, ancestry (including ancestry-related characteristics, which may include an individual's dress), national origin (including ethnicity, accent, and use of a language other than English), religion or religious creed (including reasonable accommodation of religious beliefs, observances, or practices), physical or mental disability (including reasonable accommodation of physical or mental disability), medical condition, genetic information, sex (including pregnancy, childbirth, lactation, abortion, and related medical conditions), sexual orientation, transgender status, gender identity, gender expression, intersex traits, sex stereotyping, sex characteristics, age (40 and up), parental status, or any other prohibited factor. To best realize EEO and DEIA in the Department, all DOL employees, applicants, and contractors must be treated fairly and consistently on the basis of merit. The Department of Labor (DOL) is deeply committed to building a workplace that advances equal employment opportunity (EEO) and the principles of diversity, equity, inclusion, and accessibility (DEIA). ![]() Cummings Federal Employee Antidiscrimination Act of 2020 ![]()
0 Comments
Leave a Reply. |