Equal Employment Opportunity Office
The U.S. Army Corps
of Engineers, Omaha District provides equal opportunity in
employment for all persons, prohibits discrimination in employment
because of race, color, religion, sex (sexual harassment is a form
of sex discrimination), national origin, age or disability and
promotes the realization of equal opportunity through a continuing
affirmative employment program. EEO covers all employees, including
supervisors, managers, former employees and applicants for
employment of the Omaha District regardless of grade level or
position. Contracted employees may have redress rights pending
determination of their "employee" status.
One of the main misconceptions of EEO is that EEO is only for
selected groups.
EEO is for EVERYONE; it's the LAW!
The
EEO Program consists of three programs:
- Affirmative Employment Program
- Special Emphasis Program
- Complaints Processing Program
Affirmative
Employment Program
Those actions appropriate to overcome the effects of past or
present practices, policies, or other barriers to equal employment opportunity.
29 CFR
1608
Special Emphasis Program
Ensures women,
minorities and individuals with disabilities are employed and
advanced on a non-discriminatory basis.
EEO Complaint
Processing Program
Provides an avenue to obtain
redress for discrimination complaints. Any employee, former employee or
applicant can file an EEO complaint.
An EEO complaint is an allegation of discrimination on the basis of race, color, religion, sex, national origin, age, physical or mental disability or reprisal that
adversely affects a term, condition or privilege of employment,
benefits or working conditions.
The complaint process may consist of a precomplaint inquiry or mediation and formal complaint.
Mediation is a voluntary alternative dispute resolution (ADR)
process which is used to resolve EEO complaints.
Individuals who believe they have been discriminated against on the basis or race, color, religion,
sex, national origin, age, physical or mental disability or reprisal
must consult an EEO counselor in the EEO Office prior to filing a
formal complaint of discrimination in order to try to informally
resolve the matter.
Such contact must take place within 45 calendar days of the date the alleged discriminatory
event occurred; the effective date of the alleged discriminatory
personnel action or the date the complainant knew or reasonably
should have known of the alleged discriminatory event or personnel
action. |
