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. Equal Employment 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.
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Those actions appropriate to overcome the effects of past or present practices, policies, or other barriers to equal employment opportunity. 29 CFR 1608
Ensures women, minorities and individuals with disabilities are employed and advanced on a non-discriminatory basis.
Provides an avenue to obtain redress for discrimination complaints. Any employee, former employee or applicant can file a complaint.
An Equal Employment Opportunity 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 process which is used to resolve 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 Equal Employment counselor in the Equal Employment 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.