Any current employee, applicant for employment, or former employee serviced by the National Capital Region Human Resources and Organizational Management Office who believes he or she has been discriminated against because of race, color, religion, sex, national origin, age (40 or older), physical or mental disability, genetic information, or reprisal for previous EEO activity, is entitled to file an EEO complaint.
The matter must be brought to the attention of an EEO specialist within 45 calendar days from the date the alleged act occurred, the effective date of an alleged discriminatory personnel action, or the date that the individual knew or reasonably should have known that it occurred.
The EEO specialist is required to make whatever inquiries are necessary to seek a solution to the matter on an informal basis. Individuals have the right to remain anonymous during the informal counseling stage. If, after 30 days, the specialist is unable to resolve the matter to the satisfaction of the individual involved, the specialist will conduct a final interview meeting. The specialist will inform the individual in writing of his or her right to file a formal complaint, the applicable time requirements, and the names and addresses of officials authorized to receive formal complaints of discrimination.
To view the EEO Complaint Process (click here)
To view the No Fear Act Notice (click here)
To view the How to file a Complaint Process (click here)
MCAS Yuma Commanding Officer's EEO & Anti-Harassment Policy for Civilian Employees (click here)
MCB CPEN Commanding General's EEO Policy Statement for Civilian Employees (click here)
SECNAV Policy EEO Statement (click here)
DoDi 1020.04 Harassment Prevention and Response for DoD Civilians (click here)
What is Alternate Dispute Resolution (ADR)?
ADR is a term used to describe a variety of approaches to resolving conflict rather than traditional adjudicatory or adversarial methods. Examples of traditional methods include litigation, hearings, administrative processes and appeals.
Topics covered in the Alternative Dispute Flyer:
- Core Principles
- ADR Techniques Used
To view the Alternative Dispute Resolution Flyer (CLICK HERE)
WHAT IS PWFA?
The Pregnant Workers Fairness Act (PWFA) is a federal law that, starting June 27, 2023, requires covered employers to provide “reasonable accommodations” to a qualified worker’s known limitations related to pregnancy, childbirth, or related medical conditions, unless the accommodation will cause the employer an “undue hardship.” An undue hardship is defined as causing significant difficulty or expense.
WHAT ARE SOME POSSIBLE ACCOMMODATIONS FOR PREGNANT WORKERS?
- Being able to sit or drink water
- Receiving closer parking
- Having flexible hours
- Receiving appropriately sized uniforms and safety apparel
- Receiving additional break time to use the bathroom, eat, and rest
- Taking leave or time off to recover from childbirth
- Being excused from strenuous activities and/or exposure to chemicals not safe for pregnancy
Learn more at www.EEOC.gov/Pregnancy-Discrimination
To view the PWFA Poster 1 (CLICK HERE)
To view the PWFA Poster 2 (CLICK HERE)
MCAS Yuma EEO Office:
(760) 725-3845
MCAS Yuma ADR contact:
EEO Counselor (760) 725-9810
(NAF) EEO Counselor (760) 763-7994
MCI-West Regional EEO Office Contact Information (click here)