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 (including pregnancy, sexual orientation and gender identity), 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 Individual Complaint Process (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 a Reasonable Accommodation?
An RA is an alternative to the work environment or any assistive device that allows a qualified individual with a disability to enjoy an equal opportunity to perform the essential functions of his or her position.
Topics covered in the MCI West Reasonable Accommodations Flyer:
- How do I request Reasonable Accommodation?
- Do i need to provide medical documentation?
- How long does the Reasonable Accommodation Process take?
- What a Reasonable Accommodation is and is not.
For more information on the MCI West Reasonable Accommodations Flyer (click here)
To view the Reasonable Accommodations Map (click here)
The Department of the Navy (DON) commands may consider when seeking to contract Personal Assistance Services (PAS) for individual(s) with targeted disabilities who require the service to participate in the workplace or during work-related travel. As this tip sheet serves as an overview and is not an exhaustive list, it is advised that commands work with their contracting officer or acquisitions department so that all requirements can be met.
Topics covered in the Tip Sheet for contracting PAS:
- The Ability to contract PAS
- Type of Contracts
- Statement of Work
- Cost for Providing PAS
- Wages and Benefits
- Quality Assurance of PAS
To view the Tip Sheet for Contracting Personal Assistance Services (PAS) (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 Flyer (click here)
MCAS Yuma EEO Office:
(760) 725-3845
MCAS Yuma ADR contact:
EEO Counselor (760) 725-9810
(NAF) EEO Counselor (760) 763-7994