We Welcome You
All candidates will be considered without regard to any non-merit reason such as race, color, religion, sex, age, national origin, lawful political affiliation, marital status, disability, sexual orientation, protected genetic information, parental status, membership in an employee organization, or other non-merit factors.
Equal Employment Opportunity Policy (EEO)
by Van Zeck, Commissioner of the Bureau of the Public Debt
As Commissioner, I am dedicated to an environment where all employees are treated with dignity and respect. Accordingly, I would like to take this opportunity to reaffirm Public Debt's goal of creating a workplace that is free from discrimination and sexual harassment.
Public Debt has a long-standing commitment to equal employment as well as a policy that supports that commitment. Our policy is simple:
Discrimination in recruitment, placement, hiring, promotion, transfer, training, and all other phases of employment based on race, color, religion, sex (including sexual harassment), national origin, sexual orientation, parental status, mental or physical handicap, or age is prohibited and will not be tolerated. Retaliation, in the form of an adverse action against an individual because of his or her prior participation in the EEO process or opposition to discriminatory practices is also prohibited.
Each of us has a responsibility to be aware of and effectively implement this policy. I encourage all employees to set personal goals for developing skills and experience and to increase your appreciation for diversity through the cultural awareness programs available at Public Debt.
Managers are expected to: be aware of how the composition of your work force fits into Public Debt's overall Affirmative Accomplishments Plan; take immediate steps to eliminate obstacles to the advancement of minorities, women, and persons with disabilities; and encourage your employees, by example, to participate in cultural awareness education programs.The Equal Employment Opportunity staff is ready to assist anyone, employee or manager, in any aspect of our EEO Program, including affirmative action and resolving complaints of discrimination.
We will continue our tradition of building an organization where employment and promotion decisions will be based on merit and the principle of furthering diversity. Efforts of employees who support the goals of Equal Employment Opportunity will continue to be recognized and rewarded.
September 30, 2005
Equal Employment Opportunity Office
Policy on Discriminatory Harassment
by Van Zeck, Commissioner of the Bureau of the Public Debt
-
It is Public Debt's policy to ensure that every employee enjoys a work environment free from discriminatory harassment of any kind. Discriminatory harassment is a violation of the Federal civil rights laws, is strictly prohibited, and will not be tolerated within Public Debt. Such conduct also is inconsistent with our core value of individual respect.
What is discriminatory harassment?
- gender
- race
- color
- disability
- religion
- national origin
- age of 40 years or older
- parental status
- sexual orientation
- protected genetic information or
- prior protected EEO activity
There are two types of discriminatory harassment: sexual and non-sexual. Harassment of a non-sexual nature occurs when an employee engages in unwelcome verbal or physical conduct toward another employee, based on that employee's:
Harrassing behavior occurs when:
(1) An employee denigrates or shows hostility towards another employee that is so severe or pervasive that it creates a hostile, intimidating, or abusive work environment or unreasonably interferes with that employee's work performance; or
(2) Where an employment decision affecting the employee is based on whether the employee accepts or rejects the harassing conduct.
What is sexual harassment?
Sexual harassment occurs when an employee directs unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature at another employee:
(1) When submission to the conduct is made an explicit or implicit condition of that employee's continued employment;
(2) When an employment decision affecting that employee's advancement or opportunities is based on whether the employee accepts or rejects the harassing conduct; or
(3) Where the conduct is so severe or pervasive that it has the effect of substantially interfering with that employee's work performance or creating an intimidating, hostile, or offensive work environment.
What is Public Debt's policy?
Public Debt will not tolerate any discriminatory harassment, even when the behavior does not rise to the level of a violation of federal law.
What should you do if you believe you have been harassed?
Employees who feel that they are being harassed should make their objections known to the offending party. When this is not feasible, or if the harassment continues even after doing so, employees should discuss the problem with their supervisor, manager, or a higher level management official. Employees also have the option of notifying the EEO Office or Sexual Harassment Hotline at (304) 480-6527 or (304) 480-6838. Employees who feel they have been harassed have a duty to report the incident. Public Debt will protect the confidentiality of the individuals reporting harassment to the fullest extent possible. Employees who seek EEO counseling or file an EEO complaint about harassment directed at them have the right to remain anonymous.
What should you do if you see harassing behavior?
Employees who believe they have witnessed harassing behavior also must report the incident. Public Debt will protect the confidentiality of the individuals reporting harassment to the fullest extent possible.
What will management do after receiving a report of harassment?
Managers, supervisors, and others receiving reports of alleged harassment are responsible for taking immediate and appropriate action, by contacting the Franchise Labor and Employee Relations Branch (FLERB) at (304) 480-8259. FLERB is responsible for initiating a prompt, thorough, and impartial investigation. Management will take appropriate corrective action as needed based on the results of FLERB's investigation. Managers and supervisors must not retaliate or discriminate against an employee for reporting harassment or for cooperating with any harassment investigation. Any such action will result in appropriate disciplinary action against the manager or supervisor.
Through consistent application of this policy and procedure, Public Debt will preserve the right of every employee to have a workplace that is free from discriminatory harassment. However to be successful, I must have your cooperation to implement this policy effectively. Let's work together as Public Debt employees to treat each other with the respect and dignity we each deserve.
September 1, 2009
Equal Employment Opportunity Office
EEO Complaint Procedures & Contacts
As a Federal employee or applicant for employment, you are protected against discrimination based on your race, sex, national origin, color, religion, age and physical or mental disability. Retaliation for action taken to oppose or remedy discrimination is also prohibited. Certain Executive Orders also provide protection against discrimination based on sexual orientation, parental status, and protected genetic information.
If you feel you have been discriminated against, you MUST contact the EEO Office within 45 calendar days of the date of the incident that gave rise to your complaint, the date you became aware of the incident, or, if a personnel action, within 45 calendar days of its effective date or your knowledge of the action.
The Counselor will advise you of your right to elect between participation in traditional counseling activities or in the Alternative Dispute Resolution (ADR) process. During traditional counseling, the Counselor has 30 calendar days from the time you report your problem to attempt an informal resolution of the matter. If, at the end of this time, the problem is not resolved, you will be advised, in writing, of your right to file a formal complaint. The 30-day period may be extended to an additional 60 if YOU agree in WRITING to such an extension.
Should you elect to participate in ADR resolution, traditional counseling will not be attempted. Agencies have 90 days to conduct ADR during the pre-complaint process. If, at the end of this time, the problem is not resolved, you will be advised, in writing, of your right to file a formal complaint.
Any person who believes they have been discriminated against may submit a written complaint to Manager, EEO Office, Bureau of the Public Debt, 200 3rd Street, Room 102, Parkersburg, WV 26106 or contact the EEO Office at (304) 480-6838 or (304) 480-6527.
Reasonable Accommodation Policy
The Bureau of the Public Debt provides reasonable accommodations to applicants with disabilities on a case-by-case basis. If you need a reasonable accommodation for any part of the application and hiring process, please notify the point of contact listed on the vacancy announcement.
Hard of hearing or deaf individuals may obtain information via TDD (304) 480-8725.
> View Reasonable Accommodation Policy (PDF, 235k)
