[Federal Register Volume 84, Number 112 (Tuesday, June 11, 2019)]
[Rules and Regulations]
[Pages 27027-27035]
From the Federal Register Online via the Government Publishing Office [www.gpo.gov]
[FR Doc No: 2019-11569]



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 Rules and Regulations
                                                 Federal Register
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 This section of the FEDERAL REGISTER contains regulatory documents 
 having general applicability and legal effect, most of which are keyed 
 to and codified in the Code of Federal Regulations, which is published 
 under 50 titles pursuant to 44 U.S.C. 1510.
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  Federal Register / Vol. 84, No. 112 / Tuesday, June 11, 2019 / Rules 
and Regulations  

[[Page 27027]]



FEDERAL RESERVE SYSTEM

12 CFR Part 268

[Docket No. R-1630]
RIN 7100-AF 23


Rules Regarding Equal Opportunity

AGENCY: Board of Governors of the Federal Reserve System.

ACTION: Final rule.

-----------------------------------------------------------------------

SUMMARY: The Board of Governors of the Federal Reserve System (the 
Board) is issuing its final rule to revise and expand its equal 
employment opportunity regulation to adopt recent changes the Equal 
Employment Opportunity Commission (EEOC) made to its rules. The Board's 
rule is intended to provide Board employees, applicants for employment, 
and others with the same substantive and procedural rights generally 
guaranteed to others under Title VII of the Civil Rights Act of 1964, 
the Equal Pay Act, the Age Discrimination in Employment Act, and the 
Rehabilitation Act and thus to comply with the spirit of those laws. 
The Board's rule also clarifies provisions related to Board employees' 
right to bring a claim before the Merit System Protection Board and the 
Federal Labor Relations Board.

DATES: Effective date: July 11, 2019.

FOR FURTHER INFORMATION CONTACT: Sheila Clark, Program Director, Office 
of Diversity and Inclusion, Board of Governors of the Federal Reserve 
System, (202) 452-2883.

SUPPLEMENTARY INFORMATION: 

Background

    The terms of Board employment are established by the Federal 
Reserve Act and rules established by the Board. 12 U.S.C. 244 
(providing that the ``employment, compensation, leave, and expenses'' 
of Board employees ``shall be governed solely by the provisions of this 
chapter and rules and regulations of the Board not inconsistent 
therewith.''). Although the Board has broad discretion to establish the 
terms of Board employment and can establish terms that deviate from the 
rights afforded to other government employees, the Board, as a matter 
of policy, has long aligned its employment practices with Federal laws 
that provide for equal employment opportunity. Pursuant to this policy, 
part 268 was issued by the Board to provide equal opportunity in 
employment in compliance with the spirit of Title VII of the Civil 
Rights Act of 1964 (Title VII), the Equal Pay Act, the Age 
Discrimination in Employment Act, and the Rehabilitation Act.

Overview of Proposal and Comments

    On November 15, 2018, the Board issued a notice of proposed 
rulemaking with opportunity for public comment (NPR) in which it 
proposed amending part 268 in order to better align Board practices 
with those of the Equal Employment Opportunity Commission's (EEOC's) 
rules (83 FR 57343). The comment period for the proposed rule has now 
closed and a total of six public comments were received.
    None of the commenters suggested substantive revisions to the 
proposed rule. Four commenters expressed general support for the 
proposed rule. One commenter did not express support or opposition to 
the proposal, but rather, commented on the difficulty of forming a bank 
and finding payment processors for the bank.
    The final commenter opposed the proposed rule because the commenter 
believes the rule would further ``affirmative action'' which the 
commenter opposes. The commenter did not specifically state which 
portions of the proposal the commenter opposed nor did the commenter 
suggest specific changes to the rule. However, the comment was 
interpreted as opposing the portion of the proposed rule which commits 
the Board to the goal of ensuring that twelve percent of its employees 
are individuals with disabilities and two percent of its employees are 
individuals with targeted disabilities. Because the provisions 
regarding disabled employees reflect the EEOC's approach to employing 
disabled employees at other Federal agencies, the Board has decided to 
include these provisions in its final rule to ensure greater 
consistency between the Board's Equal Employment Opportunity (EEO) 
practices and those of other Federal agencies.
    The Board has considered all comments received. Because the 
majority of the commenters supported the proposed rule and because the 
changes are necessary to conform the Board's EEO Regulation more 
closely to EEOC rules and to clarify Board employees' rights to bring 
claims before the Merit System Protection Board and the Federal Labor 
Relations Board, the Board has adopted amendments to its Rules 
Regarding Equal Opportunity as proposed without substantive change.
    As noted in the NPR, the revisions to part 268 are described below:

    1. Amend Sec.  268.101 to prohibit discrimination on the basis 
of genetic information to ensure compliance with the Genetic 
Information Nondiscrimination Act of 2008 (GINA) and to make 
conforming changes throughout to reflect this change.
    2. Amend Sec.  268.102(b)(3) to clarify that the Board follows 
EEOC guidance and management directives relating to advice for 
ensuring compliance with Title VII, the Equal Pay Act, the Age 
Discrimination in Employment Act, GINA, and the Rehabilitation Act.
    3. Amend Sec.  268.1 to remove references to hiring and granting 
information access since those rules will be incorporated into 
internal Board policies;
    4. Amend Sec.  268.106(a)(5) to adopt the EEOC's rule requiring 
dismissal of complaints that allege discrimination on the basis of 
proposed personnel actions or other preliminary steps unless the 
complainant has alleged that the proposal or preliminary step is 
retaliatory;
    5. Amend Sec.  268.107(e) to require Board staff, EEO 
investigators, and complainants to comply with the Board's program 
for the security of Federal Open Market Committee (FOMC) information 
when investigating and processing complaints that require access to 
FOMC information;
    6. Amend Sec.  268.107(g) to adopt the EEOC's rule on 
investigating complaints which requires agencies that have not 
completed an investigation within EEOC's time limits to send a 
notice to the complainant indicating the investigation is not 
complete, providing the date by which it will be completed, and 
explaining that the complainant has the right to request a hearing 
or file a lawsuit;
    7. Amend Sec.  268.201 to reflect updated address information 
for the EEOC;
    8. Amend Sec.  268.203 to more closely reflect the EEOC's 
approach to designing an affirmative action plan for individuals 
with disabilities;
    9. Amend Sec. Sec.  268.204 and 268.401 to reflect the EEOC's 
rules for processing class complaints;
    10. Remove Sec.  268.205 since its subject is not related to 
equal employment opportunity

[[Page 27028]]

rules and since rules for hiring and granting access to information 
will be incorporated into the Board's internal policies;
    11. Remove Sec.  268.302 to eliminate procedures for handling 
mixed case complaints since mixed case complaints cannot be brought 
against the Board;
    12. Amend Sec.  268.403 to update address information and to 
incorporate the EEOC's rule that agencies submit appellate records 
and complaint files to the EEOC in a digital format that is 
acceptable to the EEOC;
    13. Add a new Sec.  268.405(b) to adopt the EEOC's procedures 
for class complaints which provide that an administrative judge's 
decision on the merits of a class complaint is a final decision 
which the Board can fully implement or appeal in its final action 
and to provide for expedited processing of appeals of decisions to 
accept or dismiss class complaints;
    14. Amend Sec.  268.502(c) to adopt the EEOC's rule which 
permits agencies up to 120 days to provide the particular relief the 
EEOC ordered; and
    15. Amend Sec.  268.710 to make changes to headings and titles 
to conform to the EEOC's rules and to the Board's functional titles.

Changes To Align With EEOC Rules

    Except as described below, the above changes are necessary to align 
the Board's employment practices and complaint processing with the 
EEOC's rules. The revisions to part 268 align the Board's practices 
with changes the EEOC has made to its rules on Federal Sector Equal 
Employment Opportunity found at 29 CFR part 1614. In addition, the 
amendment to Sec.  268.102(b)(3) clarifies that the Board follows 
Commission guidance and management directives relating to advice for 
ensuring compliance with Title VII, the Equal Pay Act, the Age 
Discrimination in Employment Act, GINA, and the Rehabilitation Act.

Complying With FOMC Security Requirements

    Currently part 268 requires Board staff, EEO investigators, and 
complainants to protect confidential information of the Board but does 
not expressly address confidential FOMC information. Because it is 
conceivable that a complainant could require access to FOMC 
information, and because FOMC information is not solely Board 
information, the Board is amending Sec.  268.107(e)(2) to expressly 
require those seeking access to FOMC information to agree to abide by 
the Program for Security of FOMC Information before being granted 
access to such information. This will ensure that FOMC information is 
protected in the same manner as other confidential Board information.

Remove Rules Related to Hiring and Granting Information Access

    The revisions also eliminate Sec.  268.205, which discusses the 
Board's rules for hiring non-citizens and for allowing access to 
confidential supervisory information (CSI) and FOMC information. The 
subject matter of this section is not relevant to the Board's equal 
employment opportunity rules. Thus, the revisions remove this section 
from the Board's equal employment opportunity regulation. Going 
forward, rules relating to the hiring of non-citizens and governing 
access to CSI and FOMC information will be incorporated in the Board's 
internal management policies.

Eliminate References to Mixed Case Complaints

    The revisions eliminate Sec.  268.302, which addressed procedures 
that apply to ``mixed case complaints.'' A mixed case complaint is an 
employment complaint which raises violations of both EEO laws (over 
which the EEOC retains jurisdiction) and merit system principles, 
created by certain civil service laws over which the Merit Systems 
Protection Board (MSPB) retains jurisdiction. The Board is not subject 
to the MSPB's jurisdiction in light of its employment authorities under 
the Federal Reserve Act. Thus, the revisions remove this provision of 
the regulation.

Update Titles To Reflect the Board's Organizational Structure

    The revisions to subpart H reflect changes to the Board's 
organizational structure since the last time the Board updated its EEO 
Regulation. Subpart H prohibits discrimination on the basis of 
disability in programs or activities conducted by the Board and 
describes how to file complaints alleging such discrimination. The 
complaint process described in subpart H incorporates references to 
position titles that are no longer in use at the Board. For example, 
subpart H refers to the Equal Employment Opportunity Office, which has 
since been replaced by the Office of Diversity and Inclusion; to an EEO 
Program Director, which has since been replaced by the Office of 
Diversity and Inclusion Program Director; and to a Staff Director for 
Management, which has been replaced by the Chief Operating Officer. The 
amendments to subpart H replace the out-of-date titles with up-to-date 
information each place the rule refers to such titles.

I. Regulatory Analysis

A. Paperwork Reduction Act

    Certain provisions of the rule contain ``collection of 
information'' requirements within the meaning of the Paperwork 
Reduction Act (PRA) of 1995 (44 U.S.C. 3501-3521). In accordance with 
the requirements of the PRA, the Board may not conduct or sponsor, and 
the respondent is not required to respond to, an information collection 
unless it displays a currently valid Office of Management and Budget 
(OMB) control number. The Board will address the information collection 
requirements associated with this rule under a separate Federal 
Register notice.

B. Regulatory Flexibility Act

    The Regulatory Flexibility Act, 5 U.S.C. 601 et seq., requires a 
regulatory flexibility analysis only for rules that will have a 
significant impact on a substantial number of small entities. Because 
this rulemaking applies exclusively to Board employees and applicants 
for employment, the Regulatory Flexibility Act does not apply.

C. Plain Language

    Section 722 of the Gramm-Leach-Bliley Act requires each Federal 
banking agency to use plain language in all rules published after 
January 1, 2000. In light of this requirement, the Board believes this 
rule is presented in a simple and straightforward manner and is 
consistent with this ``plain language'' directive.

List of Subjects in 12 CFR Part 268

    Administrative practice and procedure, Aged, Civil rights, Equal 
employment opportunity, Federal buildings and facilities, Genetic 
information, Government employees, Individuals with disabilities, 
Religious discrimination, Sex discrimination, Wages.

Authority and Issuance

    For the reasons set forth in the preamble, the Board is amending 12 
CFR part 268 as set forth below:

PART 268--RULES REGARDING EQUAL OPPORTUNITY

0
1. The authority citation for part 268 continues to read as follows:

    Authority:  12 U.S.C. 244 and 248(i), (k) and (l).


0
2. In Sec.  268.1, revise paragraph (b) to read as follows:

[[Page 27029]]

Sec.  268.1  Authority, purpose and scope.

* * * * *
    (b) Purpose and scope. This part sets forth the Board's policy, 
program and procedures for providing equal opportunity to Board 
employees and applicants for employment without regard to race, color, 
religion, sex, national origin, age, disability, or genetic 
information. It also sets forth the Board's policy, program and 
procedures for prohibiting discrimination on the basis of disability in 
programs and activities conducted by the Board.

0
3. Revise Sec.  268.101 to read as follows:


Sec.  268.101  General policy for equal opportunity.

    (a) It is the policy of the Board to provide equal opportunity in 
employment for all persons, to prohibit discrimination in employment 
because of race, color, religion, sex, national origin, age, 
disability, or genetic information and to promote the full realization 
of equal opportunity in employment through a continuing affirmative 
program.
    (b) No person shall be subject to retaliation for opposing any 
practice made unlawful by Title VII of the Civil Rights Act (title VII) 
(42 U.S.C. 2000e et seq.), the Age Discrimination in Employment Act 
(ADEA) (29 U.S.C. 621 et seq.), the Equal Pay Act (29 U.S.C. 206(d)), 
the Rehabilitation Act (29 U.S.C. 791 et seq.), or the Genetic 
Information Nondiscrimination Act (GINA) (42 U.S.C. 2000ff et seq.) or 
for participating in any stage of administrative or judicial 
proceedings under those statutes.

0
4. Amend Sec.  268.102 by:
0
a. Revising paragraph (a)(4);
0
b. Removing the semicolon at the end of paragraph (b)(1) and adding a 
period in its place;
0
c. Revising paragraphs (b)(3) and (4); and
0
d. Removing the semicolons at the ends of paragraphs (b)(5) and (6) and 
adding periods in their place.
    The revisions read as follows:


Sec.  268.102  Board program for equal employment opportunity.

    (a) * * *
    (4) Communicate the Board's equal employment opportunity policy and 
program and its employment needs to all sources of job candidates 
without regard to race, color, religion, sex, national origin, age 
disability, or genetic information, and solicit their recruitment 
assistance on a continuing basis;
* * * * *
    (b) * * *
    (3) Appraise its personnel operations at regular intervals to 
assure their conformity with the Board's program, this part and the 
instructions contained in the Commission's management directives 
relating to advice for ensuring compliance with the provisions of title 
VII, the Equal Pay Act, the Age Discrimination in Employment Act, GINA, 
and the Rehabilitation Act.
    (4) Designate a Director for Equal Employment Opportunity (EEO 
Programs Director), EEO Officer(s), and such Special Emphasis Program 
Managers/Coordinators (e.g., People with Disabilities Program, Federal 
Women's Program and Hispanic Employment Program), clerical and 
administrative support as may be necessary to carry out the functions 
described in this part in all organizational units of the Board and at 
all Board installations. The EEO Programs Director shall be under the 
immediate supervision of the Chair. The EEO Programs Director may also 
serve as the Director of the Office of Diversity and Inclusion.
* * * * *

0
5. In Sec.  268.103, revise paragraph (a) to read as follows:


Sec.  268.103  Complaints of discrimination covered by this part.

    (a) Individual and class complaints of employment discrimination 
and retaliation prohibited by title VII (discrimination on the basis of 
race, color, religion, sex and national origin), the ADEA 
(discrimination on the basis of age when the aggrieved person is at 
least 40 years of age), the Rehabilitation Act (discrimination on the 
basis of disability), the Equal Pay Act (sex-based wage 
discrimination), or GINA (discrimination on the basis of genetic 
information) shall be processed in accordance with this part. 
Complaints alleging retaliation prohibited by the statutes listed in 
this paragraph (a) are considered to be complaints of discrimination 
for purposes of this part.
* * * * *

0
6. In Sec.  268.104, revise paragraphs (a) introductory text and (d) to 
read as follows:


Sec.  268.104  Pre-complaint processing.

    (a) Aggrieved persons who believe they have been discriminated 
against on the basis of race, color, religion, sex, national origin, 
age, disability, or genetic information must consult a Counselor prior 
to filing a complaint in order to try to informally resolve the matter.
* * * * *
    (d) Unless the aggrieved person agrees to a longer counseling 
period under paragraph (e) of this section, or the aggrieved person 
chooses an alternative dispute resolution procedure in accordance with 
paragraph (b)(2) of this section, the Counselor shall conduct the final 
interview with the aggrieved person within 30 days of the date the 
aggrieved person contacted the Board's Office of Diversity and 
Inclusion to request counseling. If the matter has not been resolved, 
the aggrieved person shall be informed in writing by the Counselor, not 
later than the thirtieth day after contacting the Counselor, of the 
right to file a discrimination complaint with the Board. This notice 
shall inform the complainant of the right to file a discrimination 
complaint within 15 days of receipt of the notice, of the appropriate 
official with whom to file a complaint and of the complainant's duty to 
assure that the Programs Director is informed immediately if the 
complainant retains counsel or a representative.
* * * * *

0
7. In Sec.  268.106, remove and reserve paragraph (a)(4) and revise 
paragraph (a)(5) to read as follows:


Sec.  268.106  Dismissals of complaints.

    (a) * * *
    (5) That is moot or alleges that a proposal to take a personnel 
action, or other preliminary step to taking a personnel action, is 
discriminatory, unless the complaint alleges that the proposal or 
preliminary step is retaliatory;
* * * * *

0
8. Amend Sec.  268.107 by:
0
a. Adding a sentence at the end of paragraph (e)(2); and
0
b. Redesignating paragraph (g) as paragraph (h) and adding new 
paragraph (g).
    The additions read as follows.


Sec.  268.107  Investigation of complaints.

* * * * *
    (e) * * *
    (2) * * * Confidential supervisory information, as defined in 12 
CFR 261.2(c), and other confidential information of the Board may be 
included in the investigative file by the investigator, the EEO 
Programs Director, or another appropriate officer of the Board, where 
such information is relevant to the complaint. Neither the complainant 
nor the complainant's personal representative may make further 
disclosure of such information, however, except in compliance with the 
Board's Rules Regarding Availability of Information, 12 CFR part 261, 
and

[[Page 27030]]

where applicable, the Board's Rules Regarding Access to Personal 
Information under the Privacy Act of 1974, 12 CFR part 261a. Any party 
or individual, including an investigator, who requires access to FOMC 
information must agree to abide by the Program for Security of FOMC 
Information before being granted access to such information.
* * * * *
    (g) If the Board does not send the notice required in paragraph (f) 
of this section within the applicable time limits, it shall, within 
those same time limits, issue a written notice to the complainant 
informing the complainant that it has been unable to complete its 
investigation within the time limits required by paragraph (f) and 
estimating a date by which the investigation will be completed. 
Further, the notice must explain that if the complainant does not want 
to wait until the agency completes the investigation, he or she may 
request a hearing in accordance with paragraph (h) of this section, or 
file a civil action in an appropriate United States District Court in 
accordance with Sec.  268.406(b). Such notice shall contain information 
about the hearing procedures.
* * * * *

0
9. In Sec.  268.108, revise the heading of paragraph (g) to read as 
follows:


Sec.  268.108  Hearings.

* * * * *
    (g) Summary judgement. * * *
* * * * *

0
10. In Sec.  268.201, revise paragraphs (a) and (c) introductory text 
to read as follows:


Sec.  268.201  Age Discrimination in Employment Act.

    (a) As an alternative to filing a complaint under this part, an 
aggrieved individual may file a civil action in a United States 
district court under the ADEA against the agency after giving the 
Commission not less than 30 days' notice of the intent to file such an 
action. Such notice must be filed in writing with EEOC, at P.O. Box 
77960, Washington, DC 20013, or by personal delivery or facsimile 
within 180 days of the occurrence of the alleged unlawful practice.
* * * * *
    (c) When an individual has filed an administrative complaint 
alleging age discrimination, administrative remedies will be considered 
to be exhausted for purposes of filing a civil action:
* * * * *

0
11. Revise Sec.  268.203 to read as follows:


Sec.  268.203  Rehabilitation Act.

    (a) Definitions. The following definitions apply for purposes of 
this section:
    (1) The term ADA means title I of the Americans with Disabilities 
Act of 1990, as amended (42 U.S.C. 12101 through 12117), title V of the 
Americans with Disabilities Act, as amended (42 U.S.C. 12201 through 
12213), as it applies to employment, and the regulations of the Equal 
Employment Opportunity Commission implementing titles I and V of the 
ADA at 29 CFR part 1630.
    (2) The term disability means disability as defined under 29 CFR 
1630.2(g) through (l).
    (3) The term hiring authority that takes disability into account 
means a hiring authority established under written Board policy that 
permits the Board to consider disability status during the hiring 
process.
    (4) The term personal assistance service provider means an employee 
or independent contractor whose primary job functions include provision 
of personal assistance services.
    (5) The term personal assistance services means assistance with 
performing activities of daily living that an individual would 
typically perform if he or she did not have a disability, and that is 
not otherwise required as a reasonable accommodation, including, for 
example, assistance with removing and putting on clothing, eating, and 
using the restroom.
    (6) The term Plan means an affirmative action plan for the hiring, 
placement, and advancement of individuals with disabilities.
    (7) [Reserved]
    (8) The term Section 501 means section 501 of the Rehabilitation 
Act of 1973, as amended (29 U.S.C. 791).
    (9) The term targeted disability means a developmental disability, 
such as cerebral palsy or autism spectrum disorder; a traumatic brain 
injury; deafness or serious difficulty hearing, benefiting from, for 
example, American Sign Language, communication access real-time 
translation (CART), hearing aids, a cochlear implant and/or other 
supports; blindness or serious difficulty seeing even when wearing 
glasses; missing extremities (such as an arm, leg, hand and/or foot); a 
significant mobility impairment benefiting from, for example, the 
utilization of a wheelchair; partial or complete paralysis; epilepsy or 
other seizure disorders; an intellectual disability (formerly described 
as mental retardation); a significant psychiatric disorder such as 
bipolar disorder, schizophrenia, post-traumatic stress disorder (PTSD), 
or major depression; dwarfism; or a significant disfigurement such as 
significant disfigurements caused by burns, wounds, accidents, or 
congenital disorders.
    (10) The term undue hardship has the meaning set forth in 29 CFR 
part 1630.
    (b) Nondiscrimination. The Board shall not discriminate on the 
basis of disability in regard to the hiring, advancement or discharge 
of employees, employee compensation, job training, or other terms, 
conditions, and privileges of employment. The standards used to 
determine whether Section 501 has been violated in a complaint alleging 
employment discrimination under this part shall be the standards 
applied under the ADA.
    (c) Model employer. The Board shall be a model employer of 
individuals with disabilities. The Board shall give full consideration 
to the hiring, advancement, and retention of qualified individuals with 
disabilities in its workforce. The Board shall also take affirmative 
action to promote the recruitment, hiring, and advancement of qualified 
individuals with disabilities, with the goal of eliminating under-
representation of individuals with disabilities in the Board's 
workforce.
    (d) Affirmative action plan. The Board shall adopt and implement a 
Plan that provides sufficient assurances, procedures, and commitments 
to provide adequate hiring, placement, and advancement opportunities 
for individuals with disabilities at all levels of Board employment. 
The Board's Plan must meet the following criteria:
    (1) Disability hiring and advancement program--(i) Recruitment. The 
Plan shall require the Board to take specific steps to ensure that a 
broad range of individuals with disabilities, including individuals 
with targeted disabilities, will be aware of and be encouraged to apply 
for job vacancies when eligible. Such steps shall include, at a 
minimum--
    (A) Use of programs and resources that identify job applicants with 
disabilities, including individuals with targeted disabilities, who are 
eligible to be appointed under a hiring authority that takes disability 
into account, examples of which could include programs that provide the 
qualifications necessary for particular positions within the Board to 
individuals with disabilities, databases of individuals with 
disabilities who previously applied to the Board but were not hired for 
the positions they applied for, and training and internship programs 
that lead directly to employment for individuals with disabilities; and
    (B) Establishment and maintenance of contacts (which may include 
formal

[[Page 27031]]

agreements) with organizations that specialize in providing assistance 
to individuals with disabilities, including individuals with targeted 
disabilities, in securing and maintaining employment, such as American 
Job Centers, State Vocational Rehabilitation Agencies, the Veterans' 
Vocational Rehabilitation and Employment Program, Centers for 
Independent Living, and Employment Network service providers.
    (ii) Application process. The Plan shall ensure that the Board has 
designated sufficient staff to handle any disability-related issues 
that arise during the application and selection processes, and shall 
require the Board to provide such individuals with sufficient training, 
support, and other resources to carry out their responsibilities under 
this section. Such responsibilities shall include, at a minimum--
    (A) Ensuring that disability-related questions from members of the 
public regarding the agency's application and selection processes are 
answered promptly and correctly, including questions about reasonable 
accommodations needed by job applicants during the application and 
selection processes and questions about how individuals may apply for 
appointment under hiring authorities that take disability into account;
    (B) Processing requests for reasonable accommodations needed by job 
applicants during the application and placement processes, and ensuring 
that the Board provides such accommodations when required to do so 
under the standards set forth in 29 CFR part 1630;
    (C) Accepting applications for appointment under hiring authorities 
that take disability into account, if permitted under written Board 
policy;
    (D) If an individual has applied for appointment to a particular 
position under a hiring authority that takes disability into account, 
determining whether the individual is eligible for appointment under 
such authority, and, if so, forwarding the individual's application to 
the relevant hiring officials with an explanation of how and when the 
individual may be appointed, consistent with all applicable laws; and
    (E) Overseeing any other Board programs designed to increase hiring 
of individuals with disabilities.
    (iii) Advancement program. The Plan shall require the Board to take 
specific steps to ensure that current employees with disabilities have 
sufficient opportunities for advancement. Such steps may include, for 
example--
    (A) Efforts to ensure that employees with disabilities are informed 
of and have opportunities to enroll in relevant training, including 
management training when eligible;
    (B) Development or maintenance of a mentoring program for employees 
with disabilities; and
    (C) Administration of exit interviews that include questions on how 
the Board could improve the recruitment, hiring, inclusion, and 
advancement of individuals with disabilities.
    (2) Disability anti-harassment policy. The Plan shall require the 
Board to state specifically in its anti-harassment policy that 
harassment based on disability is prohibited, and to include in its 
training materials examples of the types of conduct that would 
constitute disability-based harassment.
    (3) Reasonable accommodation--(i) Procedures. The Plan shall 
require the Board to adopt, post on its public website, and make 
available to all job applicants and employees in written and accessible 
formats, reasonable accommodation procedures that are easy to 
understand and that, at a minimum--
    (A) Explain relevant terms such as ``reasonable accommodation,'' 
``disability,'' ``interactive process,'' ``qualified,'' and ``undue 
hardship,'' consistent with applicable statutory and regulatory 
definitions, using examples where appropriate;
    (B) Explain that reassignment to a vacant position for which an 
employee is qualified, and not just permission to compete for such 
position, is a reasonable accommodation, and that the Board must 
consider providing reassignment to a vacant position as a reasonable 
accommodation when it determines that no other reasonable accommodation 
will permit an employee with a disability to perform the essential 
functions of his or her current position;
    (C) Notify supervisors and other relevant Board employees how and 
where they are to conduct searches for available vacancies when 
considering reassignment as a reasonable accommodation;
    (D) Explain that an individual may request a reasonable 
accommodation orally or in writing at any time, need not fill out any 
specific form in order for the interactive process to begin, and need 
not have a particular accommodation in mind before making a request, 
and that the request may be made to a supervisor or manager in the 
individual's chain of command, the office designated by the Board to 
oversee the reasonable accommodation process, any Board employee 
connected with the application process, or any other individual 
designated by the Board to accept such requests;
    (E) Include any forms the Board uses in connection with a 
reasonable accommodation request as attachments, and indicate that such 
forms are available in alternative formats that are accessible to 
people with disabilities;
    (F) Describe the Board's process for determining whether to provide 
a reasonable accommodation, including the interactive process, and 
provide contact information for the individual or program office from 
whom requesters will receive a final decision;
    (G) Provide guidance to supervisors on how to recognize requests 
for reasonable accommodation;
    (H) Require that decision makers communicate, early in the 
interactive process and periodically throughout the process, with 
individuals who have requested a reasonable accommodation;
    (I) Explain when the Board may require an individual who requests a 
reasonable accommodation to provide medical information that is 
sufficient to explain the nature of the individual's disability, his or 
her need for reasonable accommodation, and how the requested 
accommodation, if any, will assist the individual to apply for a job, 
perform the essential functions of a job, or enjoy the benefits and 
privileges of the workplace;
    (J) Explain the Board's right to request relevant supplemental 
medical information if the information submitted by the requester is 
insufficient for the purposes specified in paragraph (d)(3)(i)(I) of 
this section;
    (K) Explain the Board's right to have medical information reviewed 
by a medical expert of the Board's choosing at the Board's expense;
    (L) Explain the Board's obligation to keep medical information 
confidential, in accordance with applicable laws and regulations, and 
the limited circumstances under which such information may be 
disclosed;
    (M) Designate the maximum amount of time the Board has, absent 
extenuating circumstances, to either provide a requested accommodation 
or deny the request, and explain that the time limit begins to run when 
the accommodation is first requested;
    (N) Explain that the Board will not be expected to adhere to its 
usual timelines if an individual's health professional fails to provide 
needed documentation in a timely manner;
    (O) Explain that, where a particular reasonable accommodation can 
be provided in less than the maximum amount of time permitted under 
paragraph (d)(3)(i)(M) of this section, failure to provide the 
accommodation in a prompt manner may result in a violation of the 
Rehabilitation Act;

[[Page 27032]]

    (P) Provide for expedited processing of requests for reasonable 
accommodations that are needed sooner than the maximum allowable time 
frame permitted under paragraph (d)(3)(i)(M) of this section;
    (Q) Explain that, when all the facts and circumstances known to the 
Board make it reasonably likely that an individual will be entitled to 
a reasonable accommodation, but the accommodation cannot be provided 
immediately, the Board shall provide an interim accommodation that 
allows the individual to perform some or all of the essential functions 
of his or her job, if it is possible to do so without imposing undue 
hardship on the Board;
    (R) Inform applicants and employees how they may track the 
processing of requests for reasonable accommodation;
    (S) Explain that, where there is a delay in either processing a 
request for or providing a reasonable accommodation, the Board must 
notify the individual of the reason for the delay, including any 
extenuating circumstances that justify the delay;
    (T) Explain that individuals who have been denied reasonable 
accommodations have the right to file complaints pursuant to 12 CFR 
268.105;
    (U) Encourage the use of voluntary informal dispute resolution 
processes that individuals may use to obtain prompt reconsideration of 
denied requests for reasonable accommodation;
    (V) Provide that the Board shall give the requester a notice 
consistent with the requirements of paragraph (d)(3)(iii) of this 
section at the time a request for reasonable accommodation is denied; 
and
    (W) Provide information on how to access additional information 
regarding reasonable accommodation, including, at a minimum, Commission 
guidance and technical assistance documents.
    (ii) Cost of accommodations. The Plan shall require the Board to 
take specific steps to ensure that requests for reasonable 
accommodation are not denied for reasons of cost, and that individuals 
with disabilities are not excluded from employment due to the 
anticipated cost of a reasonable accommodation, if the resources 
available to the Board as a whole, excluding those designated by 
statute for a specific purpose that does not include reasonable 
accommodation, would enable it to provide an effective reasonable 
accommodation without undue hardship. Such steps shall be reasonably 
designed to, at a minimum--
    (A) Ensure that anyone who is authorized to grant or deny requests 
for reasonable accommodation or to make hiring decisions is aware that, 
pursuant to the regulations implementing the undue hardship defense at 
29 CFR part 1630, all resources available to the agency as a whole, 
excluding those designated by statute for a specific purpose that does 
not include reasonable accommodation, are considered when determining 
whether a denial of reasonable accommodation based on cost is lawful; 
and
    (B) Ensure that anyone authorized to grant or deny requests for 
reasonable accommodation or to make hiring decisions is aware of, and 
knows how to arrange for the use of, Board resources available to 
provide the accommodation, including any centralized fund the Board may 
have for that purpose.
    (iii) Notification of basis for denial. The Plan shall require the 
Board to provide a job applicant or employee who is denied a reasonable 
accommodation with a written notice at the time of the denial, in an 
accessible format when requested, that--
    (A) Explains the reasons for the denial and notifies the job 
applicant or employee of any available internal appeal or informal 
dispute resolution processes;
    (B) Informs the job applicant or employee of the right to challenge 
the denial by filing a complaint of discrimination under this part;
    (C) Provides instructions on how to file such a complaint; and
    (D) Explains that, pursuant to 12 CFR 268.105, the right to file a 
complaint will be lost unless the job applicant or employee initiates 
contact with an EEO Counselor within 45 days of the denial, regardless 
of whether the applicant or employee participates in an informal 
dispute resolution process.
    (4) Accessibility of facilities and technology--(i) Notice of 
rights. The Plan shall require the Board to adopt, post on its public 
website, and make available to all employees in written and accessible 
formats, a notice that--
    (A) Explains their rights under Section 508 of the Rehabilitation 
Act of 1973, 29 U.S.C. 794d, concerning the accessibility of agency 
technology, and the Architectural Barriers Act, 42 U.S.C. 4151 through 
4157, concerning the accessibility of agency building and facilities;
    (B) Provides contact information for a Board employee who is 
responsible for ensuring the physical accessibility of the Board's 
facilities under the Architectural Barriers Act of 1968, and a Board 
employee who is responsible for ensuring that the electronic and 
information technology purchased, maintained, or used by the agency is 
readily accessible to, and usable by, individuals with disabilities, as 
required by Section 508 of the Rehabilitation Act of 1973; and
    (C) Provides instructions on how to file complaints alleging 
violations of the accessibility requirements of the Architectural 
Barriers Act of 1968 and Section 508 of the Rehabilitation Act of 1973.
    (ii) Assistance with filing complaints at other agencies. If the 
Board's investigation of a complaint filed under Section 508 of the 
Rehabilitation Act of 1973 or the Architectural Barriers Act of 1968 
shows that a different entity is responsible for the alleged violation, 
the Plan shall require the Board to inform the individual who filed the 
complaint where he or she may file a complaint against the other 
entity, if possible.
    (5) Personal assistance services allowing employees to participate 
in the workplace--(i) Obligation to provide personal assistance 
services. The Plan shall require the Board to provide an employee with, 
in addition to professional services required as a reasonable 
accommodation under the standards set forth in 29 CFR part 1630, 
personal assistance services during work hours and job-related travel 
if--
    (A) The employee requires such services because of a targeted 
disability;
    (B) Provision of such services would, together with any reasonable 
accommodations required under the standards set forth in 29 CFR part 
1630, enable the employee to perform the essential functions of his or 
her position; and
    (C) Provision of such services would not impose undue hardship on 
the Board.
    (ii) Service providers. The Plan shall state that personal 
assistance services required under paragraph (d)(5)(i) of this section 
must be performed by a personal assistance service provider. The Plan 
may permit the Board to require personal assistance service providers 
to provide personal assistance services to more than one individual. 
The Plan may also permit the Board to require personal assistance 
service providers to perform tasks unrelated to personal assistance 
services, but only to the extent that doing so does not result in 
failure to provide personal assistance services required under 
paragraph (d)(5)(i) of this section in a timely manner.
    (iii) No adverse action. The Plan shall prohibit the Board from 
taking adverse actions against job applicants or employees based on 
their need for, or perceived need for, personal assistance services.
    (iv) Selection of personal assistance service providers. The Plan 
shall require

[[Page 27033]]

the Board, when selecting someone who will provide personal assistance 
services to a single individual, to give primary consideration to the 
individual's preferences to the extent permitted by law.
    (v) Written procedures. The Plan shall require the Board to adopt, 
post on its public website, and make available to all job applicants 
and employees in written and accessible formats, procedures for 
processing requests for personal assistance services. The Board may 
satisfy the requirement in this paragraph (d)(5)(v) by stating, in the 
procedures required under paragraph (d)(3)(i) of this section, that the 
process for requesting personal assistance services, the process for 
determining whether such services are required, and the Board's right 
to deny such requests when provision of the services would pose an 
undue hardship, are the same as for reasonable accommodations.
    (6) Utilization analysis--(i) Current utilization. The Plan shall 
require the Board to perform a workforce analysis annually to determine 
the percentage of its employees at each grade and salary level who have 
disabilities, and the percentage of its employees at each grade and 
salary level who have targeted disabilities.
    (ii) Source of data. For purposes of the analysis required under 
paragraph (d)(6)(i) of this section an employee may be classified as an 
individual with a disability or an individual with a targeted 
disability on the basis of--
    (A) The individual's self-identification as an individual with a 
disability or an individual with a targeted disability on a form, 
including but not limited to the Office of Personnel Management's 
Standard Form 256, which states that the information collected will be 
kept confidential and used only for statistical purposes, and that 
completion of the form is voluntary;
    (B) Records relating to the individual's appointment under a hiring 
authority that takes disability into account, if applicable; and
    (C) Records relating to the individual's requests for reasonable 
accommodation, if any.
    (iii) Data accuracy. The Plan shall require the Board to take steps 
to ensure that data collected pursuant to paragraph (d)(6)(i) of this 
section are accurate.
    (7) Goals--(i) Adoption. The Plan shall commit the Board to the 
goal of ensuring that--
    (A) No less than 12% of employees who have salaries equal to or 
greater than employees at the GS-11, step 1 level in the Washington, DC 
locality, are individuals with disabilities;
    (B) No less than 12% of employees who have salaries less than 
employees at the GS-11, step 1 level in the Washington, DC locality, 
are individuals with disabilities;
    (C) No less than 2% of employees who have salaries equal to or 
greater than employees at the GS-11, step 1 level in the Washington, DC 
locality, are individuals with targeted disabilities; and
    (D) No less than 2% of employees who have salaries less than 
employees at the GS-11, step 1 level in the Washington, DC locality, 
are individuals with targeted disabilities.
    (ii) Progression toward goals. The Plan shall require the Board to 
take specific steps that are reasonably designed to gradually increase 
the number of persons with disabilities or targeted disabilities 
employed at the Board until it meets the goals established pursuant to 
paragraph (d)(7)(i) of this section. Examples of such steps include, 
but are not limited to--
    (A) Increased use of hiring authorities that take disability into 
account to hire or promote individuals with disabilities or targeted 
disabilities, as applicable;
    (B) To the extent permitted by applicable laws, consideration of 
disability or targeted disability status as a positive factor in 
hiring, promotion, or assignment decisions;
    (C) Disability-related training and education campaigns for all 
employees in the Board;
    (D) Additional outreach or recruitment efforts;
    (E) Increased efforts to hire and retain individuals who require 
supported employment because of a disability, who have retained the 
services of a job coach at their own expense or at the expense of a 
third party, and who may be given permission to use the job coach 
during work hours as a reasonable accommodation without imposing undue 
hardship on the Board; and
    (F) Adoption of training, mentoring, or internship programs for 
individuals with disabilities.
    (8) Recordkeeping. The Plan shall require the Board to keep records 
that it may use to determine whether it is complying with the 
nondiscrimination and affirmative action requirements imposed under 
Section 501, and to make such records available to the Commission upon 
the Commission's request, including, at a minimum, records of--
    (i) The number of job applications received from individuals with 
disabilities, and the number of individuals with disabilities who were 
hired by the Board;
    (ii) The number of job applications received from individuals with 
targeted disabilities, and the number of individuals with targeted 
disabilities who were hired by the Board;
    (iii) All rescissions of conditional job offers, demotions, and 
terminations taken against applicants or employees as a result of 
medical examinations or inquiries;
    (iv) All Board employees hired under special hiring authority for 
person with certain disabilities, and each such employee's date of 
hire, entering grade level, probationary status, and current grade 
level;
    (v) The number of employees appointed under special hiring 
authority for persons with certain disabilities who successfully 
completed the Board's Provisional Employment period and the number of 
such employees who were terminate prior to the end of their Provisional 
Employment period; and
    (vi) Details about each request for reasonable accommodation 
including, at a minimum--
    (A) The specific reasonable accommodation requested, if any;
    (B) The job sought by the requesting applicant or held by the 
requesting employee;
    (C) Whether the accommodation was needed to apply for a job, 
perform the essential functions of a job, or enjoy the benefits and 
privileges of employment;
    (D) Whether the request was granted (which may include an 
accommodation different from the one requested) or denied;
    (E) The identity of the deciding official;
    (F) If denied, the basis for such denial; and
    (G) The number of days taken to process the request.
    (e) Reporting--(1) Submission to the Commission. On an annual basis 
the Board shall submit to the Commission at such time and in such 
manner as the Commission deems appropriate--
    (i) A copy of its current Plan;
    (ii) The results of the two most recent workforce analyses 
performed pursuant to paragraph (d)(6) of this section showing the 
percentage of employees with disabilities and employees with targeted 
disabilities in each of the designated pay groups;
    (iii) The number of individuals appointed to positions within the 
Board under special hiring authority for persons with certain 
disabilities during the previous year, and the total number of 
employees whose employment at the Board began by appointment under 
special hiring authority for persons with certain disabilities; and

[[Page 27034]]

    (iv) A list of changes made to the Plan since the prior submission, 
if any, and an explanation of why those changes were made.
    (2) Availability to the public. The Board shall make the 
information submitted to the Commission pursuant to paragraph (e)(1) of 
this section available to the public by, at a minimum, posting a copy 
of the submission on its public website and providing a means by which 
members of the public may request copies of the submission in 
accessible formats.

0
12. In Sec.  268.204, revise paragraphs (i) through (k) and the third 
sentence of paragraph (l)(3) to read as follows:


Sec.  268.204  Class complaints.

* * * * *
    (i) Decisions. The administrative judge shall transmit to the 
agency and class agent a decision on the complaint, including findings, 
systemic relief for the class and any individual relief, where 
appropriate, with regard to the personnel action or matter that gave 
rise to the complaint. If the administrative judge finds no class 
relief appropriate, he or she shall determine if a finding of 
individual discrimination is warranted and if so, shall order 
appropriate relief.
    (j) Board final action. (1) Within 60 days of receipt of the 
administrative judge's decision on the complaint, the Board shall take 
final action by issuing a final order. The final order shall notify the 
class agent whether or not the Board will fully implement the decision 
of the administrative judge and shall contain notice of the class 
agent's right to appeal to the Commission, the right to file a civil 
action in Federal district court, the name of the proper defendant in 
any such lawsuit, and the applicable time limits for appeals and 
lawsuits. If the final order does not fully implement the decision of 
the administrative judge, then the Board shall simultaneously file an 
appeal in accordance with Sec.  268.403 and append a copy of the appeal 
to the final order. A copy of EEOC Form 573 shall be attached to the 
final order.
    (2) If the Board does not issue a final order within 60 days of 
receipt of the administrative judge's decision, then the decision of 
the administrative judge shall become the final action of the Board.
    (3) A final order on a class complaint shall, subject to subpart E 
of this part, be binding on all members of the class and the Board.
    (k) Notification of final action. The Board shall notify class 
members of the final action and the relief awarded, if any, through the 
same media employed to give notice of the existence of the class 
complaint. The notice, where appropriate, shall include information 
concerning the rights of class members to seek individual relief, and 
of the procedures to be followed. Notice shall be given by the Board 
within 10 days of the transmittal of the final action to the agent.
    (l) * * *
    (3) * * * The claim must include a specific detailed showing that 
the claimant is a class member who was affected by the discriminatory 
policy or practice, and that this discriminatory action took place 
within the period of time for which class-wide discrimination was found 
in the final order. * * *


Sec.  268.205   [Removed and Reserved]

0
13. Remove and reserve Sec.  268.205.


Sec.  268.302   [Removed and Reserved]

0
14. Remove and reserve Sec.  268.302.

0
15. In Sec.  268.401, revise paragraph (c) to read as follows:


Sec.  268.401  Appeals to the Equal Employment Opportunity Commission.

* * * * *
    (c) A class agent or the Board may appeal an administrative judge's 
decision accepting or dismissing all or part of a class complaint; a 
class agent may appeal the Board's final action or the Board may appeal 
an administrative judge's decision on a class complaint; a class member 
may appeal a final decision on a claim for individual relief under a 
class complaint; and a class member, a class agent or the Board may 
appeal a final decision on a petition pursuant to Sec.  268.204(g)(4).
* * * * *

0
16. In Sec.  268.403, revise paragraph (a) and add paragraph (g) to 
read as follows:


Sec.  268.403  How to appeal.

    (a) The complainant, the Board, agent or individual class claimant 
(hereinafter appellant) must file an appeal with the Director, Office 
of Federal Operations, Equal Employment Opportunity Commission, at P.O. 
Box 77960, Washington, DC 20013, or electronically, or by personal 
delivery or facsimile. The appellant should use EEOC Form 573, Notice 
of Appeal/Petition, and should indicate what is being appealed.
* * * * *
    (g) The Board will submit appeals, complaint files, and other 
filings to the Commission's Office of Federal Operations in a digital 
format acceptable to the Commission, absent a showing of good cause why 
the Board cannot submit digital records. Appellants are encouraged, but 
not required, to submit digital appeals and supporting documentation to 
the Commission's Office of Federal Operations in a format acceptable to 
the Commission.

0
17. Revise Sec.  268.405 to read as follows:


Sec.  268.405  Decisions on appeals.

    (a) The Office of Federal Operations, on behalf of the Commission, 
shall issue a written decision setting forth its reasons for the 
decision. The Commission shall dismiss appeals in accordance with 
Sec. Sec.  268.106, 268.403(c) and 268.408. The decision shall be based 
on the preponderance of the evidence. The decision on an appeal from 
the Board's final action shall be based on a de novo review, except 
that the review of the factual findings in a decision by an 
administrative judge issued pursuant to Sec.  268.108(i) shall be based 
on a substantial evidence standard of review. If the decision contains 
a finding of discrimination, appropriate remedy(ies) shall be included 
and, where appropriate, the entitlement to interest, attorney's fees or 
costs shall be indicated. The decision shall reflect the date of its 
issuance, inform the complainant of his or her civil action rights, and 
be transmitted to the complainant and the Board by first class mail.
    (b) The Office of Federal Operations, on behalf of the Commission, 
shall issue decisions on appeals of decisions to accept or dismiss a 
class complaint issued pursuant to Sec.  268.204(d)(7) within 90 days 
of receipt of the appeal.
    (c) A decision issued under paragraph (a) of this section is final 
within the meaning of Sec.  268.406 unless the Board issues a final 
decision under paragraph (d) of this section or unless a timely request 
for reconsideration is filed by a party to the case. A party may 
request reconsideration within 30 days of receipt of a decision of the 
Commission, which the Commission in its discretion may grant, if the 
party demonstrates that:
    (1) The appellate decision involved a clearly erroneous 
interpretation of material fact or law; or
    (2) The decision will have a substantial impact on the policies, 
practices, or operations of the Board.
    (d) The Board, within 30 days of receiving a decision of the 
Commission, may issue a final decision based upon that decision, which 
shall be final within the meaning of Sec.  268.406.

0
18. In Sec.  268.502, revise paragraphs (b)(2) and (c) to read as 
follows:


Sec.  268.502  Compliance with final Commission decisions.

* * * * *

[[Page 27035]]

    (b) * * *
    (2) When the Board requests reconsideration, it may delay the 
payment of any amounts ordered to be paid to the complainant until 
after the request for reconsideration is resolved. If the Board delays 
payment of any amount pending the outcome of the request to reconsider 
and the resolution of the request (including under Sec.  268.405(d)) 
requires the Board to make the payment, then the Board shall pay 
interest from the date of the original appellate decision until payment 
is made.
* * * * *
    (c) When no request for reconsideration or final decision under 
Sec.  268.405(d) is filed or when a request for reconsideration is 
denied, the Board shall provide the relief ordered and there is no 
further right to delay implementation of the ordered relief. The relief 
shall be provided in full not later than 120 days after receipt of the 
final decision unless otherwise ordered in the decision.

0
19. In Sec.  268.504, revise paragraph (c) to read as follows:


Sec.  268.504  Compliance with settlement agreements and final actions.

* * * * *
    (c) Prior to rendering its determination, the Commission may 
request that the parties submit whatever additional information or 
documentation it deems necessary or may direct that an investigation or 
hearing on the matter be conducted. If the Commission determines that 
the Board is not in compliance with a decision or a settlement 
agreement, and the noncompliance is not attributable to acts or conduct 
of the complainant, it may order such compliance with the decision or 
settlement agreement, or, alternatively, for a settlement agreement, it 
may order that the complaint be reinstated for further processing from 
the point processing ceased. Allegations that subsequent acts of 
discrimination violate a settlement agreement shall be processed as 
separate complaints under Sec.  268.105 or Sec.  268.204, as 
appropriate, rather than under this section.

0
20. Amend Sec.  268.710 by:
0
a. Removing the acronym ``EEO'' each place it appears;
0
b. Removing the words ``Staff Director for Management'' each place they 
appear and add in their place the words ``Chief Operating Officer''; 
and
0
c. Revising paragraphs (c) and (d)(4).
    The revisions read as follows:


Sec.  268.710  Compliance procedures.

* * * * *
    (c) Responsible official. The Office of Diversity and Inclusion 
Programs Director (``Programs Director'') shall be responsible for 
coordinating implementation of this section.
    (d) * * *
    (4) How to file. Complaints may be delivered or mailed to the 
Administrative Governor, the Chief Operating Officer, the Programs 
Director, the Federal Women's Program Manager, the Hispanic Employment 
Program Coordinator, or the People with Disabilities Program 
Coordinator. Complaints should be sent to the Programs Director, Office 
of Diversity and Inclusion, Board of Governors of the Federal Reserve 
System, 20th and C Street NW, Washington, DC 20551. If any Board 
official other than the Programs Director receives a complaint, he or 
she shall forward the complaint to the Programs Director.
* * * * *

    By order of the Board of Governors of the Federal Reserve 
System, May 29, 2019.
Ann Misback,
Secretary of the Board.
[FR Doc. 2019-11569 Filed 6-10-19; 8:45 am]
 BILLING CODE 6210-01-P