[Federal Register Volume 84, Number 183 (Friday, September 20, 2019)]
[Notices]
[Pages 49521-49523]
From the Federal Register Online via the Government Publishing Office [www.gpo.gov]
[FR Doc No: 2019-20371]
=======================================================================
-----------------------------------------------------------------------
FARM CREDIT ADMINISTRATION
[NV-19-24]
Equal Employment Opportunity and Diversity
AGENCY: Farm Credit Administration.
ACTION: Policy statement.
-----------------------------------------------------------------------
SUMMARY: The Farm Credit Administration (FCA) Board recently updated
its Policy Statement on Equal Employment Opportunity and Diversity.
FOR FURTHER INFORMATION CONTACT: Thais Burlew, Director of Equal
Employment Opportunity and Inclusion, Farm Credit Administration, 1501
Farm Credit Drive, McLean, Virginia 22102-5090, (703) 883-4290, TTY
(703) 883-4352.
SUPPLEMENTARY INFORMATION: While not required by law, the Equal
Employment Opportunity Commission (EEOC) has determined that reissuance
of an agency's EEO policy statement each fiscal year is a symbol of the
agency leadership's commitment to EEO and Diversity principles. The FCA
conducted its annual review of Policy Statement FCA-PS-62 on Equal
Employment Opportunity (EEO) and Diversity. The EEO policy has been
edited to specifically indicate that discrimination based on gender
identity, sexual orientation, and pregnancy are protected under Title
VII sex discrimination. The policy has also been edited to include
timeframes that a complainant must initiate the EEO process, along with
the contact information for the EEO Counselor.
The text of the updated Policy Statement is set forth below in its
entirety. All FCA Board policy statements may be viewed on FCA's
website. From www.fca.gov, select ``Laws & Regulations,'' then select
``FCA Handbook,'' then select ``FCA Board Policy Statements.''
[[Page 49522]]
Equal Employment Opportunity and Diversity
FCA-PS-62
Effective Date: September 16, 2019.
Previous Action: [BM-12-SEP-02-02](70 FR 71142, 11/25/05); [BM-13-
JUL-06-03](71 FR 46481, 8/14/06); [NV-11-15, 7/08/11]; [NV-13-19](78 FR
51187, 8/20/13); [NV-14-15](79 FR 50908, 8/26/14); [NV-15-10](80 FR
51806, 8/26/15); [NV-16-14](81 FR 53482, 8/12/16); [NV-17-24] (82 FR
41258, 8/31/17). Replaces FCA-PS-62 [NV 18-13] dated September 4, 2018
(83 FR 45625).
Source of Authority: Title VII of the Civil Rights Act of 1964, as
amended (42 U.S.C. 2000e et seq.); Age Discrimination in Employment Act
(29 U.S.C. 621 et seq.); Section 501 of the Rehabilitation Act of 1973,
as amended (29 U.S.C. 791); Equal Pay Act of 1974 (29 U.S.C. 206(d));
Civil Service Reform Act of 1978 (5 U.S.C. 3112); Notification and
Federal Employee Antidiscrimination and Retaliation Act of 2002 (No
FEAR Act) (5 U.S.C. 2301); Genetic Information Nondiscrimination Act of
2008 (42 U.S.C. 2000ff et seq.); section 5.9 of the Farm Credit Act of
1971, as amended (12 U.S.C. 2243); Executive Order 11478 (Equal
Employment Opportunity in the Federal Government), as amended by
Executive Order 13152 to include a prohibition on discrimination based
on status as a parent; Executive Order 13166 (Improving Access to
Services for Persons with Limited English Proficiency); 29 CFR part
1614; Equal Employment Opportunity Commission Management Directives.
The Farm Credit Administration Board Hereby Adopts the Following Policy
Statement
Purpose
The Farm Credit Administration (FCA or agency) Board reaffirms its
commitment to Equal Employment Opportunity (EEO) and Diversity (EEOD)
and its belief that all FCA employees should be treated with dignity
and respect. The Board also provides guidance to agency management and
staff for deciding and taking action in these critical areas.
Importance
Unquestionably, the employees who comprise the FCA are its most
important resource. The Board fully recognizes that the agency draws
its strength from the dedication, experience, and diversity of its
employees. The Board is firmly committed to taking whatever steps are
needed to protect the rights of its staff and to carrying out programs
that foster the development of each employee's potential. We believe an
investment in efforts that strongly promote EEOD will prevent the
conflict and the high costs of correction for taking no, or inadequate,
action in these areas.
The Farm Credit Administration (FCA) Board Adopts the Following Policy
Statement
It is the policy of the Farm Credit Administration (FCA or agency)
to prohibit discrimination in agency policies, program practices, and
operations. Employees, applicants for employment, and members of the
public who seek to take part in FCA programs, activities, and services
will be treated fairly. The FCA Board Chairman and Chief Executive
Officer (CEO) is ultimately responsible for ensuring that FCA meets all
EEOD requirements and initiatives in accordance with laws and
regulations, to maintain a workplace that is free from discrimination
and that values all employees. FCA, under the appropriate laws and
regulations, will:
Ensure equal employment opportunity based on merit and
qualification, without discrimination because of race, color, religion,
sex (including sexual orientation, gender identity, and pregnancy), age
(40 or older), national origin, disability, status as a parent, genetic
information, or filing of a complaint, participation in discrimination
or harassment complaint proceedings, or other opposition to
discrimination;
Provide for the prompt and fair consideration of
complaints of discrimination;
Make reasonable accommodations for qualified applicants
for employment and employees with physical or mental disabilities, and
provide personal assistance services to employees with targeted
disabilities, as provided under the Rehabilitation Act and its
implementing regulations;
Make reasonable accommodations based on applicants' and
employees' religious beliefs or practices, consistent with Title VII;
Provide an environment free from harassment to all
employees;
Create and maintain an organizational culture that
recognizes, values, and supports employee and public diversity and
inclusion;
Develop objectives within the agency's operation and
strategic planning process to meet the goals of EEOD and this policy;
Implement affirmative programs to carry out this policy
within the agency; and
To the extent practicable, seek to encourage the Farm
Credit System to continue its efforts to promote and increase
diversity.
An employee or applicant who believes they have been discriminated
against must initiate contact with an EEO Counselor within 45 days of
the date of the matter alleged to be discriminatory or, in the case of
personnel action, within 45 days of the effective date of the action.
Although the EEO complaint process is managed by the Director of the
Office of EEO and Inclusion, FCA uses experienced outside vendors to
perform EEO services. An employee or applicant wishing to enter the EEO
process may contact an EEO Counselor at the following numbers: Toll
free phone 1-844-322-3233, TTY 703-883-4352.
Diversity and Inclusion
The FCA intends to be a model employer. That is, as far as
possible, FCA will build and maintain a workforce that reflects the
rich diversity of individual differences evident throughout this
Nation. The Board views individual differences as complementary and
believes these differences enrich our organization. When individual
differences are respected, recognized, and valued, diversity becomes a
powerful force that can contribute to achieving superior results.
Therefore, we will create, maintain, and continuously improve on an
organizational culture that fully recognizes, values, and supports
employee diversity. The Board is committed to promoting and supporting
an inclusive environment that provides to all employees, individually
and collectively, the chance to work to their full potential in the
pursuit of the agency's mission. We will provide everyone the
opportunity to develop to his or her fullest potential. When a barrier
to someone achieving this goal exists, we will strive to remove this
barrier.
Affirmative Employment
The Board reaffirms its commitment to ensuring FCA conducts all its
employment practices in a nondiscriminatory manner. The Board expects
full cooperation and support from everyone associated with recruitment,
selection, development, and promotion to ensure such actions are free
of discrimination. All employees will be evaluated on their EEOD
achievements as part of their overall job performance. Though staff
commitment is important, the role of supervisors is paramount to
success. Agency supervisors must be coaches
[[Page 49523]]
and are responsible for helping all employees develop their talents and
give their best efforts in contributing to the mission of the FCA.
Workplace Harassment
It is the policy of the FCA to provide a work environment free from
unlawful discrimination in any form, and to protect all employees from
any form of harassment, either physical or verbal. The FCA will not
tolerate harassment in the workplace for any reason. The FCA also will
not tolerate retaliation against any employee for reporting harassment
or for aiding in any inquiry about reporting harassment. FCA begins
prompt, thorough, and impartial investigations within 10 days of
receiving notice of harassment allegations.
Disabled Veterans Affirmative Action Program
A disabled veteran is defined as someone who is entitled to
compensation under the laws administered by the Veterans Administration
or someone who was discharged or released from active duty because of a
service-connected disability.
The FCA is committed to increasing the representation of disabled
veterans within its organization. Our Nation owes a debt to those
veterans who served their country, especially those who were disabled
because of service. To honor these disabled veterans, the FCA shall
place emphasis on making vacancies known to and providing opportunities
for employing disabled veterans.
Dated this 16th day of September 2019, By Order Of The Board.
Dale Aultman,
Secretary, Farm Credit Administration Board.
[FR Doc. 2019-20371 Filed 9-19-19; 8:45 am]
BILLING CODE 6705-01-P