Equal Opportunity Employment

Equal Employment Opportunity

EEO Complaints

In accordance with EEO laws, employees are protected from discrimination based on race, color, religion, sex, age, religion, national origin, genetic information, disability, or reprisal. All personnel have the right to perform their jobs and advance in their career without fear of discrimination or reprisal.

Reasonable Accommodation Process

Reasonable Accommodation is an adjustment or alteration that allows individuals to apply for jobs, gain access, perform job functions and enjoy employment privileges. The goal of reasonable accommodations is to enable qualified individuals and applicants with disabilities to perform the essential functions of their positions and to enjoy benefits and privileges of equal employment opportunities as enjoyed by other similarly situated employees without disabilities. As defined by the Americans with Disabilities Act (ADA), qualified employee or applicant with a disability is an individual who, with or without reasonable accommodation, can perform the essential functions of the job in question.

Alternative Dispute Resolution (ADR)

ADR is an alternative avenue, in lieu of litigation or administrative proceedings, for resolving workplace disputes. Participation in ADR is voluntary. However, Department of the Navy managers and supervisors are strongly encouraged to participate in ADR processes when employees choose this mechanism for resolution of work place disputes and EEO complaints. ADR empowers and enables the participating parties to develop and seek mutually acceptable solutions.

The preferred method of ADR for the Department of the Navy is mediation. Mediation is an informal process and uses a neutral third party known as a mediator to facilitate the parties' resolution of the dispute. The mediators will not provide legal or personnel advice. The mediator has no power to make a decision or evaluate the merits of the issues at the table; instead, the mediator works with all parties to facilitate discussion that may or may not lead to the parties reaching a voluntary agreement of their own making.

Architectural Barrier’s Act:
The Architectural Barriers Act (ABA) of 1968, as amended, stipulates that all buildings which are (1) financed with Federal funds, and (2) intended for use by the public, or which may result in employment or residence therein of physically handicapped persons, be designed and constructed in accordance with standards prescribed by the ABA to ensure that such buildings are fully accessible to and usable by handicapped individuals. The Act is enforced by the Architectural and Transportation Barriers Compliance Board (ATBCB), a Federal agency created by Section 502 of the Rehabilitation Act of 1973, as amended. If you need additional information or would like to file a complaint related to the Architectural Barriers Act of 1986, please contact the CNRSE EEO Office.

Section 508 of the Rehabilitation Act of 1973 (Digital Accessibility):
Section 508 of the Rehabilitation Act guides organizations in providing persons with disabilities accessible Information and Communications Technology (ICT). The goal of the Act if for agencies to advance digital accessibility by maintaining an accessible technology environment, promote accessible digital experiences, and continue the implementation of accessibility standards. If you need additional information or would like to file a complaint related to Section 508 of the Rehabilitation Act of 1973, please contact the CNRSE EEO Office.

If you have any questions or need assistance, please contact the Navy Region Southeast EEO Office at (904) 542-2297/2802

The flyer below contains vital information about the EEO complaint process. Please feel free to print, review, and distribute the flyer throughout the workplace.

PDF: EEO Policy Poster (Jan 23)

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