Equal Employment Opportunity (EEO) Policy Statement


January 31, 2020

The principle of equal employment opportunity in the United States was born out of the right of every person to life, liberty, and the pursuit of happiness as articulated in the Declaration of Independence and enshrined within the United States Constitution.  Acting as authorized under the Constitution and in recognition of self-evident natural law, the United States Congress and the Federal executive branch have sought to make equality of opportunity a tangible reality through passage of the Federal civil rights statutes, the promulgation of Federal regulations, the issuance of various Presidential Executive Orders, and the enactment of policies within Federal departments.  These Federal laws, statues, orders, and policies all affirm the objective truth of the equal dignity of every human person, especially in the context of employment opportunity.  Because of the inherent dignity of every human person and their consequent right of equality of opportunity as recognized and protected by the Constitution and Federal law, it is the legal obligation of the Federal Government of the United States of America to protect the right of all persons to equal employment opportunity.

It is therefore the policy of the Administration for Children and Families (ACF) to prohibit discrimination on the basis of race, color, religion, national origin, sex, age (age 40 years or older), genetic information, or disability in the entirety of its employment practices as legally required by applicable Federal statutes, regulations, Presidential Executive Orders, and other Federal legal authorities.  Inclusive of this policy and legal prohibition on unlawful discrimination, it is the policy of ACF to provide equal employment opportunity regardless of race, color, religion, national origin, sex, age (age 40 years or older), genetic information, or disability, in the entirety of its employment practices including but not limited to hiring, promotion, termination, recruitment, training, retention, compensation, benefits, rewards, and professional development.

This ACF policy of equal employment opportunity includes a prohibition and zero tolerance policy towards any and all unlawful discrimination including but not limited to, harassment, including sexual harassment, or retaliation.

ACF employees and job applicants who believe they have been subjected to any form of discrimination, harassment, or reprisal in employment have the right to pursue an EEO complaint.  They must first initiate the pre-complaint process by contacting an EEO Counselor within 45 calendar days of the date of the alleged discriminatory, harassing, or retaliatory action, or in the case of a personnel action, within 45 calendar days of the effective date of the personnel action.  The telephone number to contact an EEO Counselor is (202) 205-1592 (voice) or (202) 401-4560 (TDD/voice).  It is important to note that failure to adhere to this 45-calendar day limitation period may result in dismissal of the formal EEO complaint.

The Office of Diversity Management and EEO (ODME) is the ACF office responsible for processing EEO complaints initiated or filed by ACF employees and job applicants.  EEO complaints are processed in an impartial and confidential manner in accordance with 29 Code of Federal Regulations, Part 1614.  ODME will determine which complaints should be accepted for investigation in the formal complaint process.  Investigations are completed within 180 calendar days of the complaint filing date.  Based on the outcome of the investigation, the complaint may be adjudicated to determine the merits and appropriate remedial action.  (In complaints involving an action that may be appealed to the U.S. Merit Systems Protection Board, the complaint investigation must be completed within 120 calendar days of the complaint filing date.)

Finally, in fulfilling its mandate to serve the American people, ACF has a policy of fostering a culture of humility, service, mutual respect, and love for the dignity of each and every one of its employees that honors the incredible diversity of our country.

For more information or training on ACF’s EEO program, please contact ODME at the telephone numbers provided.

/s/                                                                               /s/

Laura M. Irizarry, Esq.                                               Lynn A. Johnson
Acting Director, ODME                                              Assistant Secretary
                                                                                     for Children and Families

Current as of: