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 Dave Lebryk, Commissioner of the Bureau of the Fiscal Service
As you know, the mission of the Bureau of the Fiscal Service is to promote the financial integrity and operational efficiency of the federal government. Fundamental to accomplishing this mission is our obligation to honor the diversity of our workforce and ensure all employees are treated with respect and are afforded equal opportunity to work, develop, and achieve his or her full potential.
Bureau of the Fiscal Service employees, contractors, and applicants are protected by federal laws, Presidential Executive Orders, and other laws designed to protect individuals from discrimination on the bases of race, religion, color, sex (including pregnancy and gender identity or expression), sexual orientation, parental status, marital status, national origin, age, disability, family medical history or genetic information, or any other non-merit based factor. These protections extend to all employment actions.
Bureau employees are also protected against retaliation or reprisal. Consistent with the law, acts of retaliation against an employee who engages in a protected activity, whistle blowing, or the exercise of any appeal or grievance right provided by law is prohibited and will not be tolerated. Moreover, employees, contractors, or applicants who believe they have been discriminated against must know they can exercise their right to file an EEO complaint or otherwise oppose unlawful discrimination, without fear of retaliation. I have zero tolerance for any acts of retaliation against an employee who engages in a protected EEO activity.
Individuals who believe they have been subjected to discrimination on any aforementioned prohibited basis should contact our EEO Office at (304) 480-6527. The Equal Employment Opportunity staff is ready to assist anyone, employee or manager, in any aspect of our EEO Program, including reasonable accommodations, diversity hiring, as well as resolving complaints of discrimination.
My goal is to create an environment within the Bureau of the Fiscal Service where qualified employees and applicants with disabilities receive reasonable accommodations; where diversity is appreciated; where managers and supervisors meet or exceed the government-wide goal regarding the employment of individuals with disabilities, and where all employees are recognized for their individual performance and contributions, without regard to any non-merit factor.
I fully expect all employees and supervisors to adopt these goals. Supervisors and managers bear a special responsibility for promoting the complementary principles of equity and diversity and inclusion in the workplace and I know with your support and participation, we can ensure workforce diversity and equal opportunity are two of our greatest strengths.
Thank you for your public service and for your continued dedication to fulfilling the mission of our agency as we become a model organization.
I want to reaffirm my commitment to ensure every Bureau of the Fiscal Service employee enjoys a work environment free from unlawful discrimination or harassment of any kind. Discriminatory harassment is a violation of federal civil rights laws and is strictly prohibited.
I have ‘zero tolerance’ for any form of discriminatory harassment, even when the behavior does not rise to the level of a violation of federal law. In addition, no retaliation will be tolerated against any employee for reporting harassment under this or any other policy or procedure, or for assisting in any inquiry about such a report.
To report allegations of discriminatory harassment, employees should contact the EEO Office at (304) 480-6527.
Managers are strongly encouraged to know our anti-harassment procedures to ensure proper steps are followed when an employee brings forth an allegation of harassment.
Through enforcement of this policy and by education of all employees, the Bureau of the Fiscal Service will seek to prevent, correct and discipline behavior that violates this policy. With your cooperation, we can ensure Fiscal Service preserves the right of every employee to work in an environment that is harassment free.
What is discriminatory harassment?
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:
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:
What is Fiscal Service's policy?
Fiscal Service 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. Fiscal Service 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 27, 2011
Equal Employment Opportunity Office
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.
The Bureau of the Fiscal Service 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.
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