NNSA seeks to promotes and advocate Equal Employment Opportunity/Affirmative Action (EEO/AA) for all agency employees.
The missions of the Office of Civil Rights include creating an environment that embraces and values all of NNSA employees that is free of discrimination; planning, coordinating, and implementing the EEO/AA Program goals and policies within Department of Energy, Equal Employment Opportunity Commission, and Office of Personnel Management guidelines; and providing exceptional customer service to NNSA employees on EEO/AA matters.
NNSA's Office of Civil Rights:
- Coordinates the NNSA EEO Counselors Program. Contact any NNSA counselor to ask questions about the EEO complaints process or to pursue informal counseling.
- Coordinates the NNSA Mediation Program. Mediation utilizes third-party neutrals to address disputes and resolve conflict. It can be any workplace-related conflict -- EEO-related or non-EEO related.
- Processes the administrative portion of any formal EEO complaint within designated timeframes.
- Provides twice per year, workforce statistics on NNSA organizations.
- Provides a year-end summary of workforce changes from the prior fiscal year.
- Maintains an educated staff to provide quality advisory services to managers, employees, applicants for employment, and other information-seekers.
- Develops and delivers required training to employees and managers to ensure continued awareness of everyone's rights and responsibilities regarding EEO and Affirmative Action while employed by NNSA.
- Call toll free 1-800-825-5256, enter 845-5517 at the voice prompt
- TTY device for hearing impaired:1-866-872-1011
NNSA Federal employees or Applicants (for Federal employment with the NNSA) must contact the NNSA Office of Civil Rights at (505) 845-5517 within 45 calendar days of the discriminatory action (or within 45 days of first becoming aware of the discriminatory action) when an NNSA employee or applicant believes that he/she has been subjected to workplace discrimination based on one or more of the following protected classes/bases: Age (40+); Color; Genetic Information; Race; National Origin; Religion; Reprisal (for previous EEO Activity); Sex (which also includes gender-based Equal Pay claims; Sexual Harassment; and Sexual Orientation); Disability (Physical and Mental); Pregnancy; or Status as a Parent.
A National Nuclear Security Administration employee or applicant for Federal employment may file an EEO complaint if the employee or applicant believes that he/she has been discriminated against based on one or more of these factors:
- Disability (Physical Or Mental)
- National Origin
- Sex (including Sexual Harassment and Sexual Orientation*)
- Genetic Information
* Prohibited by DOE policy
Equal Employment Opportunity Policy
The Department of Energy does not discriminate on the basis of race, color, sex (including sexual harassment), religion, national origin, age, disability (physical or mental), sexual orientation, reprisal, genetic information, or any other non-merit factor. We are committed to equal employment opportunity principles and practices in all of our management decisions and personnel practices.
The Department is committed to providing equal employment opportunity; eliminating discrimination in employment; and maintaining an environment that is free from any form of prohibited discrimination. The Department will provide a prompt, fair and impartial review, and adjudication of any allegation of discrimination.
For additional information, contact the NNSA Office of Civil Rights at (505) 845-5517. If you are concerned about anonymity, please use the toll free line. Call 1-800-TALKALO (1-800-825-5256), at the voice prompt enter 845-5517 you will be connected to the main office number.
The Role of the EEO Counselor
The EEO Counselor serves as liaison between the employee and management in the Informal EEO Counseling stage. The counselor is neither an advocate of management nor of the employee.
- Advises employees of EEO rights and responsibilities under the law.
- Meets with complainant and records the allegation of discrimination (must contact counselor within 45 calendar days of the alleged incident or personnel action.)
- Seeks out facts relevant to allegationsto resolve issues.
- Reviews agency records to secure facts.
- Interviews parties to the allegation.
Attempts a common ground resolution of the issue after talking with employees, their representatives and management officials.
For information on how to contact an NNSA EEO Counselor, please contact the Office of Civil Rights
- Call toll free 1-800-825-5256, enter 845-5517 at the voice prompt
The NNSA Alternative Dispute Resolution (ADR) Program is designed as an alternative to resolve disagreements between employees, managers, and/or peers. The program may be utilized for disputes resulting from personnel issues, alleged discrimination complaints or other types of personal disagreements that employees may encounter within their work environment. Having to deal with these types of issues, regardless of what arena they fall into, results in an environment that is not conducive to high productivity or morale.
Employees interested in pursuing ADR (for both EEO-related and non-EEO related disputes) shall contact the NNSA Office of Civil Rights via telephone to initiate the request.
Under the law, Federal agencies must provide reasonable accommodation to qualified employees or applicants with disabilities, unless doing so would cause undue hardship.
A reasonable accommodation is any change in the workplace or the way things are customarily done that provides an equal employment opportunity to an individual with a disability. While there are some things that are not considered reasonable accommodations (e.g., removal of an essential job function or personal use items such as a hearing aid that is needed on and off the job), reasonable accommodations can cover most things that enable an individual to apply for a job, perform a job, or have equal access to the workplace and employee benefits such as kitchens, parking lots, and office events.
The NNSA is committed to providing reasonable accommodations to its employees and applicants for employment, to ensure individuals with disabilities enjoy equal access to all employment opportunities. NNSA provides reasonable accommodations:
- when an applicant with a disability needs an accommodation to have an equal opportunity to compete for a job;
- when an employee with a disability needs an accommodation to perform the essential functions of the job or to gain access to the workplace; and
- when an employee with a disability needs an accommodation to enjoy equal access to benefits and privileges of employment (e.g., details, trainings, office-sponsored events)
Personal Assistance Services (PAS)
On January 3, 2017, the Equal Employment Opportunity Commission (EEOC or Commission) amended the regulations implementing Section 501 of the Rehabilitation Act of 1973 (Section 501), the law that prohibits the federal government from discriminating in employment on the basis of disability, and requires engagement in affirmative action for people with disabilities. As part of U.S. Federal agencies' obligation to engage in affirmative action, federal agencies are required by the new regulations to provide Personal Assistance Services (PAS) to individuals who need them because of certain disabilities. See 29 C.F.R. § 1614.203(d)(5).
PAS are services which help individuals who, because of targeted disabilities, require assistance to perform basic activities of daily living, like eating and using the restroom. "PAS" 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." For example, someone providing PAS might push a wheelchair, or assist someone with getting into or out of a vehicle at the worksite. PAS do not include, for example, performing medical procedures (e.g., administering shots) or medical monitoring (e.g., monitoring blood pressure).
Agencies are required to provide PAS to an individual if the individual is a Federal employee of the agency; and the individual has a targeted disability; and the individual requires the services because of his or her targeted disability; and the individual will be able to perform the essential functions of the job, without posing a direct threat to safety, once PAS and any required reasonable accommodations have been provided; and providing PAS will not impose undue hardship on the agency.
As with Reasonable Accommodation, NNSA Federal employees may initiate their request for PAS with their supervisor, or with the NNSA Reasonable Accommodation Program at (202)-586-7812.
The NNSA currently employs the Department of Energy’s Interim Desk Reference for Reasonable Accommodation Desk Reference, which contains the procedures employed within the NNSA for individuals requesting Reasonable Accommodation and/or PAS. Questions regarding Reasonable Accommodation or PAS may be directed to the NNSA Reasonable Accommodation Program Manager at any time at (202)-586-7812.