Requests for reasonable accommodations should be processed in a prompt and efficient manner (within 30 business days excluding pauses, e.g., for information or review). TRADOC has a legal responsibility to provide reasonable accommodations to qualified employees or applicants with disabilities, absent an undue hardship on the organization. TRADOC is fully committed to providing reasonable accommodations for qualified employees and applications with disabilities unless doing so would cause an undue hardship on the organization. Section 501 requires Federal agencies to make reasonable accommodations to qualified applicants for employment and employees with disabilities. Dukes (757) 501-6507 or AR 690-12 Equal Employment Opportunity and Diversity, Appendix C ![]() To file a civil action in Federal Districtĭiversity Office, Disability Program Manager,Ħ61 Sheppard Place, Ft. The finalĭecision must also contain a notice of the right The final decision consists of findings by theĬomplaint and appeal rights to EEOC. The Army must issue a final decision within 60ĭays of a complainant’s request for a decision. Grant the relief ordered by the Administrative Within 60 days of receiving the EEOC’s findingsĪnd recommendations, Department of the Army mayĪccept the findings and recommendations and Its findings and recommendations to the Agency. Hearing request to hold the hearing and issue The EEOC has 180 days from the date of the Sworn testimony from witnesses from both sides. Is held, an EEOC Administrative Judge will hear If a hearing is requested, EEOC may decide toĬonduct a hearing or, it may issue findings and Opportunity Commission (EEOC) or for a FinalĪgency Decision (FAD) from the Department of the Within 30 days of receipt of the ROI, theĬomplainant must submit a request to EEO forĮither a hearing from the Equal Employment Investigation (ROI) is sent to the complainant. After aįormal complaint is investigated, the Report of If EEO dismisses the formalĬomplaint, it will provide instructions to theĬomplainant for appealing the dismissal. IfĮEO accepts the complaint, it is forwarded for Notice of right to file a formal complaint. Informal stage, he or she may file a formalĬomplaint within 15 days of receipt of the Satisfied with the results received at the To file a formal complaint of discrimination. Will be provided a written notice of the right Is not resolved through mediation, the aggrieved In an attempt to reach a mutually satisfactory Together to discuss the situation face-to-face Party) to bring the aggrieved and management Uses a mediator (neutral, objective, third Will provide the aggrieved written notice of theĪ form of alternative dispute resolution, which The complaint was not resolved, the Counselor The matter was brought to the attention of EEO Interview within 30 calendar days of the date Not resolved, the Counselor holds a final Pre-complaint) would be assigned to an EEOĬounselor who conducts an inquiry and attempts Informal complaint (also referred to as a Mediated and Formal where the allegation isĮmployee/job applicant must contact the EEO ![]() Informal where the allegation is counseled or The EEO complaint process has two stages: Initiated with the TRADOC EEO Office withinĭiscriminatory action or event, or within With the Equal Employment Opportunity (EEO) Information, or reprisal for prior EEO activity.Īny employee, former employee, or applicant forĮmployment with TRADOC who believes she/he hasīeen discriminated against, may file a complaint Pregnancy), color, national origin, religion,Īge, physical or mental disability, genetic Title 29, Code of Federal Regulations, Part 1614 ĭiscrimination based on race, sex (to include Opposing any unlawful employment practice under Title VII of the Civil Rights Act of 1964, asĪmended – Title VII prohibits discriminationīased on race, color, religion, sex, or national Information, and strictly limits the disclosure Programs – referred to as “covered entities”)įrom requesting, requiring or purchasing genetic Labor-management training and apprenticeship Of genetic information in making employment Nondiscrimination Act of 2008 (GINA) – ProhibitsĮmployment. Responsibility, and that the jobs are performed Opposite sex for performing substantially equal Prohibits Federal agencies from paying employees Performing their jobs unless the agency canĭemonstrate that the accommodations would imposeĪn undue hardship on the operation of itsĮqual Pay Act of 1963 – The Equal Pay Act Rehabilitation Act of 1973 – These laws prohibitĭiscrimination against qualified people withĮssential functions of the job. – AR 690-600 Equal Employment OpportunityĪge Discrimination in Employment Act (ADEA) ofĭiscrimination in employment on the basis of ageĪmericans with Disabilities Act (ADA) and
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