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AN EMPLOYEE GUIDE

TO

**CIVIL RIGHTS/**

**EQUAL EMPLOYMENT OPPORTUNITY**

**At the**

**U.S. Department of Transportation**

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**U.S. Department of Transportation**

**CIVIL RIGHTS**

**AND**

**EQUAL EMPLOYMENT OPPORTUNITY (EEO)**

**An Employee Guide**

Welcome to the U.S. Department of Transportation (hereafter referred to
as "DOT"). As part of your orientation as a new employee, we are
providing you with this valuable guide concerning your civil rights as a
Federal employee, as well as information concerning DOT's overall equal
opportunity and civil rights programs. Please familiarize yourself with
this information, including EEO and civil rights laws, procedures, and
policies, and their implementation in DOT.

This guide is intended to provide information of a general nature;
websites and organizational listings have been included should you wish
to obtain more in-depth information with regard to any aspect. As you
familiarize yourself with the various programs, you may also wish to
contact any of the civil rights offices listed for additional
information.

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######## 

**CIVIL RIGHTS/EEO**

Welcome to the U.S. Department of Transportation (DOT). DOT's vital
mission in ensuring that the nation's transportation systems are safe
and accessible cannot be accomplished without a talented, dedicated and
skilled workforce. DOT is challenged with, and committed to, attracting,
increasing, retaining, and developing a diverse workforce with the
leadership skills, qualities, competencies, and commitment necessary to
meet the global demands of the future. Management of human capital is
strategic, disciplined and measurable. DOT's human capital vision is "To
strategically utilize human capital in full support of our goals and
mission, while empowering individual workers to realize their full
potential." We at DOT take great pride in making DOT an employer of
choice and the internationally recognized focal point for transportation
matters, as well as in developing and maintaining a fair and equitable
workplace wherein each employee is provided equal opportunity to pursue
his or her career aspirations.

Each of us who works at DOT bears two fundamental obligations: first, to
do our job to the best of our ability; second, and equally important, to
ensure that all employees are given the respectful, supportive
environment that allows them to perform to the best of their ability.
Our commitment to equal opportunity is the cornerstone of that effort.
All barriers to equal opportunity, for employees, applicants, and
beneficiaries of DOT's programs, services, and activities, must be
identified, addressed, and eliminated.

**DOT's civil rights mission and responsibilities.**

###### Mission

-   DOT's civil rights mission is to eliminate unlawful discrimination
    in Federal employment on the bases of race, color, national origin,
    sex, age, religion, sexual orientation, and disability. Civil rights
    laws also protect individuals from reprisal/retaliation for raising
    discriminatory conduct, participating in an investigation, or
    opposing discriminatory practices.

-   Federal law also prohibits discrimination on the bases of race,
    color, sex, age, disability and national origin in any programs or
    activities receiving Federal financial assistance.

# Responsibilities

-   In brief, DOT's core civil rights responsibilities are to:

(1) Ensure Equal Employment Opportunity (EEO) for DOT employees and
    applicants for employment;

(2) Ensure that all citizens have an equal opportunity to participate in
    DOT or DOT-assisted transportation programs by developing policy and
    implementing and reviewing external civil rights regulations;

(3) Promptly and thoroughly investigate allegations of discrimination;
    and

(4) Provide a means of redress for DOT employees, former employees and
    applicants who are the victims of discrimination, through EEO
    counseling, Alternative Dispute Resolution (ADR), and the EEO
    complaints process.

**How is DOT organized to perform its civil rights mission and
responsibilities?**

-   DOT is comprised of the Office of the Secretary and several
    transportation components which are commonly referred to as
    Operating Administrations. The Office of the Secretary is
    responsible for policy and oversight of all Federal transportation
    programs, while the Operating Administrations actually administer
    the various programs to ensure the safety, mobility, economic
    growth, and security of our nation's transportation system. For
    example, Federal Highway, Federal Transit, Federal Railroad, and
    Federal Motor Carrier Safety Administrations oversee the surface, or
    land, mode of transportation, Maritime Administration and Saint
    Lawrence Seaway Development Corporation oversee water
    transportation, and Federal Aviation Administration (FAA) oversees
    air travel.

-   Within the Office of the Secretary, the Secretary has designated the
    Director of the Departmental Office of Civil Rights (DOCR) to serve
    as the principal Advisor to the Secretary on civil rights matters
    and to monitor and provide oversight, policy, guidance, and
    technical assistance to Operating Administrations in fulfilling and
    complying with DOT's EEO and civil rights responsibilities.

-   Each Operating Administration and the Office of the Secretary has an
    Office of Civil Rights to ensure civil rights compliance for their
    respective organization and programs.

-   Civil rights activities fall into two broad categories: 1) internal
    civil rights programs affecting DOT employees and applicants for
    employment; and 2) external civil rights programs relating to the
    beneficiaries and potential beneficiaries of the various
    transportation programs receiving Federal financial assistance
    through DOT, or administered by DOT.

**What are DOT's [Internal Civil Rights](http://www.dot.gov/ost/docr/)
programs?**

Departmental internal programs that apply to DOT employees and
applicants include:

-   Implementing equal opportunity laws and policies to prevent
    discrimination based on race, color, national origin, religion, sex,
    disability, age, sexual orientation, as well as protecting
    individuals against reprisal/retaliation for filing a charge of
    discrimination, providing testimony in an EEO matter, or opposing
    discriminatory practices.

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-   Implementing affirmative employment programs to address
    underrepresentation of minorities, women and persons with
    disabilities in the workforce. These include affirmative employment
    programs for groups that have been, and continue to be,
    underrepresented. These include the Hispanic Employment Program,
    Federal Women's Program, and People with Disabilities Program.

-   Administering informal and formal programs to resolve EEO complaints
    filed by DOT employees, former employees, and applicants for
    employment, including making available and encouraging the use of
    ADR methods, such as mediation, to assist in the fair and early
    resolution of EEO complaints. To support these programs, DOT
    maintains a roster of trained EEO counselors and mediators.

-   Administering White House Initiative programs implementing
    presidential executive orders pertaining to Historically Black
    Colleges and Universities; Educational Excellence for Hispanic
    Americans; Tribal Colleges and Universities; Increasing Opportunity
    and Improving Quality of Life of Asian American and Pacific
    Islanders; and, Increasing the Employment of Adults with
    Disabilities.

-   Monitoring and reporting on DOT's compliance and implementation of
    equal opportunity laws, regulations, executive orders, programs, and
    policies to the President, Congress, U.S. Office of Personnel
    Management, U.S. Equal Employment Opportunity Commission (EEOC), and
    other government entities.

**What are DOT's [External Civil Rights](http://www.dot.gov/ost/docr/)
programs?**

DOT has developed policies and programs to eliminate, prevent, reduce,
and remedy discrimination on the basis of race, color, sex, age,
disability and national origin by recipients of Federal financial
assistance from DOT. DOT's recipients include state Departments of
Transportation, motor vehicle administrations, commuter railroads, and
airport and public transit authorities, among others. Almost all
transportation infrastructure and service entities that receive Federal
funds must ensure that beneficiaries and potential beneficiaries of
their programs are offered and afforded equal and equitable
opportunities to participate in and benefit from the projects. External
programs are only briefly discussed in this document to give you a
perspective as to the type of work administered by your civil rights
offices, as they do not directly affect you or your rights as a DOT
employee.

Following are the major responsibilities and activities of DOT's
External Civil Rights Programs:

-   Ensuring that DOT recipients do not discriminate on the basis of
    race, color, or national origin, as required by Title VI of the
    Civil Rights Act of 1964.

-   Making sure that people with limited English proficiency (LEP) can
    have meaningful access to transportation programs offered by DOT and
    its recipients, as required by Title VI and outlined in Executive
    Order 13166, "Improving Access to Services for Persons with Limited
    English Proficiency" and DOT's LEP Guidance.

-   Promoting environmental justice principles and ensuring that
    minority and low-income communities are not disproportionately
    adversely affected by transportation policies, programs, and
    activities, as directed by Executive Order 12898, "Federal Actions
    to Address Environmental Justice in Minority Populations and
    Low-Income Populations."

-   Ensuring that accessible transportation exists for people with
    disabilities and that recipients provide curb ramps and other
    modifications and services to fulfill the requirements of the
    Americans with Disabilities Act and Sections 504 and 508 of the
    Rehabilitation Act of 1973, as amended.

-   Implementing DOT's Disadvantaged Business Enterprise (DBE) program.

-   Providing education and outreach to recipients of DOT financial
    assistance and the general public on their rights and
    responsibilities under civil rights laws and executive orders.

-   Developing policies and guidelines to implement DOT's civil rights
    laws.

-   Investigating complaints of discrimination alleging a violation of
    civil rights laws and executive orders; and conducting compliance
    reviews to ensure that recipients are complying with all
    nondiscrimination requirements.

**How does DOT enforce anti-discrimination laws pertaining to employees
and applicants for employment?** In order to better understand DOT's EEO
process and programs that apply to you as an employee, some general
information of a background nature follows.

**What is unlawful discrimination?**

-   Generally, discrimination results when an individual has been
    subjected to different treatment because of his or her race, color,
    religion, sex, national origin, age, disability, sexual orientation,
    or in reprisal or retaliation for having raised a claim of
    discrimination, participated in an investigation into a claim, or
    otherwise opposed discriminatory practices.

How is race, color, religion, sex, national origin, age, disability,
sexual orientation or reprisal/retaliation, defined?

-   **Race/ethnic** designations, under guidelines established by the
    EEOC, designated by Congress and the President as the lead agency
    regarding employment discrimination matters in the Federal
    Government, are defined as: Any of the different varieties or
    populations of human beings distinguished by physical traits, such
    as hair, eyes, skin color, body shape, etc., and includes the
    following:

    -   **Asian --** a person having origins in any of the original
        peoples of the Far East, Southeast Asia, or the Indian
        subcontinent including, for example, Cambodia, China, India,
        Japan, Korea, Malaysia, Pakistan, the Philippine Islands,
        Thailand, and Vietnam.

    -   **Native Hawaiian or Other Pacific Islander** - A person having
        origins in any of the original peoples of Hawaii, Guam, Samoa,
        or other Pacific Islands.

    -   **American Indian or Alaskan Native** - All persons having
        origins in any of the original peoples of North or South America
        (including Central America), and who maintains cultural
        identification through tribal affiliation or community
        recognition.

    -   **Black or African-American** (Not of Hispanic origin) - All
        persons having origins in any of the Black racial groups of
        Africa.

    -   **Hispanic or Latino** - All persons of Mexican, Puerto Rican,
        Cuban, Central or South American, or other Spanish culture or
        origin, regardless of race.

    -   **White** (Not of Hispanic origin) - All persons having origins
        in any of the original peoples of Europe, North Africa, or the
        Middle East.

-   **Color** - Skin pigmentation.

-   **Religion** - Traditional or non-traditional beliefs or practices,
    or a lack thereof (e.g., Jewish, Christian, Moslem, Hindu, Buddhist,
    Pagan, Atheist, etc.). In addition to prohibiting different
    treatment of an individual because of his or her religion, DOT is
    required to reasonably accommodate the religious beliefs of an
    employee, unless doing so would impose an undue hardship.

-   **Sex -** Male or Female. The term "sex" is used in the laws;
    however, the term "gender" is becoming more commonly used when
    referring to sex discrimination. Note: Sexual harassment is a type
    of sex discrimination.

-   **National origin** - Individual or ancestral place of origin, which
    may be identified by birthplace, ancestry, culture, or linguistic
    characteristics common to a specific ethnic group (e.g.,
    Palestinian, Vietnamese, Ethiopian, Salvadoran, Turkish, German,
    etc.). (Note: a rule requiring that employees and applicants speak
    only English may also violate [Title VII of the Civil Rights Act of
    1964](http://www.eeoc.gov/laws/vii.html) unless an employer shows
    that the requirement is necessary for conducting business.)

-   **Age** -- The protected age category for purposes of equal
    opportunity laws is age 40 and older.

-   **Disability** -- A physical or mental impairment that substantially
    limits one or more major life activities. The law also protects
    individuals who have a record of such an impairment, or are regarded
    as having such an impairment. In addition to prohibiting different
    treatment of an individual because of his or her disability or
    perceived disability, DOT is required to provide reasonable
    accommodation to employees and applicants with a disability, unless
    doing so would impose an undue hardship.

-   **Sexual Orientation** - Heterosexuality, homosexuality, or
    bisexuality, whether the orientation is real or perceived.

-   **Reprisal/retaliation** - Generally, unfavorable or unfair
    treatment by management related to the initiation or filing of an
    EEO complaint, participating in the EEO process, or opposing
    discriminatory practices.

###### What are the laws and authorities that apply to EEO in the Federal Government?

The following highlights the basic laws and authorities that apply to
Federal sector employment:

-   **[Title VII of the Civil Rights Act of
    1964](http://www.eeoc.gov/laws/vii.html)** -- Prohibits
    discrimination in employment based on race, color, religion, sex,
    national origin, and reprisal/retaliation. Harassment involving
    conduct of a sexual nature (sexual harassment), as well as
    harassment based on race, color, religion, sex, national origin,
    and/or reprisal/retaliation, is also prohibited based on the
    provisions of this law. (Harassment is defined further, below.)

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-   **[The Pregnancy Discrimination
    Act](http://www.eeoc.gov/facts/fs-preg.html) -** Amended Title VII
    of the Civil Rights Act of 1964, and makes it unlawful to
    discriminate against an employee on the basis of pregnancy,
    childbirth, or related medical conditions. The Act requires that an
    employer treat pregnancy the same as any other short-term
    disability.

-   [**Equal Pay Act of 1963**](http://www.eeoc.gov/laws/epa.html) -
    Prohibits discrimination on the basis of sex in the payment of wages
    or benefits, where men and women perform work of similar skill,
    effort, and responsibility for the same employer under similar
    working conditions.

-   [**Age Discrimination in Employment Act of
    1967**](http://www.eeoc.gov/laws/adea.html) - Prohibits
    discrimination in employment with regard to individuals who are 40
    years of age or older.

-   [**Section 501 of the Rehabilitation Act of
    1973**](http://www.eeoc.gov/laws/rehab.html) - Prohibits
    discrimination against qualified individuals with a disability who
    work in the Federal Government or apply for employment with the
    Federal Government. In addition to prohibiting the different
    treatment of individuals on the basis of a disability, the law also
    provides that reasonable accommodation must be provided to employees
    and applicants.

-   [**The Civil Rights Act of
    1991**](http://www.eeoc.gov/laws/cra91.html) - Provides for the
    recovery of compensatory damages by Federal sector employees and
    applicants for Federal employment who successfully prove
    discrimination, and provides for obtaining attorneys' fees and the
    possibility of jury trials. Prior to 1991, the recovery of damages
    by Federal employees and applicants was much more limited.

-   **[Executive Order 13087, Equal Opportunity in the Federal
    Government](http://www.opm.gov/er/EO13087.HTM).** --Prohibits, by
    policy, employment discrimination on the basis of sexual orientation
    in the Federal Government. However, the rights and remedies
    available to individuals alleging or proving discrimination on this
    basis are more limited than the civil rights statutes discussed
    above. For example, because this protection was established by
    executive order, and not by Congress, there is no right to a hearing
    or appeal to the EEOC, or to file a civil action in a U.S. District
    Court.

-   [**Notification and Federal Employee Antidiscrimination and
    Retaliation Act of 2002 (NoFEAR)**](http://www.osc.gov/) -
    Generally, the law requires that Federal agencies that lose or
    settle discrimination and whistleblower cases be held fiscally
    accountable, and report and post general information relating to
    such cases on their websites.

-   **[EEOC Regulations and]{.underline} [Management
    Directive](http://www.eeoc.gov/federal/md110.html)[s]{.underline}**.
    -- The EEOC is responsible for the administration and enforcement of
    equal opportunity laws in Federal employment, and is authorized to
    issue related rules, regulations, orders and instructions. [EEOC
    regulations](http://www.eeoc.gov/regs/index.html) are included in
    Title 29 of the Code of Federal Regulations, Part 1614. Management
    Directives may be found at EEOC's website,
    [www.eeoc.gov](http://www.eeoc.gov/).

**What does the term reasonable accommodation mean?**

An individual who has a physical or mental impairment that substantially
limits one or more major life activities must be provided reasonable
accommodation, if such is required to perform the functions of the
position or to take advantage of employment opportunities and benefits
that are available to all employees and applicants. Major life
activities are such functions as caring for self, performing manual
tasks, walking, seeing, hearing, speaking, breathing, learning, and
working.

## The concept of reasonable accommodation applies to all aspects of employment, including interviewing, hiring, training, promotion, assignments, and all other benefits and privileges of employment. 

Reasonable accommodation for a known disability or disabilities of an
employee would include any change in the work environment or in the way
things are usually done that might be an impediment to equal
opportunity. Some examples of reasonable accommodation include:

-   making existing facilities readily accessible to, and usable by,
    employees and applicants with a disability;

-   job restructuring;

-   modifying work schedules;

-   reassignment to a vacant position;

-   acquiring or modifying equipment or devices;

-   adjusting or modifying examinations, training materials, or
    policies; and,

-   providing qualified readers or interpreters.

DOT has established procedures for processing requests for reasonable
accommodation in DOT Order 1011.1, "Procedures for Processing Reasonable
Accommodation Requests by Employers and Applicants with Disabilities."
Managers, applicants and employees alike can utilize DOT's [Disability
Resource Center (DRC)](http://www.drc.dot.gov/) for assistance with
addressing reasonable accommodation requests and concerns. The DRC
provides comprehensive disability accommodation services for DOT
employees, supervisors, and job applicants to ensure that employees and
applicants with disabilities have an equal opportunity to participate
fully in all aspects of DOT's work, programs, and services.

### What is Harassment? 

Harassment on the basis of race, color, religion, sex, national origin,
disability, age, sexual orientation, or reprisal/retaliation is also
prohibited. It is the policy of DOT that no employee shall be subjected
to harassment based on any of these factors. Harassment may take the
form of verbal remarks, physical conduct, displays of offensive
material, or the denial of an employment benefit. Sexual harassment is
harassment that is based on conduct of a sexual nature, and is
prohibited as a form of sex discrimination. Any employee who believes he
or she has been the victim of such conduct may raise a claim.

If an employee believes that he or she has been discriminated against,
what should that individual do?

-   **[The first step in the EEO process is to contact an EEO
    Counselor]{.underline}**. An EEO Counselor may be contacted within
    45 calendar days of the date of the incident that is believed to be
    discriminatory. EEO Counselors are available in the Office of the
    Secretary and in the Operating Administrations. They are trained to
    handle EEO claims, and will inform individuals of the proper
    procedures to follow. Generally, bulletin boards in prominent
    locations around DOT worksites contain a list of current EEO
    Counselors and contact information. Operating Administrations may
    also have the information posted on their website(s). In addition,
    DOCR and Operating Administrations' Civil Rights Offices may be
    contacted for EEO Counselor information. A list of contacts and
    telephone numbers are provided at the end of this document.

> DOT strongly encourages informal resolution of EEO complaints at the
> earliest possible opportunity, through the EEO counseling stage or
> through the use of ADR. At the EEO counseling stage, as many details
> about the alleged discriminatory act as possible are gathered. The EEO
> Counselor will work towards resolution of the issues. One option the
> counselor will offer is the use of ADR, or mediation, which is more
> cost-effective and much less time consuming than the traditional EEO
> process. A trained neutral/mediator meets with the parties to address
> the dispute and discuss possible resolution. Agreements reached
> through mediation are binding on both parties.
>
> At DOT, the ADR/mediation process for EEO complaints is administered
> through the [ONEDOT Sharing Neutrals
> Program](http://www.dot.gov/ost/docr/adr/faq.html#1) for Departmental
> Offices and Operating Administrations. Additional information can be
> reached electronically at
> [http://www.dotcr.dot.gov/asp/adr.asp](http://www.dotcr.ost.dot.gov/asp/adr.asp).
> Employees and applicants have the option of using either the ONEDOT
> Sharing Neutrals ADR Program or an Operating Administration's ADR
> program, should one be established. For example, FAA administers an
> ADR program through the FAA Civil Rights Office. Thus, employees or
> applicants alleging discrimination and opting for mediation may choose
> either the FAA program or the ONEDOT Sharing Neutrals. More
> information may be obtained by visiting: <http://www.faa.gov/acr>.
>
> NOTE: Some Federal employees are covered under collective bargaining
> agreements through labor unions. If a collective bargaining agreement
> allows for grievances alleging discrimination to be filed, an employee
> may elect to use the negotiated grievance or the EEO formal process,
> but not both. The complainant must select one process or the other. If
> there are any questions regarding this option, union representatives
> may be contacted for additional information.

-   **[Formal EEO Complaints]{.underline}**. If the matter raised with
    an EEO Counselor is not resolved, whether through the ADR process or
    traditional counseling, the employee will receive what is called a
    Notice of Right to File a Formal Complaint or Notice of Final
    Interview. The notice specifies that a complaint must be filed
    within 15 calendar days after receipt of the notice. The notice will
    advise the individual of the appropriate office with which to file a
    formal complaint, and of the information that will be required.

> Depending on the location, the formal complaint will be filed with one
> of six DOCR Regional Offices across the country. Regional offices are
> identified on the DOCR website at
> [http://www.dotcr.dot.gov](http://www.dotcr.dot.gov/). The DOCR
> Regional Office will then advise the individual as to whether the
> complaint has been accepted for investigation, and of the process
> following that decision. An employee or management may also request
> mediation, described above, after a formal complaint is filed.
> Mediation is available at any stage of the EEO process.

If accepted for investigation, the investigative stage may take up to
180 days. Once the investigation is completed, a report of the
investigation is provided to the complainant, along with notification of
the right to request a hearing before an administrative judge appointed
by EEOC, or an immediate final decision from DOT.

> In cases where an EEOC hearing is requested, the EEOC administrative
> judge issues a decision within 180 calendar days, and sends a copy of
> the decision to DOT and the complainant. Where discrimination is
> found, an Order is issued for appropriate relief. DOT has 40 calendar
> days to implement or not implement the EEOC administrative judge's
> decision after notification. When an administrative judge's decision
> is not implemented, DOT must file a notice of appeal with EEOC within
> 10 calendar days. In such cases, the complainant may also file a
> notice of appeal to EEOC within 10 calendar days.
>
> For those final decisions made by DOT, the complainant also has the
> option of appealing the decision to EEOC within 30 calendar days after
> receipt of the decision. If the complainant is still dissatisfied
> after receiving the appellate decision from EEOC, the final step is to
> file a civil action with the U.S. District Court within 90 calendar
> days. You may also wish to visit DOCR's website at
> <http://www.dotcr.dot.gov/asp/Complaint.asp> for more information.

**[Use of]{.underline} [ADR](http://www.dot.gov/ost/docr/adr/main.html)
[to Resolve Discrimination Complaints]{.underline}**. As noted above,
DOT is committed to using ADR to resolve EEO complaints at all stages of
the complaint process. Mediation was chosen as the ADR method for use in
EEO cases as it has proven to be effective, expeditious, and cost
effective. Even if a resolution is not reached, the parties often come
away with a better understanding of the other's position and an improved
working relationship. A vast majority of individuals who participate in
this process indicate they would use the process again. For more
information pertaining to the mediation process, please view the video
provided at <http://www.dotcr.dot.gov/video/index.html>.

**What Remedies Are Available When Discrimination Is Found?**

Depending on the circumstances of each case, the "relief" or
[remedies](http://www.eeoc.gov/facts/fs-fed.html) available for proven
employment discrimination may include:

-   back pay

-   hiring

-   promotion

-   reinstatement

-   front pay

-   reasonable accommodation

-   or other actions that will make an individual "whole;" i.e., in the
    condition she/he would have been if the discrimination had not
    occurred.

Remedies also may include payment of:

-   attorneys' fees

-   expert witness fees

-   court costs

Under most laws enforced by EEOC, damages may also be available to
compensate for actual monetary losses, for future monetary losses, and
for mental anguish and inconvenience.

An employer may also be required to post notices at the work site
addressing the discrimination charge and advising them of their rights
under the laws and their right to be free from reprisal/retaliation.

**How do I contact the Civil Rights Office or a Civil Rights official?**

You may use the following information to obtain further guidance.

**Office of the Secretary:**

Departmental Office of Civil Rights - (202) 366-4648

> **OAs' Civil Rights Offices and \*contacts:**

-   Federal Aviation Administration (FAA) - (202) 267-3254

-   Federal Highway Administration (FHWA) - (202) 366-0693

-   Federal Motor Carrier Safety Administration (FMCSA) - (202) 366-8810

-   Federal Railroad Administration (FRA) - (202) 493-6010

-   Federal Transit Administration (FTA) - (202) 366-4018

-   Maritime Administration (MARAD) - (202) 366-3449

-   National Highway Traffic Safety Administration (NHTSA) - (202)
    366-0972

-   Pipeline and Hazardous Materials Safety Administration
    (PHMSA) - (202) 366-9638

-   Research and Innovative Technology Administration (RITA) - (202)
    366-4180

-   St. Lawrence Seaway Development Corporation (SLSDC) - (315) 764-3208

    1.  **\***Office of the Inspector General (OIG) - (202) 366-1444

        **\***Surface Transportation Board (STB) - (202) 565-1500

Useful websites:

+-----------------------+----------------------------------------------+
| **SITE**              | **URL**                                      |
+=======================+==============================================+
| ##### DOT             |                                              |
| OA Civil Rights Links |                                              |
+-----------------------+----------------------------------------------+
| **DOCR**              | [http://w                                    |
|                       | ww.dotcr.dot.gov](http://www.dotcr.dot.gov/) |
+-----------------------+----------------------------------------------+
| **FAA**               | <http://www.faa.gov/acr>                     |
+-----------------------+----------------------------------------------+
| **FHWA**              | <http://www.fhwa.dot.gov/orgcivil.htm>       |
+-----------------------+----------------------------------------------+
| **FMCSA**             | <http://www.fmcsa.dot.gov/index.htm>         |
+-----------------------+----------------------------------------------+
| **FRA**               | [http://www.fra.dot.                         |
|                       | gov](http://www.fra.dot.gov/us/content/1288) |
+-----------------------+----------------------------------------------+
| **FTA**               | <http://                                     |
|                       | www.fta.dot.gov/office/civrights/index.html> |
+-----------------------+----------------------------------------------+
| **NHTSA**             | [http:/                                      |
|                       | /webster.nhtsa.dot.gov/nhtsa/admin/depadmin/ |
|                       | civri                                        |
|                       | ghts/index.html](http://webster.nhtsa.dot.go |
|                       | v/nhtsa/admin/depadmin/civrights/index.html) |
+-----------------------+----------------------------------------------+
| **MARAD**             | <http                                        |
|                       | ://www.marad.dot.gov/Offices/MAR-100.2.html> |
+-----------------------+----------------------------------------------+
| **PHMSA**             | [http://www.PHMSA.dot.gov]{.underline}       |
+-----------------------+----------------------------------------------+
| ####### **RITA**      | [http:/                                      |
|                       | /www.RITA.dot.gov](http://www.RITA.dot.gov/) |
+-----------------------+----------------------------------------------+
| ####                  |                                              |
| # DOT Employee Groups |                                              |
+-----------------------+----------------------------------------------+
| **Deaf DOT**          | <http://www.nhtsa.dot.gov/deafdot/Index.htm> |
+-----------------------+----------------------------------------------+
| **DOT Accessibility   | <http://www.dotada.org/>; e-mail:            |
| and Disability        | <dotada@lists.dotada.org>                    |
| Awareness**           |                                              |
+-----------------------+----------------------------------------------+
| **DOT Asian Pacific   | e-mail:                                      |
| American Employee     | [Kin.Wong@                                   |
| Council**             | phmsa.dot.gov](mailto:Kin.Wong@rspa.dot.gov) |
+-----------------------+----------------------------------------------+
| **DOT GLOBE**         | e-mail: seymour.stern@nhtsa.dot.gov          |
+-----------------------+----------------------------------------------+
| #######               |                                              |
| ## Other DOT Websites |                                              |
+-----------------------+----------------------------------------------+
| **Accessibility       | <http://www.dotcr.dot.gov/asp/508.asp#1>     |
| Policy**              |                                              |
+-----------------------+----------------------------------------------+
| **ADR -- Alternative  | http://www.dotcr.dot.gov/asp/adr.asp         |
| Dispute Resolution**  |                                              |
|                       | and                                          |
|                       |                                              |
|                       | <http://www.dot.gov//adr/>                   |
+-----------------------+----------------------------------------------+
| **Disability Resource | [http                                        |
| Center**              | ://www.drc.dot.gov](http://www.drc.dot.gov/) |
+-----------------------+----------------------------------------------+
| DOT Policies          | [http:                                       |
|                       | //www.dotcr.dot.gov/Documents/EEO/Harassment |
|                       | Policy/Harassment](http://www.dotcr.dot.go   |
|                       | v/Documents/EEO/HarassmentPolicy/Harassment) |
|                       | Policy Statement.htm                         |
+-----------------------+----------------------------------------------+
| DOT Library           | <http://dotlibrary.dot.gov/index.htm>        |
+-----------------------+----------------------------------------------+
| EAP -- Employee       | <http://                                     |
| Assistance Program    | www.magellanassist.com/default.asp?extern=T> |
|                       |                                              |
|                       | DOT Employees 1-800-222-0364                 |
|                       |                                              |
|                       | FAA Employees 1-800-234-1327 (1EAP)          |
+-----------------------+----------------------------------------------+
| Human Resources       | [                                            |
|                       | http://dothr.dot.gov](http://dothr.dot.gov/) |
+-----------------------+----------------------------------------------+
| Inspector General     | [http                                        |
|                       | ://www.oig.dot.gov](http://www.oig.dot.gov/) |
+-----------------------+----------------------------------------------+
| Mediation -- One DOT  | <http://www.dotcr.dot.gov/asp/adr.asp>       |
| Sharing Neutrals      |                                              |
+-----------------------+----------------------------------------------+
| Reasonable            | [http://ww                                   |
| Accommodation         | w.dotcr.dot.gov/Documents/10101_files/10101. |
| Procedures            | doc](http://www.dot                          |
|                       | cr.dot.gov/Documents/10101_files/10101. doc) |
+-----------------------+----------------------------------------------+
| #### Federal an       |                                              |
| d DOT Employee Unions |                                              |
+-----------------------+----------------------------------------------+
| AFL-CIO: The American | [ht                                          |
| Federation of Labor   | tp://www.aflcio.org](http://www.aflcio.org/) |
| and Congress of       |                                              |
| Industrial            |                                              |
| Organizations         |                                              |
+-----------------------+----------------------------------------------+
| American Federation   | [http://www.afge.org](http://www.afge.org/)  |
| of Government         |                                              |
| Employees             |                                              |
+-----------------------+----------------------------------------------+
| National Air Traffic  | [                                            |
| Controllers Assn.     | http://www.natca.org](http://www.natca.org/) |
+-----------------------+----------------------------------------------+
| National Association  | [                                            |
| of Air Traffic        | http://www.naats.org](http://www.naats.org/) |
| Specialists           |                                              |
+-----------------------+----------------------------------------------+
| National Association  | [http://www.nage.org](http://www.nage.org/)  |
| of Government         |                                              |
| Employees             |                                              |
+-----------------------+----------------------------------------------+
| National Federation   | [http://www.nffe.org](http://www.nffe.org/)  |
| of Federal Employees  |                                              |
+-----------------------+----------------------------------------------+
| Professional Air      | [http://www.pas                              |
| Systems Specialists   | snational.org](http://www.passnational.org/) |
+-----------------------+----------------------------------------------+
| OUTSIDE RESOURCES     |                                              |
+-----------------------+----------------------------------------------+
| 1998 Amendment to     | [htt                                         |
| Section 508 of the    | p://www.section508.gov/index.cfm?FuseAction= |
| Rehabilitation Act    | Content&ID=14](http://www.sectio             |
|                       | n508.gov/index.cfm?FuseAction=Content&ID=14) |
+-----------------------+----------------------------------------------+
| Addressing Sexual     | <http://www.opm.gov/er/orientation.htm>      |
| Orientation           |                                              |
| Discrimination in     |                                              |
| Federal Civilian      |                                              |
| Employment: A Guide   |                                              |
| to Employees' Rights  |                                              |
+-----------------------+----------------------------------------------+
| Age Discrimination in | <http://www.eeoc.gov/facts/age.html>         |
| Employment Act of     |                                              |
| 1967                  |                                              |
+-----------------------+----------------------------------------------+
| Blacks In Government  | [ht                                          |
|                       | tp://www.bignet.org](http://www.bignet.org/) |
+-----------------------+----------------------------------------------+
| Deaf and Hard of      | [                                            |
| Hearing in Government | http://www.dhhig.org](http://www.dhhig.org/) |
+-----------------------+----------------------------------------------+
| EEOC -- Equal         | [http://www.eeoc.gov](http://www.eeoc.gov/)  |
| Employment            |                                              |
| Opportunity           |                                              |
| Commission            |                                              |
+-----------------------+----------------------------------------------+
| Equal Pay Act of 1963 | <http://www.eeoc.gov/policy/epa.html>        |
+-----------------------+----------------------------------------------+
| Facts About           | <htt                                         |
| Employment            | p://www.eeoc.gov/facts/fs-relig_ethnic.html> |
| Discrimination        |                                              |
+-----------------------+----------------------------------------------+
| Federally Employed    | [http://www.few.org](http://www.few.org/)    |
| Women                 |                                              |
+-----------------------+----------------------------------------------+
| Gay, Lesbian,         | [http:/                                      |
| Bisexual, Transgender | /www.fedglobe.org](http://www.fedglobe.org/) |
| Employees of the      |                                              |
| Federal Government    |                                              |
+-----------------------+----------------------------------------------+
| National Association  | [                                            |
| of Hispanic Federal   | http://www.nahfe.org](http://www.nahfe.org/) |
| Executives            |                                              |
+-----------------------+----------------------------------------------+
| No FEAR -             | [http://www.osc.gov](http://www.osc.gov/)    |
| Whistleblower         |                                              |
| information           |                                              |
+-----------------------+----------------------------------------------+
| Title VII of the      | <http://www.eeoc.gov/policy/vii.html>        |
| Civil Rights Act of   |                                              |
| 1964                  |                                              |
+-----------------------+----------------------------------------------+

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