Human Resources Issuance Manual

— DASHR/CHCO

Chapter: 900-003

ISSUANCE NOTICE Transmittal Number: TN-04-03

Date: FEB tae G8

Office: Office of Equal Opportunity and Diversity

Subject: Dissemination of Equal Employment Opportunity Program Information

PURPOSE. To establish policy to ensure equal employment opportunity (EEO) program
information is disseminated and available to all employees and applicants for employment

SCOPE. The provisions of this Chapter apply to all Treasury bureaus.
CANCELLATION. Not applicable.

EFFECTIVE DATE. This policy is effective with the date of this chapter.
REFERENCES.

A. 29 CFR § 1614.102(b)(5), (7) (Effective November 9, 1999)

B. Equal Employment Opportunity Commission (EEOC) Management Directive
(MD) 110 (as revised November 9, 1999)

C. EEOC MD 715, Section II. B and Part B. Section V (Effective October 1, 2003)
Instructions to Federal Agencies for EEO MD 715, Section I, dated August 25, 2003

BACKGROUND. 29 CFR Part 1614, MD 110 and MD 715 require that Federal agencies
inform employees and applicants for employment of their rights to equality of opportunity
in the Federal workplace, provide employees information on the EEO complaint process,
prominently post EEO information in EEO and Human Resources Offices, and use various
media to distribute EEO information to promote best workplace practices. MD 715 further


requires that agencies publicize specific written procedures for the prompt and efficient
resolution of requests for reasonable accommodation

POLICY. Each Treasury Bureau shall ensure that EEO program policies, procedures and
other relevant information are made available to employees and applicants for employment.
Such information shall be disseminated using all media, including the World Wide Web or
Internet, and shall be prominently posted throughout the organization and in Human
Resources and EEO Offices.

RESPONSIBILITIES.

A. Establish and implement systems and processes to ensure that EEO program
information is distributed to all bureau employees and, as appropriate, applicants for
employment. At a minimum, the information shall include the following:

(1) Department and Bureau annual EO and diversity policy statements;

(2) Requirements and prohibitions of Title VII and the Rehabilitation Act, as well
as other pertinent laws and regulations;

(3) Steps in the EEO complaint process and procedures for filing a complaint of
discrimination;

(4) Disciplinary policy and/or table of penalties covering employees found to have
committed discrimination (to the extent that such policies are published);

(5) Procedures for requesting reasonable accommodation; and

(6) Availability of training for employees and supervisors on the operation of the
EEO process, including, but not limited to, alternative dispute resolution (ADR)
processes, the protections afforded to employees, and reasonable accommodation
procedures.

B. Publicize and post, in all EEO and Human Resources Offices and throughout the
organization the following information:

(1) Names, business telephone numbers and business addresses of the EEO
Counselors (unless the counseling function is centralized, in which case only the
central telephone number and address need be publicized and posted); and

(2) Telephone numbers and addresses of the EEO Director, EEO Officer(s), and
Special Emphasis Program Managers.

C. Ensure that EEO program information is available in alternative and accessible
formats such as electronic text, large print, Braille, or audio cassette, for persons with
vision impairments.


9. OFFICE OF PRIMARY INTEREST. The Office of Equal Opportunity and Diversity,
Office of the Deputy Assistant Secretary for Human Resources and Chief Human Capital Officer

horrors Porntnr

Patricia J. Pointer
Acting Deputy Assistant Secretary for Human
Resources and Chief Human Capital Officer