Federal Register / Vol. 87, No. 49 / Monday, March 14, 2022 / Notices 14261 

expenses at a rate fixed by the 

Administrator. 

Request for Nominations: Specific 

experience in environmental justice and 

climate change education is essential. 

Expertise Sought: The NEEAC staff 

office seeks candidates with 

demonstrated experience and or 

knowledge in any of the following 

environmental education issue areas: (a) 

Integrating environmental education 

into state and local education reform, 

improvement and environmental justice 

initiatives; (b) state, local and tribal 

level capacity building for 

environmental education; (c) crosssector partnerships to foster 

environmental education in Minority 

Serving Institutions and increase the 

conversation around using EE as a tool 

to achieve environmental justice, 

climate equity, and economic 

prosperity; (d) leveraging resources for 

environmental education in 

underserved communities; (e) design 

and implementation of environmental 

education research; (f) evaluation 

methodology; professional development 

for teachers and other education 

professionals; and targeting underrepresented audiences, including lowincome, multi-cultural, senior citizens 

and other adults. 

The NEEAC is best served by a 

structurally and geographically diverse 

group of individuals. Each individual 

will demonstrate the ability to make a 

time commitment. In addition, the 

individual will demonstrate both strong 

leadership and analytical skills. Also, 

strong writing skills, communication 

skills and the ability to evaluate 

programs in an unbiased manner are 

essential. Team players, who can meet 

deadlines and review items on short 

notice are ideal candidates. 

Process and Deadline for Submitting 

Nominations 

Any interested and qualified 

individuals may be considered for 

appointment on the National 

Environmental Education Advisory 

Council. In order to apply, the following 

four items should be submitted in 

electronic format to the Designated 

Federal Officer, Javier Araujo, 

araujo.javier@epa.gov and contain the 

following: (1) Contact information 

including name, address, phone, and an 

email address; (2) a curriculum vitae or 

resume; (3) Include the specific area of 

expertise in environmental education 

and the sector in the subject line of your 

email submission; and (4) a one page 

commentary on the applicant’s 

philosophy regarding the need for, 

development, implementation and or 

management of environmental 

education. 

Nominations should be submitted by 

April 4, 2022. 

Submit nominations electronically to 

Javier Araujo, Designated Federal 

Officer, National Environmental 

Education Advisory Council, U.S. 

Environmental Protection Agency, 

email: araujo.javier@epa.gov. 

FOR FURTHER INFORMATION CONTACT: For 

information regarding this Request for 

Nominations, please contact Mr. Javier 

Araujo, Designated Federal Officer, by 

email at: araujo.javier@epa.gov or phone 

at: 202–441–8981. General Information 

concerning NEEAC can be found on the 

EPA website at: https://www.epa.gov/ 

education/national-environmentaleducation-advisory-council-neeac. The 

short list candidates will be required to 

fill out the Confidential Disclosure Form 

for Special Government Employees 

serving Federal Advisory Committees at 

the U.S. Environmental Protection 

Agency. (EPA form 3110–48). This 

confidential form allows government 

officials to determine whether there is a 

statutory conflict between that person’s 

public responsibilities (which include 

membership on a Federal Advisory 

Committee) and private interests and 

activities and the appearance of a lack 

of impartiality as defined by Federal 

regulation. The form may be viewed and 

downloaded from the following URL 

address. Please note this form is not an 

application form. http://

intranet.epa.gov/ogc/ethics/EPA3110- 

48ver3.pdf. 

Rosemary Enobakhare, 

Associate Administrator, Office of Public 

Engagement and Environmental Education. 

[FR Doc. 2022–05254 Filed 3–11–22; 8:45 am] 

BILLING CODE 6560–50–P 

EQUAL EMPLOYMENT OPPORTUNITY 

COMMISSION 

Privacy Act of 1974; Systems of 

Records 

AGENCY: Equal Employment 

Opportunity Commission 

ACTION: Notice of a new system of 

records. 

SUMMARY: The Equal Employment 

Opportunity Commission (hereinafter 

‘‘EEOC’’ or ‘‘the Commission’’) proposes 

to create a new Religious 

Accommodation system of records to 

maintain information collected in 

response to a request for an 

accommodation based on a sincerely 

held religious belief, practice, or 

observance. 

DATES: This system of records will be 

effective upon publication in the 

Federal Register with the exception of 

new routine uses which will become 

effective April 13, 2022. Comments 

must be received on or before April 13, 

2022. 

ADDRESSES: You may submit comments 

by any of the following methods: 

• Federal eRulemaking Portal: http:// 

www.regulations.gov. Follow the 

instructions online for submitting 

comments. 

• Fax: Comments totaling six or fewer 

pages may be sent by fax to (202) 663– 

4114. Receipt of fax transmittals will not 

be acknowledged; the sender may 

request confirmation of receipt by 

calling the Executive Secretariat staff at 

(202) 921–2815 (voice) or 1 (800) 669– 

6820 (TTY) or (844) 234–5122 (ASL). 

(These are not toll-free numbers). 

• Mail: Shelley Kahn, Acting 

Executive Officer, Executive Secretariat, 

U.S. Equal Employment Opportunity 

Commission, 131 M Street NE, 

Washington, DC 20507. 

• Hand Delivery/Courier: Shelley 

Kahn, Acting Executive Officer, 

Executive Secretariat, U.S. Equal 

Employment Opportunity Commission, 

131 M Street NE, Washington, DC 

20507. 

Instructions: The Commission invites 

comments from all interested parties. 

Comments need be submitted in only 

one of the above-listed formats. All 

comments received will be posted 

without change to http://

www.regulations.gov, including any 

personal information you provide. 

Comments must be received on or 

before April 13, 2022. 

Docket: For access to comments 

received visit http://

www.regulations.gov. 

FOR FURTHER INFORMATION CONTACT: 

Kathleen Oram, Assistant Legal 

Counsel, at kathleen.oram@eeoc.gov, or 

Savannah Marion Felton, Senior 

Attorney, at savannah.felton@eeoc.gov. 

SUPPLEMENTARY INFORMATION: In 

accordance with the Privacy Act of 

1974, EEOC proposes to create a new 

Religious Accommodation SORN 

(EEOC–23) for records related to 

accommodation requests based on a 

sincerely held religious belief, practice, 

or observance. Title VII of the Civil 

Rights Act of 1964 prohibits 

discrimination, including on the basis of 

religion. Title VII also requires an 

employer, once on notice, to reasonably 

accommodate an employee whose 

sincerely held religious belief, practice, 

or observance conflicts with a work 

requirement, unless providing the 

accommodation would create an undue 


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14262 Federal Register / Vol. 87, No. 49 / Monday, March 14, 2022 / Notices 

hardship. 42 U.S.C. 2000e(j). As a result, 

EEOC employees and applicants have 

the right to request an accommodation 

based on a sincerely held religious 

belief, practice, or observance. The 

EEOC’s Office of the Chief Human 

Capital Officer processes requests for 

accommodations from employees and 

applicants based on a sincerely held 

religious belief, practice, or observance. 

The request (including any 

documentation provided in support of 

the request), notes or records made 

during consideration of requests, 

decisions on requests, records made to 

implement or track decisions on 

requests and similar documentation 

related to requests for reconsideration, 

are all covered by this system of records. 

For the Commission, 

Charlotte A. Burrows, 

Chair. 

SYSTEM NAME AND NUMBER: 

EEOC–23: Religious Accommodation 

Records. 

SECURITY CLASSIFICATION: 

This system of records does not 

contain classified records. 

SYSTEM LOCATION: 

Office of the Chief Human Capital 

Officer, Equal Employment Opportunity 

Commission, 131 M Street NE, 

Washington, DC 20507. 

SYSTEM MANAGER(S): 

Accommodations Manager, Office of 

the Chief Human Capital Officer, Equal 

Employment Opportunity Commission, 

131 M Street NE, Washington, DC 

20507; religious.accommodation@

eeoc.gov. 

AUTHORITY FOR MAINTENANCE OF THE SYSTEM: 

Title VII of the Civil Rights Act of 

1964, 42 U.S.C. 2000e(j), as amended; 29 

CFR 1614 (Federal Sector Equal 

Employment Opportunity); 29 CFR 1605 

(Guidelines on Discrimination Because 

of Religion); EEOC Order 560.009. 

PURPOSE(S) OF THE SYSTEM: 

This system is maintained for the 

purpose of considering, deciding, and 

implementing requests for 

accommodations for sincerely held 

religious beliefs, practice, or 

observances made by EEOC employees 

and applicants. 

CATEGORIES OF INDIVIDUALS COVERED BY THE

SYSTEM: 

Current and former EEOC employees 

and applicants who request 

accommodations based on a sincerely 

held religious belief, practice, or 

observance. 

CATEGORIES OF RECORDS IN THE SYSTEM: 

Requests for religious 

accommodations; notes or records made 

during consideration of requests; 

decisions on requests; records made to 

implement or track decisions on 

requests; requests for reconsideration; 

notes or records made during 

consideration of requests for 

reconsideration; final decisions made in 

response to requests for reconsideration; 

records made to implement or track 

decisions on requests for 

reconsideration. 

RECORD SOURCE CATEGORIES: 

Information contained in this system 

is obtained from the current or former 

employee or applicant requesting a 

religious accommodation, the Office of 

the Chief Human Capital Officer, and 

management officials. 

ROUTINE USES OF RECORDS MAINTAINED IN THE

SYSTEM, INCLUDING CATEGORIES OF USERS AND

PURPOSES OF SUCH USES: 

These records and information in 

these records are used: 

a. To disclose information to another 

Federal agency, to a court, or to a party 

in litigation before a court or in an 

administrative proceeding being 

conducted by a Federal agency when 

the Government is a party to the judicial 

or administrative proceeding, and the 

EEOC determines that use of such 

records is relevant and necessary to the 

litigation or proceeding. 

b. To disclose information to a 

congressional office from the record of 

an individual in response to an inquiry 

from the congressional office made at 

the request of the individual. 

c. To disclose to an authorized appeal 

grievance examiner, formal complaints 

examiner, administrative judge, equal 

employment opportunity investigator, 

arbitrator, or other duly authorized 

official engaged in investigation or 

settlement of a grievance, complaint, or 

appeal filed by an employee. 

d. To disclose to appropriate agencies, 

entities, and persons when: (1) The 

EEOC suspects or has confirmed that 

there has been a breach of the system of 

records; (2) the EEOC has determined 

that as a result of the suspected or 

confirmed breach there is a risk of harm 

to individuals, the EEOC (including its 

information systems, programs, and 

operations), the Federal government, or 

national security; and (3) the disclosure 

made to such agencies, entities, and 

persons is reasonably necessary to assist 

in connection with the EEOC’s efforts to 

respond to the suspected or confirmed 

breach or to prevent, minimize, or 

remedy such harm. 

e. To disclose to another Federal 

agency or Federal entity when the EEOC 

determines that information from this 

system of records is reasonably 

necessary to assist the recipient agency 

or entity in (1) responding to a 

suspected or confirmed breach or (2) 

preventing, minimizing, or remedying 

the risk of harm to individuals, the 

recipient agency or entity (including its 

information systems, programs, and 

operations), the Federal government, or 

national security, resulting from a 

suspected or confirmed breach. 

POLICIES AND PRACTICES FOR STORAGE OF

RECORDS: 

Maintained in locked file cabinets and 

electronically. 

POLICIES AND PRACTICES FOR RETRIEVAL OF

RECORDS: 

Indexed by name of employee or 

applicant and office location, or by 

assigned number. 

POLICIES AND PRACTICES FOR RETENTION AND

DISPOSAL OF RECORDS: 

These records are maintained in the 

Office of the Chief Human Capital 

Officer for the longer of an employee’s 

tenure with EEOC or 5 years. Thereafter, 

they will be destroyed. 

ADMINSTRATIVE, TECHNICAL, AND PHYSICAL

SAFEGUARDS: 

Files are maintained in locked 

cabinets. Access is restricted to EEOC 

personnel whose official duties require 

such access. Access to computerized 

records is limited, through use of logins 

and passwords, to those whose official 

duties require access. 

RECORD ACCESS PROCEDURES: 

Inquiries concerning this system of 

records should be addressed to the 

System Manager. It is necessary to 

provide the full name of the individual 

whose records are requested, position 

title and office location at the time the 

accommodation was requested, and a 

mailing or email address to which a 

response may be sent. 

CONTESTING RECORD PROCEDURES: 

See Record Access Procedures. 

NOTIFICATION PROCEDURES: 

See Record Access Procedures. 

EXEMPTIONS PROMULGATED FOR THE SYSTEM: 

There are no exemptions applicable to 

this system of records. 

HISTORY: 

None. 

[FR Doc. 2022–05257 Filed 3–11–22; 8:45 am] 

BILLING CODE 6570–01–P 


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