50324 Federal Register / Vol. 73, No. 166 / Tuesday, August 26, 2008 / Notices 

1200 Pennsylvania Avenue, NW., 

Washington, DC 20460. 

SUPPLEMENTARY INFORMATION: Requests 

to make oral comments or to provide 

written comments to the Council should 

be sent to Sonia Altieri, Designated 

Federal Officer, at the contact 

information above by Friday, September 

12, 2008. The public is welcome to 

attend all portions of the meeting, but 

seating is limited and is allocated on a 

first-come, first-serve basis. Members of 

the public wishing to gain access to the 

conference room on the day of the 

meeting must contact Sonia Altieri at 

(202) 564–0243 or altieri.sonia@epa.gov 

by September 12, 2008. 

Meeting Access: For information on 

access or services for individuals with 

disabilities, please contact Sonia Altieri 

at (202) 564–0243 or 

altieri.sonia@epa.gov. To request 

accommodation of a disability, please 

contact Sonia Altieri, preferably at least 

10 days prior to the meeting, to give 

EPA as much time as possible to process 

your request. 

Dated: August 14, 2008. 

Sonia Altieri, 

Designated Federal Officer. 

[FR Doc. E8–19748 Filed 8–25–08; 8:45 am] 

BILLING CODE 6560–50–P 

FARM CREDIT ADMINISTRATION 

[BM–14–AUG–08–03] 

Equal Employment Opportunity and 

Diversity 

AGENCY: Farm Credit Administration. 

ACTION: Policy statement. 

SUMMARY: The Farm Credit 

Administration (FCA or Agency), 

through the FCA Board (Board), has 

updated and reaffirmed at its regular 

August Board meeting a policy 

statement on equal employment 

opportunity and diversity. The policy 

statement provides guidance to 

management and staff on addressing 

affirmative employment and diversity, 

workplace harassment, the disabled 

veterans affirmative action program, and 

the delineation of responsibilities for 

implementing the Agency’s equal 

employment opportunity and diversity 

programs. 

DATES: Effective Date: August 14, 2008. 

FOR FURTHER INFORMATION CONTACT: Jeff 

McGiboney, Equal Employment 

Opportunity Director, Farm Credit 

Administration, McLean, Virginia 

22102–5090, (703) 883–4353, TTY (703) 

883–4056; or 

Jennifer Cohn, Senior Attorney, Office 

of General Counsel, Farm Credit 

Administration, McLean, Virginia 

22102–5090, (703) 883–4020, TTY (703) 

883–4020. 

SUPPLEMENTARY INFORMATION: The text of 

the Board’s policy statement on equal 

employment opportunity programs and 

diversity is set forth below in its 

entirety. 

Policy Statement on Equal Employment 

Opportunity Programs and Diversity 

BM–14–AUG–08–03 

FCA–PS–62 

Effective Date: August 14, 2008. 

Effect on Previous Action: Updates 

FCA–PS–62 [BM–13–JUL–06–03] (71 FR 

46481, 8/14/2006) 7–13–06. 

Sources of Authority: Title VII of the 

Civil Rights Act of 1964, as amended (42 

U.S.C. 2000e et seq.); Age 

Discrimination in Employment Act (29 

U.S.C. 621 et seq.); Rehabilitation Act of 

1973, as amended (29 U.S.C. 721 et 

seq.); Equal Pay Act of 1974 (29 U.S.C. 

206(d)); Civil Service Reform Act of 

1978 (5 U.S.C. 3112); Notification and 

Federal Employee Antidiscrimination 

and Retaliation Act of 2002 (NO FEAR 

Act) (5 U.S.C. 2301); section 5.9 of the 

Farm Credit Act of 1971, as amended 

(12 U.S.C. 2243); Executive Order 11478 

(Equal Employment Opportunity in the 

Federal Government), as amended by 

Executive Orders 13087 and 13152 to 

include prohibitions on discrimination 

based on sexual orientation and status 

as a parent; Executive Order 13145 

(prohibits discrimination in Federal 

employment based on genetic 

information); Executive Order 13166 

(Improving Access to Services for 

Persons with Limited English 

Proficiency); 29 CFR part 1614; Equal 

Employment Opportunity Commission 

Management Directives. 

Purpose 

The Farm Credit Administration (FCA 

or Agency) Board reaffirms its 

commitment to Equal Employment 

Opportunity (EEO) and Diversity 

(EEOD) and its belief that all FCA 

employees should be treated with 

dignity and respect. The Board also 

provides guidance to Agency 

management and staff for deciding and 

taking action in these critical areas. 

Importance 

Unquestionably, the employees who 

comprise the FCA are its most important 

resource. The Board fully recognizes 

that the Agency draws its strength from 

the dedication, experience, and 

diversity of its employees. The Board is 

firmly committed to taking whatever 

steps are needed to protect the rights of 

its staff and to carrying out programs 

that foster the development of each 

employee’s potential. We believe an 

investment in efforts that strongly 

promote EEOD will prevent the conflict 

and the high costs of correction for 

taking no, or inadequate, action in these 

areas. 

The Farm Credit Administration 

(FCA) Board Adopts the Following 

Policy Statement: 

It is the policy of the FCA to prohibit 

discrimination in Agency policies, 

program practices, and operations. 

Employees, applicants for employment, 

and members of the public who seek to 

take part in FCA programs, activities, 

and services will be treated fairly. FCA, 

under the appropriate laws and 

regulations, will: 

• Ensure equal employment 

opportunity based on merit and 

qualification, without discrimination 

because of race, color, religion, sex, age, 

national origin, disability, sexual 

orientation, status as a parent, genetic 

information, or participation in 

discrimination or harassment complaint 

proceedings; 

• Provide for the prompt and fair 

consideration of complaints of 

discrimination; 

• Make reasonable accommodations 

for qualified applicants for employment 

and employees with physical or mental 

disabilities under law; 

• Provide an environment free from 

harassment to all employees; 

• Create and maintain an 

organizational culture that recognizes, 

values, and supports employee and 

public diversity and inclusion; 

• Develop objectives within the 

Agency’s operation and strategic 

planning process to meet the goals of 

EEOD and this policy; 

• Implement affirmative programs to 

carry out this policy within the Agency; 

and 

• To the extent practicable, seek to 

encourage the Farm Credit System to 

continue its efforts to promote and 

increase diversity. 

Diversity and Inclusion 

The FCA intends to be a model 

employer. That is, as far as possible, 

FCA will build and maintain a 

workforce that reflects the rich diversity 

of individual differences evident 

throughout this Nation. The Board 

views individual differences as 

complementary and believes these 

differences enrich our organization. 

When individual differences are 

respected, recognized, and valued, 

diversity becomes a powerful force that 

can contribute to achieving superior 

results. Therefore, we will create, 

maintain, and continuously improve on 


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Federal Register / Vol. 73, No. 166 / Tuesday, August 26, 2008 / Notices 50325 

an organizational culture that fully 

recognizes, values, and supports 

employee diversity. The Board is 

committed to promoting and supporting 

an inclusive environment that provides 

to all employees, individually and 

collectively, the chance to work to their 

full potential in the pursuit of the 

Agency’s mission. We will provide 

everyone the opportunity to develop to 

his or her fullest potential. When a 

barrier to someone achieving this goal 

exists, we will strive to remove this 

barrier. 

Affirmative Employment 

The Board reaffirms its commitment 

to ensuring FCA conducts all of its 

employment practices in a 

nondiscriminatory manner. The Board 

expects full cooperation and support 

from everyone associated with 

recruitment, selection, development, 

and promotion to ensure such actions 

are free of discrimination. All 

employees will be evaluated on their 

EEOD achievements as part of their 

overall job performance. Though staff 

commitment is important, the role of 

supervisors is paramount to success. 

Agency supervisors must be coaches 

and are responsible for helping all 

employees develop their talents and 

give their best efforts in contributing to 

the mission of the FCA. 

Workplace Harassment 

It is the policy of the FCA to provide 

a work environment free from unlawful 

discrimination in any form, and to 

protect all employees from any form of 

harassment, either physical or verbal. 

The FCA will not tolerate harassment in 

the workplace for any reason. The FCA 

also will not tolerate retaliation against 

any employee for reporting harassment 

or for aiding in any inquiry about 

reporting harassment. 

Disabled Veterans Affirmative Action 

Program (DVAAP) 

A disabled veteran is defined as 

someone who is entitled to 

compensation under the laws 

administered by the Veterans 

Administration or someone who was 

discharged or released from active duty 

because of a service-connected 

disability. 

The FCA is committed to increasing 

the representation of disabled veterans 

within its organization. Our Nation 

owes a debt to those veterans who 

served their country, especially those 

who were disabled because of service. 

To honor these disabled veterans, the 

FCA shall place emphasis on making 

vacancies known to and providing 

opportunities for employing disabled 

veterans. 

Responsibilities 

The Chairman and Chief Executive 

Officer (CEO) is ultimately responsible 

for developing and carrying out all 

EEOD requirements and initiatives in 

accordance with laws and regulations to 

fulfill diversity initiatives in approved 

program plans. 

To help in fulfilling these 

responsibilities the CEO, or designee, 

will fill the following positions: 

• EEO Director and, as appropriate, 

EEO Coordinator(s); 

• Special Emphasis Program 

Managers required by law or regulation; 

• EEO Counselors; and 

• EEO Investigators. 

Persons in these positions will 

perform their duties as specified by the 

CEO or designee and as required by law 

or regulation. The Head of each Agency 

office will provide to these persons on 

an as needed basis upon request from 

the EEO Director. 

The CEO or EEO Director may also 

establish standing committees to deal 

with specific issues as they arise. 

Adopted this 14th day of August 2008 

by Order of the Board. 

Dated: August 14, 2008. 

Roland E. Smith, 

Secretary,Farm Credit Administration Board. 

[FR Doc. E8–19658 Filed 8–25–08; 8:45 am] 

BILLING CODE 6705–01–P 

FEDERAL COMMUNICATIONS 

COMMISSION 

Notice of Public Information 

Collection(s) Approved by the Office of 

Management and Budget 

August 18, 2008. 

SUMMARY: The Federal Communications 

Commission has received Office of 

Management and Budget (OMB) 

approval for the following public 

information collection(s) pursuant to the 

Paperwork Reduction Act of 1995 (44 

U.S.C. 3501–3520). An agency may not 

conduct or sponsor a collection of 

information unless it displays a 

currently valid OMB control number, 

and no person is required to respond to 

a collection of information unless it 

displays a currently valid OMB control 

number. Comments concerning the 

accuracy of the burden estimate(s) and 

any suggestions for reducing the burden 

should be directed to the person listed 

in the FOR FURTHER INFORMATION

CONTACT section below. 

FOR FURTHER INFORMATION CONTACT: 

Leslie Haney, Leslie.Haney@fcc.gov, 

(202) 418–1002. 

SUPPLEMENTARY INFORMATION: 

OMB Control Number: 3060–1080. 

OMB Approval Date: August 1, 2008. 

Expiration Date: August 31, 2011. 

Title: Collection for the Prevention or 

Elimination of Interference and for the 

Reconfiguration of the 800 MHz Band. 

Form No.: Not applicable. 

Estimated Annual Burden: 6,269 

responses; 4.5104 hours per response; 

28,276 hours total per year. 

Obligation to Respond: Required to 

Obtain or Retain Benefits. 

Nature and Extent of Confidentiality: 

The Commission will work with 

respondents to ensure that their 

concerns regarding the confidentiality of 

any proprietary or public safetysensitive information are resolved in a 

manner consistent with the 

Commission’s rules. See 47 CFR 0.459. 

Needs and Uses: The information 

sought will assist 800 MHz licensees in 

preventing or resolving interference and 

enable the Commission to implement its 

rebanding program. Under that program, 

certain licensees are being relocated to 

new frequencies in the 800 MHz band, 

with all rebanding costs to be paid by 

Sprint Nextel Corporation (Sprint). The 

Commission’s overarching objective in 

this proceeding is to eliminate 

interference to public safety 

communications. The Commission’s 

orders provided for the 800 MHz 

licensees in non-border areas to 

complete rebanding by June 26, 2008. 

This collection is being revised to 

incorporate the waiver request 

information collection previously 

approved under OMB control number 

3060–1114. 

Federal Communications Commission. 

Marlene H. Dortch, 

Secretary. 

[FR Doc. E8–19650 Filed 8–25–08; 8:45 am] 

BILLING CODE 6712–01–P 

FEDERAL COMMUNICATIONS 

COMMISSION 

Notice of Public Information 

Collection(s) Approved by the Office of 

Management and Budget 

August 18, 2008. 

SUMMARY: The Federal Communications 

Commission has received Office of 

Management and Budget (OMB) 

approval for the following public 

information collection(s) pursuant to the 

Paperwork Reduction Act of 1995 (44 

U.S.C. 3501–3520). An agency may not 

conduct or sponsor a collection of 

information unless it displays a 

currently valid OMB control number, 

and no person is required to respond to 

a collection of information unless it 


sroberts on PROD1PC76 with NOTICES