Bureau of Land Management 

National Training Center Fire and Aviation 

Do What’s Right 

 2016 Edition 2 

Rights, Responsibilities and Consequences 

All employees have a right to: 

 A safe and healthy environment 

 Freedom from discrimination and harassment 

 Be treated with dignity and respect 

All employees have the responsibility to: 

 Perform all jobs in a safe manner 

 Behave appropriately 

 Treat others with dignity and respect 

 Immediately report inappropriate behavior 

 Correct inappropriate behavior 

 Obey the law 

Serious consequences can result for not doing what’s right including: 

 Compromising the safety of yourself and others 

 Disciplinary action up to and including firing 

 Embarrassment to the agency 

 Personal liability 

 Legal action 

 A resulting criminal charge 
Bureau of Land Management 

National Training Center Fire and Aviation 

Do What’s Right 

 Appendix 1-1 2016 Edition 

Appendix 1 – The EEO Process 

EEO Counseling

As an employee or job applicant, you are protected from discrimination based on race, color, 

national origin, sex (including sexual harassment and sexual orientation), religion, age (40 years 

old or older), disability, or reprisal for your participation in the EEO process. Federal statutes and 

regulations–Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment 

Act, the Rehabilitation Act, the Fair Labor Standards Act (Equal Pay Act), and 29 CFR. Part 

1614 – are in place to offer relief to victims of discrimination. 

An allegation of discrimination may result from any employment issue or action such as hiring, 

promotion, time and attendance, work environment, training, appraisal, discipline, firing, layoffs, 

or other terms, privileges, conditions, and benefits of employment. 

What You Have To Do 

If you believe you have been discriminated against, you have 45 days to contact an EEO 

Counselor to try to resolve the matter. EEO Counseling provides an opportunity to raise 

questions, discuss allegations, get timely information, and seek solutions. 

What Counselors Do 

 Determine the issue (actions the agency has taken that cause you to believe you have been 

discriminated against) and the basis (race, color, sex, religion, national origin, age, sexual 

orientation, disability or reprisal) of the matter. 

 Conduct an inquiry in the 30 calendar days following the initial interview. Counseling can be 

extended an additional 60 days if you have agreed in writing to participate in an alternative 

dispute resolution (ADR) procedure. 

 Seek resolution acceptable to both you and management. 

 Document the resolution or advise you of your right to file a formal discrimination 

complaint. 

 Counselors never act as advocates either for you or management. 

 Counselors never determine if discrimination has occurred. 

When Counseling Doesn’t Resolve the Matter 

If the problem has not been resolved by the end of the counseling period, the Counselor holds a 

final interview and issues a Notice of Final Interview. This provides information on how to file a 

formal complaint along with the names and addresses of persons authorized to receive 

complaints. You have 15 days to file a written formal complaint. 
Bureau of Land Management 

National Training Center Fire and Aviation 

Do What’s Right 

 Appendix 1-2 2016 Edition 

Alternative Dispute Resolution – Mediation 

ADR is an umbrella term for any one of several approaches to settling disputes and is a strategy 

for producing winners on both sides of a conflict. 

ADR can be used to resolve both informal and formal EEO matters. If you choose ADR, your 

rights to traditional administrative redress and due process systems are preserved if ADR fails. 

Why Choose ADR 

 It promotes the early resolution of EEO disputes; 

 It reduces disruptions resulting from interpersonal conflicts in the work place; 

 It promotes lasting solutions and may reduce the potential for future conflict; 

 It fosters an environment of teamwork and cooperation.

Mediation 

Mediation, a type of ADR, is a confidential problem-solving process conducted in a neutral 

environment. It can be a timely, cost-effective and less-stressful alternative to other processes. 

Mediators are trained to facilitate communication about difficult issues. They guide individuals 

in reaching mutually-agreeable solutions to disputes using a process which ensures that the 

concerns of all parties are understood and considered. 

Who Uses Mediation? 

Mediation can be appropriate when disputing parties want to resolve conflict and take 

responsibility for implementing agreed-upon solutions, especially when the primary relationship 

between the disputants extends beyond the conflict at hand. Mediation can help you to attain a 

better understanding of the issues. 

Who Are the Mediators? 

Mediators may be BLM or other-agency employees, private-sector practitioners, or qualified 

persons from other sources. Mediators are neutral and do not render judgment or decision. 

 
Bureau of Land Management 

National Training Center Fire and Aviation 

Do What’s Right 

 Appendix 1-3 2016 Edition 

Formal Complaints

Once the informal EEO counseling process is completed and there has not been a resolution, you 

can choose to file a formal complaint of discrimination. The complaint of discrimination must: 

 be submitted in writing; 

 be filed within 15 days of receipt of the EEO Counselor's Notice of Right to File a 

Discrimination Complaint; 

 be specific and limited to matters discussed during informal counseling; 

 should state to the complainant's best knowledge, information, and belief what personnel 

matter or action occurred in which they were treated differently from others not in their 

protected group (e. g., race, sex, age) and when it occurred; and 

 be signed by you, the complainant, or your attorney. 

The complaint can be mailed to the offices indicated on the Notice of Final Interview. 

Investigation of Complaints

If your complaint is accepted it must be processed within 180 days. An investigator is assigned 

who compiles a case file that includes witness statements and relevant documents. You will then 

be provided with a copy of the Record of the Investigation. Settlement attempts will continue. 

After receiving the Record of Investigation you have 30 days to request either an immediate 

decision by the Department of Interior or a hearing before an Administrative Judge from EEOC. 

If a hearing is requested, the Administrative Judge will issue findings of fact and conclusions 

within 180 days and provide the Department with a recommended decision. The Department has 

60 days to reject or modify or use the recommended decision. 

Age Discrimination Complaints

For complaints based on age, you may choose to forego the complaint process and go directly to 

court. You must advise the EEOC 30 days before such filing in District Court. 

Freedom from Reprisal

The complainant, representatives, witnesses, EEO Officers, investigators, and counselors are to 

be free from restraint, interference, coercion, discrimination, or reprisal at all stages of an EEO 

complaint. If any of these persons allege reprisal, they may file an individual complaint of 

discrimination. 
Bureau of Land Management 

National Training Center Fire and Aviation 

Do What’s Right 

 Appendix 2-1 2016 Edition 

Appendix 2 – Sexual Harassment Quick Reference Guide

If you are a victim of sexually harassing behavior, you have several courses of action: 

 Indicate to the harasser that the behavior is unwelcome. 

 Ask co-workers if they observed the behavior or are aware of similar behavior. 

 Indicate to your supervisor that the behavior is unwelcome. 

 Keep a record of any instances of harassment and follow-up actions. 

 Talk to your supervisor, someone in the chain of command, an EEO Counselor or the EEO 

Manager in your office about the behavior and courses of action available to you. 

If you are an observer of questionable behavior: 

 Ask the affected employee if it is a problem. 

 Mention the incident or situation to your supervisor. 

 Talk to the harasser about any behavior that bothers you personally. 

Is it or isn’t it sexual harassment? Here’s an easy guideline. It is sexual harassment when: 

 It goes beyond the point of comfort and is pervasive and severe. 

 It is unwelcome and repeated. 

 It interferes with a person’s ability to work. 

 It creates a hostile environment for an employee whether the harasser agrees or not. 

 It includes same sex harassment and non-employee harassment. 

 Employment opportunities or benefits are granted because of submission to requests for 

sexual favors. 
Bureau of Land Management 

National Training Center Fire and Aviation 

Do What’s Right 

 Appendix 3-1 2016 Edition 

Appendix 3 – Administrative Grievance Procedures 

DOI Administrative Grievance Procedure, Part 370 DM, Chapter 771 

Applicability – the grievance procedure is available to non-bargaining unit employees of the 

Department of the Interior and those bargaining unit employees who are not covered by a 

negotiated procedure or contract. Bargaining unit employees who are represented by a Union and 

covered under negotiated procedures should follow the grievance process contained within their 

respective contract. 

Grievance – a request by an employee for personal relief in a matter of concern or 

dissatisfaction relative to their employment and which is subject to the control of management.

Policy – DOI encourages prompt, informal resolution of any dissatisfaction or disagreement 

amongst employees at the earliest opportunity and the lowest level possible. The DOI 

administrative grievance policy is a collaborative process, which promotes the use of ADR and 

attempts to avoid a “win-lose” outcome. Employees are free to use the grievance process without 

restraint, interference, coercion, discrimination, or reprisal. 

Alternative Dispute Resolution (ADR) – a process for seeking consensual resolution of the 

issues and concerns underlying a grievance.

Informal Procedure/ADR – prior to engaging in the formal grievance process, the grievant 

and the grievance official are strongly encouraged, where appropriate, to engage in ADR in an 

attempt to resolve the issue. An employees must present a grievance in writing within 15 days 

(all references to “days” means calendar days, unless otherwise stated) of the particular action or 

inaction giving rise to the grievance, or 15 days from the date the employee became aware of the 

action/inaction. 

An informal grievance must be submitted in writing to the grievance official with a copy 

provided to the Servicing Human Resources Officer (SHRO). The option to pursue ADR, if not 

already considered and rejected, will be raised by the SHRO for consideration by the grievant. If 

there is no agreement to enter into the ADR process, the grievance official must provide the 

grievant a written decision within 10 days. If the relief requested is not granted, the grievant is to 

be advised of the time limit in which to request further consideration under the formal procedure. 

(In general, the time frame in which to request formal consideration is within 7 days of receipt of 

the informal decision or from the end of the ADR process). 

Employees are not required to engage in the informal process where their grievance is related to 

a written reprimand or other disciplinary action that has provided an opportunity to respond and 

a subsequent decision in the matter. In those cases, employees may proceed directly to the formal 

grievance procedure 
Bureau of Land Management 

National Training Center Fire and Aviation 

Do What’s Right 

 Appendix 3-2 20 16 Edition 

Formal Procedure – If the grievance is not resolved at the informal/ADR level, an employee 

may file a formal grievance. Formal grievances must be filed in writing, using the AGF (DI 

7600) form and must include a copy of the informal decision or ADR termination document, as 

appropriate. Once accepted, the formal grievance will be assigned to an appropriate deciding 

official as determined by management in consultation with the SHRO. At management’s 

discretion, ADR may again be offered at this point, which, if used, may hold the grievance in 

abeyance for up to 45 days. An employee is entitled to make an oral presentation on the 

grievance matter if they have requested to do so when completing the DI 7600 grievance form. 

The deciding official will provide a written response to the grievant within 20 days from the date 

the grievance matter was referred to them, or, if requested and made, 20 days from the date of 

the oral presentation. The decision/response from the deciding official should include a summary 

of the grievance, the consideration given to it, and the conclusion reached. The decision of the 

deciding official is final and there are no additional rights of appeal. 
United States Department of the Interior

BUREAU OF LAND MANAGEMENT

Fire and Aviation

3833 S Development Ave

Boise, Idaho 83705-5354

http://www.nifc.gov

March 31, 2016

In Reply Refer To: 

1400-713 (FA-120) P

EMS Transmission 04/08/2016

Information Bulletin No. FA IB-2016-008

To: All Fire and Aviation Directorate Employees

From: Assistant Director, Fire and Aviation

Subject: Policy on Equal Employment Opportunity and the Prevention of Harassment

In January 2016, the Bureau of Land Management (BLM) Director communicated the BLM’s 

responsibility to provide a professional work environment free of discrimination and harassment 

in all activities and operations. I want to express my commitment to these principles.

It is our Fire and Aviation policy that employees are provided equal opportunity in employment. 

Discrimination based on race, color, national origin, religion, sex, age (over 40), disability, 

sexual orientation, genetic information, and reprisal is prohibited. Discrimination, in any form, 

has no place at the BLM National Interagency Fire Center (NIFC) and will not be tolerated. 

Discrimination includes sexual or non-sexual harassment; any discriminatory act, policy, practice 

or procedure that denies equal opportunity; or any conduct that demeans the dignity of another 

person.

Sexual Harassment is a form of discrimination that involves unwelcome sexual advances, 

requests for sexual favors, and other verbal or physical conduct of a sexual nature.

Harassment that is not sexual in nature is a form of discrimination that involves unwelcome 

verbal or physical conduct based on race, color, national origin, religion, sex, age (over 40),

disability, sexual orientation, or genetic information. It is behavior that is hostile and/or 

intimidating which creates an abusive or offensive work environment.

Reprisal is the wrongful threatening or taking of either unfavorable action or withholding 

favorable action from another solely in response for their opposing employment discrimination 

or participating in an EEO activity protected by employment discrimination statutes.

An employee who engages in harassment or discrimination faces consequences ranging from 

verbal warnings and letters of reprimand, up to termination from employment, depending on the 

seriousness of the misconduct. Managers and supervisors, who do not take action when they 
2

know or suspect that harassment or discrimination is occurring, also face discipline. Contractor 

staff may be subject to comparable penalties from their employers. A contractor, who fails to 

enforce this policy, may have its contract terminated. Visitors who engage in harassment may be 

removed from any workplace and prevented from returning.

Equal opportunity is a professional conduct issue and it is based on a premise of fair and equal 

treatment and respect for all persons. It is everyone’s responsibility to assist in promoting an 

environment free of discrimination. Mere compliance with minimum requirements is not enough 

to fully meet our obligations. I challenge everyone to be a role model of appropriate behavior 

and to confront any form of discrimination, harassment, or other improper behavior when it is 

observed or brought to your attention. In addition, you are encouraged to resolve issues at the 

lowest level possible and to use alternative dispute resolution (ADR), when possible. Contact 

Debie Chivers, EEO Manager, for more information on ADR.

The discrimination complaint process is posted on official bulletin boards and on the Fire and 

Aviation EEO web page. All reports of alleged discrimination will be taken seriously, promptly 

investigated and handled with professionalism, dignity and fairness. If you believe you have 

been subjected to discrimination, harassment or reprisal, you must contact the EEO Manager or 

an EEO Counselor within 45 days of the alleged discriminatory matter or, in the case of a 

personnel action, within 45 days of the effective date of the action.

All questions or concerns regarding this policy should be directed to Debie Chivers, EEO 

Manager, Fire and Aviation, (208)387-5454.

Signed by: Authenticated by:

Howard Hedrick Yesenia Ramirez-Gil

Deputy Assistant Director, Fire and Aviation Office Automation Clerk

Distribution:

BLM_ADs

BLM_FA_AD_Staff

BLM_Library

Debie Chivers (FA-120)
Diversity and Inclusion Message from the Director 

When I look around today’s Bureau of Land Management (BLM), I am 

proud of the many successes we have achieved. Much of this success is due 

to the wide range of experiences and backgrounds our employees, partners, 

volunteers, and contractors bring to their jobs every day. 

We must continue to build on this success. To keep a focus on diversity, the 

Executive Leadership Team created the BLM Diversity and Inclusion 

Strategic Plan (2015-2017) that describes our goals for diversity and 

inclusion, and the strategies we will use to reach these goals. It is critical 

that we make our organization a more diverse and inclusive workplace. Our 

commitment to diversity and inclusion requires that we leverage the unique abilities and 

experiences brought to us by each employee and that we actively seek to incorporate a diversity 

of perspectives in our decisions. 

It is important to understand that diversity and inclusion are essential to mission success, and 

align with the BLM vision, mission and values. Our management of the nation’s public lands is a 

rewarding job, but balancing the expectations of the public and our stewardship responsibilities 

means understanding and including diverse points of view. Our workforce must embody a broad 

diversity of thought and experiences to strengthen our ability to accomplish the BLM mission on 

behalf of all Americans. 

Diversity and inclusion are necessary practices if the BLM is to remain relevant, both to those 

who protect and preserve our public lands and to those who will use and enjoy our public lands 

now and in the future. As we travel this journey together, this plan will be our roadmap. I ask 

you to find your place in the journey—as I will—to get involved, to ask yourself how you can 

help others to engage in our work, and to live out the BLM’s values as we address the 

organization’s diversity and inclusion goals with honesty, integrity, accountability, respect, 

courage, and a commitment to make a difference.
UNITED STATES DEPARTMENT OF THE INTERIOR 

BUREAU OF LAND MANAGEMENT 

WASHINGTON, D.C. 20240-0036 

http://www.blm.gov

January 19, 2016 

In Reply Refer To: 

1400-713 (720) I 

EMS TRANSMISSION 02/04/2016 

Information Bulletin No. 2016-026 

To: All Employees 

From: Director 

Subject: Policy on Equal Employment Opportunity (EEO) and the Prevention of Harassment (sexual and non-sexual) 

The Department of the Interior (DOI) has zero tolerance for harassment on the basis of race, color, sex, national origin, 

religion, age (40 and over), disability, sexual orientation, genetic information, reprisal or any other protected activity. The

Bureau of Land Management (BLM) is responsible for providing a professional work environment free of discrimination 

and harassment in all activities and operations. As the Bureau's Director, I am committed to promoting equality, 

opportunity, access and inclusivity. 

In general, harassment can be sexual or non-sexual in nature and it involves persistent and unwelcome conduct or actions 

that a reasonable person would consider to be intimidating, hostile, or offensive and which prohibits an employee from 

performing their assigned duties. As part of the Department's guidance, each employee is required to complete 

EEO/Diversity training each year. Prevention of Sexual Harassment (POSH) training is mandatory for all BLM personnel 

and should be included, not as additional training, but as a part of the aforementioned required training. This training is 

regularly offered by the BLM EEO Office and via DOI Learn. 

Harassment and unlawful discrimination will not be tolerated. Employees who encounter or witness behavior that may be 

considered harassment and/or discriminatory are responsible for reporting such behavior to management or to EEO 

officials with the BLM's assurance that the law shields them from reprisal/retaliation. If you believe that you have been 

discriminated against you have 45 calendar days following the alleged discriminatory action, or if the matter concerns a 

personnel action, from the effective date of the action, to contact the EEO Office. These complaints will be addressed 

promptly, thoroughly, and impartially. All employees are required to fully cooperate, participate and be responsive to 

EEO fact-finding inquiries, investigations and hearing processes. 

The BLM leadership, including all State Directors, Assistant Directors, Center Directors, managers and supervisors at 

every level, will be held accountable for ensuring a work environment that is free from harassment. All members of the 

leadership team are required to conduct a management inquiry immediately upon becoming aware of allegations of sexual 

harassment, even if the affected person does not desire to have the matter reported. 

Our agency embraces a work environment that values diversity and fosters mutual respect, tolerance and cooperation. 

EEO is an integral component of sound leadership principles that are essential to mission accomplishment. Employees are 

encouraged to use the Alternative Dispute Resolution Program whenever possible as a means of openly discussing 

workplace disputes and possibly resolving complaints. 

All general questions related to EEO policies should be directed to your servicing EEO Office. Should you have questions 

regarding this IB, you may contact Alexie Rogers, Chief of the Office of Civil Rights, at 202-912-7484. 

Signed by: Authenticated by: 

Neil Kornze Robert M. Williams 

Director Division of IRM Governance,WO-860