United States Department of the Interior 

BUREAU OF LAND MANAGEMENT 

Fire and Aviation 

3833 South Development Avenue 

Boise, Idaho 83705-5354 

https://www.nifc.gov/ 

October 5, 2023 

In Reply, Refer To: 

1400-713 (FA-120) P 

EMS Transmission: 10/10/2023 

Instruction Memorandum No. FA-IM-2024-001 

Expires: 09/30/2026 

To: All Bureau of Land Management 

Directorate Employees 

From: Grant Beebe 

Assistant Director, BLM Fire Directorate 

Subject: Equal Employment Opportunity (EEO) Policy Statement 

Program Area: Civil Rights and Equal Employment Opportunity. 

Purpose: To reissue Bureau of Land Management Fire Directorate (BLM Fire) annual EEO 

policy. 

Administrative or Mission Related: Administrative 

Policy/Action: The BLM Fire Directorate (BLM Fire) is committed to ensuring a work 

environment free of and from discrimination (including harassment) in all its activities, 

programs, and operations. To that end, the Department of the Interior (DOI) issued Personnel 

Bulletin 18-01 (PB 18-01) (https://www.doi.gov/sites/doi.gov/files/pb-18-01-prevention-andelimination-of- harassing-conduct.pdf), which seeks to prevent and prohibit all forms of 

workplace discrimination, retaliation, and harassing conduct based upon an individual’s 

protected status, regardless of whether the conduct violates the law. PB 18-01 requires 

managers and supervisors take prompt and effective remedial action, in response to unlawful 

discrimination/retaliation and any form of harassing conduct, including the use of appropriate 

non-disciplinary or disciplinary action, up to and including removal from federal service. All 

BLM Fire employees are required to read and adhere to PB 18-01. 
 

 

 

 

 

 

 

 

 

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This BLM Fire EEO policy statement aligns with the intent of PB 18-01 but places particular 

emphasis on prohibited discrimination based upon race, color, sex (including pregnancy, sexual 

orientation, and gender identity), national origin, religion, age (40 and over), disability, genetic 

information, and reprisal. Our policy is intentionally firm, and it requires all BLM Fire 

employees (including students, interns, volunteers, as well as contractors who perform services 

for BLM Fire) to avoid all discriminatory acts, conduct, and behaviors that could be deemed 

discriminatory. 

All leaders, managers, supervisors, employees, and interns are directed to review the following 

link to the U.S. Equal Employment Opportunity Commission’s site 

(https://www.eeoc.gov/federal-sector/overview-federal-sector-eeo-complaint-process) and to 

review and understand all the protections afforded by Title VII of the Civil Rights Act of 1964, as 

amended, and all other applicable statutes. 

There are distinct differences between the Prevention of Harassment Program (POHP) and the 

EEO process. The POHP seeks to eliminate harassing conduct, regardless of whether such 

conduct violates the law. The EEO process is designed to perform inquiry and conduct 

investigation into allegations of discrimination for the purpose of determining whether 

unlawful discrimination occurred. Where findings of unlawful discrimination result, the EEO 

process is designed to make individuals whole through an award of damages, equitable relief, 

or both. 

BLM Fire considers its people our greatest resource and all employees are expected to 

conduct themselves with integrity and respect, and to work together out of a commitment to 

each other, to the American public, and to the BLM and fire program mission. All employees 

are entitled to and will be provided with a work environment free from discrimination or 

harassment, and employees are expected to treat one another with respect. The BLM Fire 

work environment will not only adhere to the law but also welcomes and embraces the 

uniqueness of diverse groups from all corners of the world. Managers and supervisors have a 

responsibility to monitor the work environment, and to encourage respectful workplace 

behavior. 

As assistant director for BLM Fire, I expect our work environment will be free from 

discrimination and harassment. All BLM Fire employees (including students, interns, and 

volunteers), as well as contractors who perform services for BLM Fire, are expected to treat 

one another with respect, and to ensure the work environment is safe and inclusive. All 

employees should be diligent in reporting any form of inappropriate workplace behavior, 

including discrimination or harassing conduct, so the behavior can be stopped immediately. 

Managers and supervisors who become aware of any form of inappropriate workplace 

behavior are required to immediately follow procedures outlined in the PB 18-01 to ensure the 

behavior is addressed. Managers and supervisors may direct disciplinary actions to include 

reprimand, suspension, and/or removal from federal service for any person(s) found guilty of 

discrimination. I expect all allegations of discrimination to be brought to the immediate 

attention of the EEO Office. The EEO manager will assist and address your questions and 

concerns or guide you through the EEO process. 
 

 

 

 

 

 

 

 

 

 

 

 

 

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If any employee believes she/he/they have been subjected to discrimination, she/he/they must 

contact the EEO office or an EEO counselor and present the claim(s) within 45-calendar days 

of becoming aware of the alleged discriminatory action; or if the matter concerns a personnel 

action, within 45- calendar days from the effective date of the action. The EEO manager will 

ensure the EEO process is initiated within three (3) business days of an aggrieved person 

presenting a cognizable claim of discrimination. 

All informal complaints will be addressed promptly, thoroughly, and impartially via EEO 

counseling or Alternative Dispute Resolution (ADR); generally, the complaint must be counseled 

and completed within 30-calendar days unless the aggrieved elects to participate in ADR and, if 

so, the process may be extended up to 90-calendar days. If the complaint is not settled during the 

informal phase, a notice of right to file will be issued, and the aggrieved, upon receipt of the 

notice, will have 15-calendar days to file formally. All formal complaints that are accepted for 

investigation will be handled by neutral EEO Investigators external to the BLM. Investigations 

are extensive and are expected to be completed within 180-days from the date the complaint was 

filed unless the complainant agrees to an extension. Any employee who files and/or is named in 

an EEO complaint must be responsive to EEO officials and investigators and must comply with 

requests for cooperation put forth by the BLM Office of Civil Rights. Furthermore, management 

officials who are named and accused of discriminating against an employee must ensure they 

respond to official inquiries without delay and demonstrate full cooperation throughout the 

entirety of the EEO counseling, investigation, hearing, and litigation process. 

Reprisal for participating in the EEO process or for otherwise opposing discrimination is strictly 

prohibited and will not be tolerated. If retaliation is found, BLM Fire will take the appropriate 

corrective and disciplinary action. 

It is also important to highlight the EEO process allows for limited confidentiality. During the 

informal phase, an employee may elect to remain anonymous. EEO officials will take the 

necessary steps to keep complaints of discrimination confidential to the greatest extent 

possible but there are times when information will be shared with key agency officials on a 

“need to know” basis in order to process the complaint. 

As part of BLM’s annual training, all supervisors and managers are required to complete EEO 

Overview Training for Supervisors; all non-supervisory employees, including seasonal and 

temporary employees and students, are required to complete EEO Overview Training for 

Employees. All employees are required to complete Prevention of Sexual Harassment (POSH) 

training each year. 

Temporary seasonal employees who do not have computer access will complete their EEO 

and POSH training requirements through the completion of BLM Fire Do What’s Right and 

Prevention of Sexual Harassment (POSH) training for FA employees. Supervisors will ensure 

completion of the required modules for all temporary seasonal employees. 
 

 

 

 

 

 

 

 

 

 

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This policy extends to those times when BLM personnel are away from their home unit on 

incident assignment. 

Timeframe: This policy is effective upon signature. 

Budget Impact: The application of this policy to other program areas should have a positive 

impact on the budget by decreasing the cost of processing complaints of discrimination. 

Background: Management has determined employees need to be reminded of this policy 

on a yearly basis. 

Manual/Handbook Sections Affected: None. 

Coordination: None. 

Contact: If you have questions or concerns regarding this policy, please address them to Eileen 

Wallace, EEO Manager, at (208) 387-5454. 

Authenticated by: 

Miranda Schindel 

Records Assistant 

Signed by: 

Grant Beebe 

Assistant Director, Fire and Aviation 

Distribution: 

BLM_ADs 

BLM_FA_AD_Staff

Eileen Wallace (FA-120)