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

October 9, 2018

In Reply Refer To: 

1400-713 (FA-120) P

EMS Transmission 10/09/2018

Instruction Memorandum No. FA IM-2019-002

Expires: 09/30/2020 

To: All Fire and Aviation Directorate Employees

From: Assistant Director, Fire and Aviation

Subject: Equal Employment Opportunity (EEO) Policy Statement

Program Area: Equal Employment Opportunity (EEO)

Purpose: To clearly communicate expectations that all employees will be provided a workplace 

which is free of discrimination based on race, color, religion, sex, age, national origin, sexual 

orientation, or mental or physical disability, and that all employees will be treated with respect. 

This policy applies in all aspects of our personnel policies, programs, practices, and operations.

Policy/Action: As Assistant Director for the Bureau of Land Management (BLM) Fire and 

Aviation (FA), I expect that our work environment will be free from discrimination and unlawful 

harassment. All FA employees (including students, interns, and volunteers), as well as 

contractors who perform services for BLM, are expected to treat each other with respect, and to 

ensure that the work environment is safe and inclusive. Managers and supervisors have a 

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

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

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

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

are required to follow procedures outlined in the Department of the Interior (DOI) Prevention 

and Elimination of Harassing Conduct policy, Personnel Bulletin 18-01 (PB 18-01), to ensure 

that the behavior is addressed. All FA employees are required to read and adhere to PB 18-01: 

(https://www.doi.gov/sites/doi.gov/files/pb-18-01-prevention-and-elimination-of-harassingconduct.pdf)

Harassing conduct is unacceptable in any form, every employee is expected to refrain from such 

behavior, and in addition, employees must understand that workplace harassment may also be in 

violation of federal law. There are distinct differences between the prevention of harassment 

program and the EEO process. The prevention of harassment program seeks to eliminate 
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harassing conduct regardless of whether such conduct violates the law. The EEO process is 

designed to make individuals whole for illegal discrimination that has occurred.

Any employee who believes they have been discriminated against in the workplace due to 

discrimination based on Race, Color, Sex (including pregnancy, sexual orientation, and gender 

identity), National Origin, Religion, Age (40 and over), Disability, Genetic Information or 

Reprisal, may elect to enter the EEO process. If Employees believe they have been 

discriminated against may initiate the EEO process by contacting the EEO office 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 that the EEO process is initiated within three (3) business days. The FA 

EEO Office is located in the Jack Wilson Building on the second floor, Room 220. You may 

also call the EEO Manager, Eileen Wallace, at (208) 387-5454.

The EEO process begins with the informal complaint, and the aggrieved will be able to choose 

between EEO counseling or Alternative Dispute Resolution (ADR) to attempt resolution in the 

informal stage. If there is no resolution reached in the informal stage, the aggrieved will be 

issued a notice of right to file, and will have 15-calendar days to file a formal EEO complaint.

The EEO formal complaint process includes an investigation to be conducted by EEO 

Investigators, who are neutral and outside of BLM. The EEO investigations are extensive, and 

should be completed within 180-days from the date the complaint was filed, unless the 

complainant agrees to an extension in writing. Any employee who files or anyone who is named 

in an EEO complaint must be responsive to EEO officials and Investigators and must comply 

with requests for cooperation from the BLM Office of Civil Rights.

Reprisal for participating in the EEO process, including opposition to discriminatory actions, is 

illegal and strictly prohibited. There will be appropriate corrective and disciplinary actions when 

retaliation is found.

The EEO process allows for limited confidentiality, and during the informal phase, an employee 

may elect to remain anonymous. In the informal phase an employee may elect to remain 

anonymous; however, if the complaint goes forward to the formal phase, confidentiality cannot 

be maintained. The EEO officials will keep complaint information confidential as much as 

possible; however, there will be times when the information will be shared with agency officials 

on a need-to-know basis.

The BLM requires EEO Managers to administer required EEO and diversity training. All 

managers and supervisors are required to complete a minimum of six (6) hours each year, and all 

employees are required to complete a minimum of four (4) hours each year. The EEO Manager 

will determine the training which will be provided, and ensure that all EEO and diversity training 

is creditable. 

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

The POSH training is found in DOI Learn, or may be conducted by the FA EEO Manager or the 
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Bureau Office of Civil Rights. The POSH training is creditable toward the annual EEO training 

requirement.

Discrimination, in any form, has no place in our organization and will not be tolerated. This 

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. This 

policy of equal employment opportunity will be pursued in every aspect of Fire and Aviation 

practice and procedure in recruitment, employment, development, advancement, supervision and 

treatment of employees and applicants. Fire and Aviation recognizes that adherence to Equal 

Employment Opportunity laws and policies continue to be a vital contributory element to our 

success. The EEO program helps maintain a quality work force, representation of our nation’s 

diversity, and an environment where all employees can do their best work and reach their full 

potential.

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

incident assignment. All incident harassment will be reported in accordance with the DOI Office 

of Wildland Fire (OWF) Policy Memorandum 2018-011, Implementing Procedures for the DOI 

Personnel Bulletin 18-01: Prevention and Elimination of Harassing Conduct.

The OWF Policy Memorandum provides clarification for implementing the DOI Personnel 

Bulletin 18-01 Prevention and Elimination of Harassing Conduct policy while employees are 

deployed on incidents. 

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 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 Eileen 

Wallace, 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 FA employees are strongly encouraged to review the attached link to the U. S. Equal 

Employment Opportunity Commission’s website, to gain a better understanding of all the 

protections afforded by Title VII of the Civil Rights Act of 1964, as amended, and all other 

applicable statues: (https://www.eeoc.gov/federal/fed_employees/complaint_overview.cfm) 

Timeframe: This policy is effective upon signature.
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Background: Management has determined that 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, Fire and Aviation, at (208) 387-5454.

Signed by: Authenticated by:

John F. Ruhs Kris King

Assistant Director, Fire and Aviation Records Manager

Distribution:

BLM_ADs

BLM_FA_AD_Staff

BLM_Library

Eileen Wallace (FA-120)