FEDERAL ELECTION COMMISSION |
The Federal Election Commission (FEC) is committed to providing equal opportunity for all employees and applicants for employment regardless of race, color, religion, sex, national origin, age, sexual orientation, parental status, marital status, political affiliation or mental or physical disability. FEC employees have an obligation to value and respect the differences each employee brings from his or her own culture. Managers and supervisors have an obligation to create an environment in which all employees are judged on their merit and to promote a workplace free from discrimination. We all must be committed to breaking down barriers to help us achieve our goals and reach our potential.
The FEC endeavors to ensure that all aspects of employment, including hiring, promotions, pay, benefits, assignments, transfers, training, evaluations, awards, discipline and adverse actions are conducted in compliance with Commission policies and Equal Employment Opportunity (EEO) laws and regulations. Furthermore, it is the FEC’s policy that a person who files an EEO complaint or participates in an investigation of a complaint, or who opposes an illegal employment practice, is protected from reprisal or retaliation. In addition to laws that the Equal Employment Opportunity Commission enforces, federal law also protects employees from discrimination on other bases including sexual orientation, parental status, marital status, political affiliation and conduct not adversely affecting the performance of the employee. Therefore, in accordance with Title VII of the Civil Rights Act of 1964, as amended; the Civil Rights Act of 1991; the Age Discrimination in Employment Act, as amended; the Rehabilitation Act of 1973, as amended; the Genetic Information Nondiscrimination Act of 2008; and all other relevant laws and equal employment opportunity guidance, it is the policy and intent of the Commission to prohibit discrimination in all aspects of employment.
Additionally, the FEC is committed to increasing the employment and advancement opportunities for members of groups that are underrepresented in our workforce. In accordance with Executive Order 13548, additional efforts will focus on increasing the number of individuals with disabilities (targeted and other) employed by the Agency. These efforts are aimed at promoting an Agency workforce that better reflects our Nation’s diversity.
Managers and supervisors are expected to promote the Agency’s EEO policy in all of their employment activities. They will continue to be held accountable for identifying and correcting discriminatory policies and practices and for taking prompt and appropriate action to ensure that the work environment is free of unlawful discrimination, intimidation, reprisal and/or harassment. The Commission is firmly committed to ensuring proper compliance with our nation’s EEO and Civil Rights laws and maintaining a work environment in which discrimination, retaliation and harassment are not tolerated.
FEC employees will also be held accountable for compliance with EEO laws and policies, ensuring that their actions demonstrate respect for human differences and that their colleagues are treated with dignity, respect and professionalism. Employees are expected to bring any concerns about discrimination, retaliation and/or harassment, in any form, to the attention of management as soon as possible. The Commission takes all allegations seriously and managers are expected to consider and respond to any reported concerns promptly and appropriately. The Commission remains committed to maintaining a high quality work environment for all employees and an Agency that delivers programs and services to all people with the utmost fairness, integrity and equality.
