Equal Employment Opportunity
The Equal Employment Opportunity Office (EEO) advises and assists the FEC Commissioners and other principal officers of the Commission in carrying out their responsibilities relative to Title VII of the Civil Rights Act of 1964, as amended and other laws, executive orders and regulatory guidelines affecting affirmative employment and non-discrimination in the federal sector. The office administers and ensures compliance with applicable laws, regulations, policies and guidance that prohibit discrimination in the federal workplace based on age (40 and over), disability, equal pay/compensation, genetic information, harassment, national origin, pregnancy, race/color, religion, retaliation, sex and sexual harassment.
Policies and statements
Affirmative Employment Program
The principal purpose of an Affirmative Employment Program (AEP) is to ensure that FEC management is advised on actions necessary to ensure progress in affirmative employment as mandated by the EEOC, with the goal of making the FEC a model employer. The AEP holds managers and supervisors responsible for promoting equal opportunity and eliminating discriminatory practices and policies by monitoring and analyzing the Commission's personnel policies, practices, and workforce profiles. The AEP requires that strategies be developed to effectively recruit, employ and promote qualified members of target groups that have lower than expected participation rates when compared to their benchmark rates in the Civilian Labor Force (CLF).
Special Emphasis Programs
A Special Emphasis Program (SEP) is a workforce management program involving individuals identified as being under represented in the FEC's workforce as compared to the Civilian Labor Force. Its primary objective is to identify barriers to the recruitment and advancement of SEP group members, devise solutions when needed and draft plans to implement those solutions. While initiated by the EEO Office, this effort requires intra-agency collaboration to achieve success. The Commission's recognized SEP members are:
- American Indian/Alaska Natives
- Asian Americans
- Black/African Americans
- Hispanic/Latinx Americans
- Individuals with disabilities
- Native Hawaiian/Pacific Islanders
EEO complaints program/EEO counseling
The EEO complaints program processes informal and formal allegations of discrimination through EEO Counseling or ADR, EEO investigations, Final Agency Decisions, appeals compliance, case statistical analysis and reporting.
If you are an applicant or current employee of the FEC and believe that you have experienced discrimination based on one or more of the following factors:
- age (over 40);
- equal pay/compensation;
- genetic information;
- national origin;
- sex; or
- sexual harassment
you must contact an EEO Counselor within 45 calendar days of the alleged discriminatory action (or in the case of a personnel action, within 45 calendar days of the effective date of the action), before you can file a formal complaint against the FEC.
Specifically, those who wish to file an employment discrimination complaint based on any of the prohibitive factors listed above must first contact an EEO Counselor to initiate counseling. Applicants for employment with the Federal Election Commission may obtain EEO Counselor contact information via email request email@example.com. Current FEC employees may obtain EEO Counselor contact information via the agency's intranet site and notifications posted on each floor (physical and digital signage).
If you are alleging discrimination based other factors, such as marital status or political affiliation, you may file a written complaint with the U.S. Office of Special Counsel (OSC) and/or the Merit Systems Protections Board (MSPB), as applicable. If you are alleging discrimination based on parental status, please contact the OSC at 202-653-7188 and/or the MSPB at 202-653-6772 to determine whether grounds exist for a prohibited personnel practice complaint under 5 U.S.C. 2302(b)(10) (the Civil Service Reform Act).
EEO Alternative Dispute Resolution (ADR) Policy
No FEAR Act
Section 508 of the Rehabilitation Act of 1973, as amended (29 U.S.C. § 794d)
Section 508 of the Rehabilitation Act (Section 508) requires all electronic and information technology (also referred to as information and communication technology or ICT) that is developed, procured, maintained, or used by a federal agency to be accessible to people with disabilities. Examples of ICT include websites, telephones, multimedia devices and copiers. Access available to individuals with disabilities must be comparable to access available to others. Standards for Section 508 compliance are developed and maintained by the United States Access Board. If you have questions about the FEC's Section 508 program, or for information about filing a complaint under Section 508, please contact firstname.lastname@example.org.
Architectural Barriers Act of 1968 (42 U.S.C. §§ 4151--57)
The Architectural Barriers Act (ABA) requires access to facilities that are designed, built, altered, or leased with federal funds. The Access Board is the federal agency responsible for enforcing the ABA.
EEO staff and contact information
Kevin R. Salley
Director, Office of Equal Employment Opportunity
Complaints Program Manager/EEO Specialist
Office of Equal Employment Opportunity
Disability Program Manager/EEO Specialist
If you have any questions concerning this page or the FEC EEO process feel free to contact the EEO staff.