Applicants for Employment and Employees

Office of Civil Rights and Equal Employment Opportunity Office (OCREEO)

National Endowment for the Arts (NEA) directors, managers and supervisors are responsible for ensuring that the work environment is free from discrimination based on: race, color, religion, sex (including sexual harassment, pregnancy, gender stereotyping, gender identity and sexual orientation), national origin, age (40 and older), disability (mental or physical), genetic information or reprisal against individuals engaged in EEO activity, and those opposing discriminatory behavior.

OCREEO is responsible for the administration, compliance, and enforcement of the nondiscrimination laws and regulations that cover employees, former employees and/or applicants for employment.

The laws and regulations are as follow:

Title VII of the Civil Rights Act of 1964 (Pub. L. 88-352), as amended

The Equal Pay Act of 1963 (Pub. L. 88-38), as amended

The Age Discrimination in Employment Act of 1967 (Pub. L. 90-202) (ADEA), as amended

Sections 501 and 505 of The Rehabilitation Act of 1973 (Pub. L. 93-112) (Rehab Act), as amended

Section 508 of The Rehabilitation Act of 1973 (29 U.S.C.   794d), as amended

Americans with Disabilities Act of 1990 (Pub. L. 101-336) (ADA), as amended ADA Amendments Act of 2008

Genetic Information Nondiscrimination Act of 2008

The Pregnant Workers Fairness Act (Pub. L 117-328)

Civil Rights Act of 1991 (Pub. L. 102-166)

Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 (Pub. L. 107-174) (No FEAR Act)

29 Code of Federal Regulations Part 1614 (29 CFR 1614) EEOC Management Directive MD-110
EEOC Management Directive MD-715

NEA employees, former employees and/or applicants for employment who believe they have been discriminated against based on the above protected classes must contact OCREEO within 45 calendar days of the date the alleged discriminatory act occurred or within 45 calendar days of the effective date of an alleged discriminatory personnel action.

As an alternative to traditional EEO counseling, EEO complaints can be mediated both in the informal and formal stages of the complaint process. Mediation is the most common ADR technique in EEO cases because it has been shown to be effective in resolving workplace-related disputes quickly, economically, and fairly. Mediation is a proven alternative to the lengthy administrative processes of an agency investigation, hearing, appeal(s) to the EEOC, or possible litigation in the courts. Parties are highly encouraged to consider mediation in EEO cases.

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