Policy on Equal Employment Opportunity and the Prevention of Harassment
On August 11, 2020, the Bureau of Land Management (BLM) Deputy Director of Operations stated the BLM’s responsibility to provide a professional work environment free of discrimination and harassment in all activities and operations. I want to express my commitment to these principles for BLM California. In addition, I would like to extend my gratitude and appreciation to all employees for your continued efforts to ensure that we are cultivating an inclusive workplace, free from harassment and discrimination. Toward that end, I reaffirm BLM California’s policies on Equal Employment Opportunity (EEO) and the Prevention of Harassment.
It is BLM California’s policy that all employees are provided equal opportunity in employment. Discrimination based on race, color, national origin, religion, sex (including sexual orientation), age (over 40), disability, genetic information and reprisal is prohibited. Discrimination, in any form, has no place in BLM California and will not be tolerated. Discrimination 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. Below are some key terms, information on the complaint process, and references on inappropriate behavior.
An employee who engages in harassment or discrimination faces consequences ranging from verbal warnings and letters of reprimand, up to termination from employment, depending on the severity of the misconduct. Managers and supervisors who do not act when they know or suspect that harassment or discrimination is occurring may also face discipline. Contractor staff may be subject to comparable penalties from their employers. A contractor who fails to enforce this policy may have its contract terminated. Visitors who engage in harassment may be removed from any workplace and prevented from returning.
Equal opportunity is a professional conduct issue, based on a premise of fair and equal treatment and respect for all persons. Mere compliance with minimum requirements is not enough to fully 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.
Whether we are working out in the field or in a virtual environment, we all have important responsibilities and an obligation to uphold EEO principles. We rely upon each other to carry out this important part of our mission and will continue to do so in earnest.
Key EEO Terms and References on Equal Employment And Harassment in the Workplace
Key EEO Terms
Discrimination 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.
Harassment that is not sexual in nature is a form of discrimination that involves unwelcome verbal or physical conduct based on race, color, national origin, religion, sex (including sexual orientation), age (over 40), disability, or genetic information. It is behavior that is hostile and/or intimidating which creates an abusive or offensive work environment.
Reprisal is the wrongful threatening or taking of either unfavorable action or withholding favorable action from another solely in response for their opposing employment discrimination or participating in an EEO activity protected by employment discrimination statutes.
Sexual Harassment is a form of discrimination that involves unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature.
Process to File a Discrimination Complaint
You are encouraged to resolve issues at the lowest level possible and to use alternative dispute resolution (ADR), when possible. I encourage the use of ADR for both EEO and non-EEO issues when appropriate. Your firm commitment to preventing disputes when possible, resolving disputes when appropriate, and fostering an environment which uses ADR is not only encouraged, but is expected as a way of doing business within BLM California. Contact EEO for more information on EEO, workplace ADR and the use of the Office of Collaborative Action and Dispute Resolution (CADR) in the workplace.
The discrimination complaint process is posted on official bulletin boards and on the EEO SharePoint site. 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 at (916) 978-4493 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.
Distinct from EEO and other remedial procedures, harassment or conduct violations may be reported to Human Resources through the Prevention and Elimination of Harassing Conduct policy, Personnel Bulletin 18-01. The link below provides information on this Human Capital Management directive and outlines employee reporting obligations and procedures.
References
BLM EEO Policy Statement Instruction Memorandum No. 2019-041