Equal Employment Opportunity Office

The Equal Employment Opportunity (EEO) Office at Arlington National Cemetery (ANC) provides command-wide leadership and advice on issues of equal employment opportunity. The Office works to maintain a workplace free from harassment and unlawful discrimination. To create and maintain a model workplace, we serve as a neutral resource designed to prevent, address and resolve matters that fall under the auspices of anti-discrimination laws, rules and regulations.

The major functions of the EEO Office include:

• EEO Complaint Processing
• Individuals with Disabilities
• Anti-Harassment Policy
• Alternative Dispute Resolution (ADR)
• EEO and Related Training
• Special Emphasis Programs (SEPs)
• Policy Drafting
• Compliance Reporting

EEO Complaint Process

Arlington National Cemetery is committed to ensuring that employees, former employees and applicants for employment are treated equitably in an environment that is free from discrimination and harassment based on race, color, religion, sex (including gender identity, gender stereotyping, pregnancy and sexual orientation), national origin, age (40 or older), disability (mental and physical), genetic information, parental status, marital status and/or participation in protected EEO activity.

Any employee, former employee, or applicant for employment, who believes that he or she has been discriminated against based on the basis listed above may seek assistance in addressing their concerns by contacting the Equal Employment Opportunity (EEO) Office at usarmy.pentagon.hqda-anc-osa.mbx.eeo@army.mil or (703) 692-6202. When you initiate an EEO complaint, you should identify an issue relating to a term, condition or benefit of employment, along with the reason or basis(es) of discrimination.

Individuals who wish to file a discrimination complaint must contact us within 45 calendar days of the date of the alleged discriminatory action or, if it involves a personnel action, within 45 calendar days of the effective date of the personnel action. If contact is not made within the 45-day period, the right to pursue an EEO complaint may be lost.

For additional information about the federal sector complaint, hearing and appeal processes, please contact the EEO Office directly at usarmy.pentagon.hqda-anc-osa.mbx.eeo@army.mil, or visit the following resources:

EEOC - Overview of Federal Sector EEO Complaint Process

Federal EEO Regulations - 29 C.F.R. 1614

Individuals with Disabilities

Arlington National Cemetery is committed to promoting diversity and ensuring that all employees, applicants for employment and individuals associated with ANC are treated equitably in an environment that is free from discrimination. This commitment includes our goal to attract and retain qualified individuals with disabilities, especially those with targeted disabilities.

EEO Office works closely with managers, employees, applicants and individuals associated with ANC to facilitate the employment of people with disabilities. We facilitate the employment of people with disabilities by assisting with the identification and provision of reasonable accommodations and monitoring the workforce, personnel policies and employment practices to eliminate barriers to the full participation of people with disabilities in the ANC workforce.

Rehabilitation Act

Qualified employees and applicants with disabilities are protected from employment discrimination on the basis of disability by Section 501 of the Rehabilitation Act of 1973, as amended. This law requires ANC to provide reasonable accommodation for the known physical or mental limitations of qualified employees and applicants with disabilities, unless to do so would cause undue hardship—that is, it would require significant difficulty or expense.

Reasonable Accommodations

What is a reasonable accommodation?

A reasonable accommodation is any change or adjustment to a job or work environment that permits a qualified applicant or employee with a disability to participate in the job application process, to perform the essential functions of a job, or to enjoy benefits and privileges of employment equal to those enjoyed by employees without disabilities. Examples of a reasonable accommodation include: providing or modifying equipment or devices; providing readers and interpreters; modifying work schedule; and adjusting or modifying examinations, training materials or policies.

For additional information, please see: Reasonable Accommodation Policy.

Qualified Individual with a Disability

Who is considered "an individual with a disability" and "a qualified individual with a disability"?

The law defines an individual with a disability as one who has a physical or mental impairment that substantially limits one or more of the person's major life activities; has a record of such an impairment; or is regarded as having such an impairment.

A major life activity is a function that the average person in the general population can perform with little or no difficulty. Major life activities include functions such as caring for oneself, performing manual tasks, seeing, hearing, eating, sleeping, walking, standing, lifting, bending, reading, concentration, thinking, communicating and working. A qualified individual with a disability has the skills, experience, education and other requirements of the job and can perform the essential functions of the position with or without reasonable accommodation.

Requesting an Accommodation

How can an individual request a reasonable accommodation?

An employee may request a reasonable accommodation orally or in writing from his/her supervisor, another supervisor in his/her immediate chain of command, or the Reasonable Accommodations Coordinator in the EEO Office. Applicants for employment may request a reasonable accommodation from the Human Resources Specialist or other individuals involved in the hiring process. A family member, health professional or other representative may request an accommodation on behalf of an employee or applicant. (However, the discussions about accommodation will always be held with the employee unless he/she is incapacitated and cannot participate adequately.)

A request does not have to use any special words. To the extent possible, the request should include a description of the precise job-related limitations imposed by a disability and how those limitations could be overcome by a reasonable accommodation. The requestor must complete a "Request for Reasonable Accommodation" form.

ANC visitors with disabilities may visit our page Visitors with Disabilities or you may consult the ANC EEO Office for further information on reasonable accommodation by sending an email to usarmy.pentagon.hqda-anc-osa.mbx.eeo@army.mil.

Anti-Harassment Policy

ANC is committed to maintaining a work environment that is respectful and free from harassing behaviors for its employees, contractors, volunteers, visitors, interns and customers. ANC will not tolerate harassment of any kind.

Harassment

Unlawful harassment is defined as any unwelcome verbal, non-verbal or physical conduct based on race, color, religion, sex (including pregnancy and gender identity), national origin, age (40 or older), disability (mental or physical), genetic information, sexual orientation, marital status, political affiliation, status as a parent, or retaliation when:

An employee actually suffers a personal loss or harm with regard to a term, privilege, or condition of employment relating to any of the protected bases; or

The behavior can reasonably be considered severe or pervasive creating an intimidating, hostile, or offensive work environment.

Harassment undermines the integrity of employment relationship and interferes with work productivity. Harassing conduct includes, but is not limited to: bullying, slurs, derogatory or disrespectful remarks, spreading rumors, swearing, jokes, obscenities, incessant teasing, expressing or insinuating threats, threatened assault, hitting, punching, other unwanted touching, and malicious or insulting gestures.

Harassing behavior by an ANC employee does not need to rise to the level of unlawful harassment in order for it to constitute misconduct. Violations of this policy may result in administrative or disciplinary actions against offenders.

Sexual Harassment

Sexual harassment is a form of sex discrimination that involves unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:

Submission to or rejection of such conduct is made either explicitly or implicitly a term or condition of employment, or

Such conduct interferes with an individual’s work performance or creates an intimidating, hostile or offensive environment.

Retaliation

In addition, ANC prohibits any retaliation against an employee who reports a concern about workplace harassment, other inappropriate behavior or assists in any inquiry about such report.

Training

All managers and supervisors are required to take the EEO, Anti-harassment, and No Fear Training every year through the ALMS Portal.

Reporting Violations

All ANC employees are strongly encouraged to report misconduct, including discrimination or harassing behavior. Supervisors and management officials must immediately report (within 24 hours) harassing conduct, or allegations of harassing conduct by others, to any member of the EEO team. Failure to report an incident of harassment may result in administrative action, including disciplinary action.

Military personnel should contact the Unit Victim Advocate (UVA) for Sexual Harassment and Sexual Assault Reporting:

MDW Pentagon SHARP Office Room 2D667 Joint Base Myer - Henderson Hall Brigade, 204 Lee Ave, Fort Myer, VA 22211
Joint Base Myer - Henderson Hall Battalion, 239 Sheridan Ave, Bldg. 417, Fort Myer, VA 22211
Joint Base Myer-Henderson Hall, 105 Fenton Circle, Bldg. 305 Fort Myer, VA 22211

DoD Safe Helpline 1-877-995-5247
JBM-HH Brigade 703-696-5871
JBM-HH Battalion 703-696-2974
JBM-HH 24/7 SHARP Hotline 202-498-4009

Alternative Dispute Resolution (ADR)

ADR is a collection of processes, such as mediation or facilitated discussion, elected by employees to informally and confidentially resolve workplace conflicts or disputes. These processes are called alternative because they are an alternative to grievances and EEO complaints; however, ADR does not displace those traditional processes.

ADR is voluntary on the part of the employee that elects to utilize the service. Managers are encouraged to recommend the use of ADR, but it is always voluntary for an employee. ADR empowers and enables the participating parties to develop and seek mutually acceptable resolutions. A neutral third party, or mediator, helps participants in ADR to communicate, develop ideas, and reach a mutual agreement on issues or disputes. Mediators do not take sides, represent participants, provide advice or decide outcomes. When an agreement is reached through ADR, the mediator is responsible for capturing the terms of the agreement in writing. A written and signed agreement reached in ADR becomes a binding agreement between the employee and the agency. In certain cases, a summary or verbal agreement may suffice.

ADR has experienced mediators available to provide the following services:

• Employee and management consultations
• Mediation/Facilitated Discussion
• Conflict coaching
• Conflict resolution and management
• Effective communication
• Fact-finding/informal (non-EEO-related) investigations

Special Emphasis Programs (SEPs)

Special Emphasis Programs (SEP) were established in the federal government to remove barriers to equal employment opportunity for groups that were traditionally not represented or subjected to discrimination in the workforce. It is an integral part of ANC’s Affirmative Employment Program. One key objective of SEP is to analyze agency workforce data to identify potential employment barriers in the areas of recruitment, hiring, promotion, career development, reasonable accommodation and retention affecting the full representation of protected groups (i.e. minorities, women and persons with disabilities), and to develop viable solutions to help eliminate identified barriers to employment.

These programs also aim to improve the workplace environment by promoting and fostering diversity in the workplace through cultural awareness, sensitivity and understanding of the special issues affecting employment of diverse groups.

The following are Special Emphasis Observances implemented by Presidential Proclamation, Executive Orders and Public Law:

• Dr. Martin Luther King, Jr. Day (3^rd Monday of January)
• National African American History Month (February)
• National Women’s History Month (March)
• Asian American and Pacific Islander Heritage Month (May)
• LGBTQ+ Pride Month (June)
• Women's Equality Day (August 26)
• National Hispanic Heritage Month (September 15 - October 15)
• National Disability Employment Awareness Month (October)
• National American Indian Heritage Month (November)

Compliance Reporting

No FEAR Act

On May 15, 2002, Congress enacted the ‘‘Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002,’’ which is now known as the No FEAR Act. One purpose of the No FEAR Act is to ‘‘require that federal agencies be accountable for violations of antidiscrimination and whistleblower protection laws.’’ Pub. L. 107–174, Summary. In support of this purpose, Congress found that ‘‘agencies cannot be run effectively if those agencies practice or tolerate discrimination.’’ Pub. L. 107– 74, Title I, General Provisions, section 101(1).

The Act also requires this agency to provide this notice to federal employees, former federal employees and applicants for federal employment to inform them of their rights and protections. All ANC staff are required to complete the mandatory EEO, Anti-harassment, and No Fear Training every year through the ALMS Portal. ANC is committed to complying with the polices, regulations, and procedures as outlined in the Act.

For more information about the No FEAR Act, please visit Office of Personnel Management.

ANC No FEAR Act Data Report:

View the ANC 2022 No FEAR Act Data Report for Q4 FY 2022

Management Directive (MD) 715 Report

Management Directive 715 (MD-715) is the policy guidance which the Equal Employment Opportunity Commission (EEOC) provides to federal agencies for their use in establishing and maintaining effective programs of equal employment opportunity under Section 717 of Title VII of the Civil Rights Act of 1964 (Title VII), as amended, 42 U.S.C. § 2000e et seq., and Section 501 of the Rehabilitation Act of 1973 (Rehabilitation Act), as amended, 29 U.S.C. § 791 et seq. MD-715 provides a roadmap for creating effective equal employment opportunity (EEO) programs for all federal employees as required by Title VII and the Rehabilitation Act. MD-715 took effect on October 1, 2003.

FY 2022 Management Directive (MD 715)

FY 2023 Management Directive (MD 715)