ADR provides for a qualified and neutral party to attempt to resolve an employment matter. For matters pertaining to complaints of discrimination, ADR can begin at any point during the pre-complaint or formal complaint stages. ADR can be particularly useful where communication has broken down or emotions are intense. Discussions during ADR sessions are confidential; and all written documentation obtained for the benefit of ADR will not be retained, or used as part of the official complaint’s record.
The purpose of this policy is to prescribe procedures, in accordance with the Coast Guard and DHS’ Anti-Harassment Policy, for combating harassment in the Coast Guard and to promptly correct any harassment that occurs. This policy also prescribes additional notification procedures for conduct that constitutes as a hate incident. The Coast Guard continually strives to meet the highest standards of personal respect by valuing human dignity and diversity in accordance with our core values of honor, respect, and devotion to duty.
Section 501 of the Rehabilitation Act of 1973, 29 U.S.C. § 791, prohibits federal employers from engaging in employment discrimination against person with physical or mental impairments that substantially limit one or more major life activities. This law also requires employers to provide reasonable accommodations for applicants and employees with disabilities unless to do so would cause undue hardship.
By regulation, Commanding Officers/Officers in Charge (CO/OICs) are responsible for civil rights leadership and compliance. The Civil Rights Directorate (CRD) assists CO/OICs with these responsibilities by providing guidance and tools, such as the “Command Checklist”. This particular tool distills all CO/OICs civil rights responsibilities described by law, regulation, Executive Order, Management Directive, and Commandant Instruction into one simple checklist, which allows commands to easily indicate whether or not their commands are compliant. Commands with 50 or more personnel are required to complete the checklist by 31 October annually. Civil Rights Service Providers (CRSPs) are available to assist commands with achieving compliance for any element(s).
The addition of Region 4, a new civil rights location in the Houston/Galveston area, improves efficiency by making services more accessible for managers and employees. This adjustment to CRD’s structure divided the territory of Region 2, and increased the ratio of Civil Rights Service Providers (CRSP) to employees in the two affected regions (see map below). In total, the new region serves as the civil rights contact point for approximately 10,000 military and civilian personnel.
Are you looking to fill the open positions in your unit or office, and prepping to conduct interviews of the applicants? If so, when developing those interview questions, be sure to also review what not to ask when interviewing federal employees or applicants. Some common inappropriate questions include:
Surprised by these? Then check out the full list of questions in the PDF below to make sure the interview questions you are asking are appropriate for federal employees or applicants.