Frequently Asked Questions

Alternative Dispute Resolution (ADR)

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.

Alternative Dispute Resolution FAQs

Anti-Harassment Policy

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.

Anti Harassment FAQs

Reasonable Accommodation

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.

Reasonable Accommodation FAQs

Civil Rights Directorate (CRD) Region 4

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.

Region 4 FAQs

Inappropriate Interview Questions of Federal Employees or Applicants

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:

• Do you have a disability?
• What off-the-job activities do you participate in?
• Do you have children?   How old are they?
• You have a fascinating accent.  Where are you from?
• What year did you graduate from high school?
• Have you had any major health problems in the past?
• When do you intend to retire?
• What was your attendance like at your last job?  Of the days you missed, how many were for sick leave?
• What neighborhood do you live in?

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.

Inappropriate Interview Questions FAQs