Equal Employment Opportunity (Eeo) Policy And Program Administration Form Sample (Page 5 of 54) in pdf

VA MEDICAL CENTER

POLICY MEMORANDUM 00-028

BRONX, NEW YORK 10468

September 9, 2003

D. Program Chiefs, Other Managers and Supervisors are required to ensure that equal opportunity

considerations are given to all personnel. They are to:

1) Analyze employment patterns and conditions in their organizational units to determine any real

or potential problem areas that act as barriers to equal employment opportunity and to take appropriate

measures to eliminate such barriers.

2) Evaluate all appointment, assignment, promotion and training practices within their operations to

assure that all selections are based on merit and fitness of the individual without regard to race, color,

religion, national origin, sex, age or disability.

3) Aggressively seek out qualified employees who they believe have potential for development and

to provide equal opportunity for training, reassignment or other means for improved employee

utilization.

4) Assure that the lines of communication are open to all employees under their supervision on an

equal basis.

5) Make sincere efforts to understand cultural differences among subordinates. Make similar efforts

to understand any particular adjustment problems of minorities, females and persons with disabilities.

Make reasonable accommodations where needed, consistent with Equal Employment Opportunity

Commission’s (EEOC) guidelines and applicable statutes and regulations for persons with disabilities

and for the religious needs of employees.

6) Support employees under their supervision who are appointed to collateral duty EEO Program

assignments, adjust work schedules and workloads as necessary, and otherwise make every reasonable

accommodation to ensure that such EEO Program personnel are free and available to carry out their

responsibilities.

E. Equal Employment Opportunity Counselors are available to counsel employees and applicants for

employment who have reason to believe that they have been discriminated against because of race, color,

religion, national origin, sex, including sexual harassment, age or disability.

They will facilitate the

resolution of complaints on an informal basis before a formal complaint of discrimination is filed. Contact

must be made with one of the EEO Counselors regarding the alleged discrimination before a formal

complaint is filed. EEO COUNSELORS ARE HOUSED AND MAY BE ACCESSED THROUGH THE

OFFICE OF RESOLUTION MANAGEMENT (ORM) IN LYONS, NJ, 1-888-737-3361.

F. ALTERNATE DISPUTE RESOLUTION (ADR) – THE BRONX VA MEDICAL CENTER IS

COMMITTED TO ASSISTING EMPLOYEES IN FINDING CREATIVE, ACCEPTABLE SOLUTIONS

TO DISPUTES AND ENCOURAGES THE USE OF MEDIATION AS AN ALTERNATIVE APPROACH

TO RESOLVING EEO COMPLAINTS.

ADR/EEO FACILITATORS WILL BE AVAILABLE AS

NEUTRAL THIRD PARTIES TO ASSIST TWO OR MORE PARTIES TO NEGOTIATE AN

AGREEABLE SOLUTION TO EEO DISPUTES. THIS PROGRAM IS FURTHER DELINEATED IN

ATTACHMENT “B”.

G. EEO/Human Goals Committee - The Medical Center Director will appoint individuals to serve on

this committee which will function in an advisory capacity to the Medical Center Director in the areas of

EEO and Affirmative Action. Committee membership is based in part on:

1) Recommendations from employees, employee groups, managers and supervisors.

2) Self nominations - interested employees making their interest known to the Medical Center

Director directly, through the EEO Manager or other channels. The responsibilities of this Committee

are delineated in Attachment “C”.

Equal Employment Opportunity (Eeo) Policy And Program Administration Form Sample Page 5

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