U.S. Fleet Forces eeo center of excellence

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    Equal Employment Opportunity (EEO) Program

    The U. S. Fleet Forces EEO Center of Excellence is committed to providing exceptional service and becoming a Model EEO Program. The EEO Office serves as Fleet’s subject matter expert on all EEO-related matters. Our office provides guidance to all Fleet commands and activities in support of daily operations and advises leadership on EEO-related issues.
    EEO Hotline:  (757) 396-7888

    EEO Complaints Program
    It is the policy of the Department of the Navy and U. S. Fleet Forces to provide Equal Employment Opportunity (EEO) to all persons and to prohibit discrimination based on race, color, sex, (including pregnancy, sexual orientation, and gender identity), religion, national origin, age (over 40), mental or physical disability, genetic information (including family medical history), or reprisal for involvement in any protected EEO activity.
    Employees, former employees, or applicants who believe they have been discriminated against have the right to file an EEO complaint. If you believe you have been discriminated against, contact the USFF EEO Center of Excellence office at (757) 396-7888 within 45 calendars days from when alleged discriminatory incident occurred, the effective date of the specific personnel action, or the date of aggrieved person knew or reasonably knew should have known it occurred.
    Alternative Dispute Resolution (ADR) Program
    Alternative Dispute Resolution (ADR) is a collection of processes used for the purpose of resolving conflict or disputes informally and confidentially. Fleet's ADR Program addresses all types of workplace disputes, not just Equal Employment Opportunity issues. Employee relations issues, Labor-Management Relations issues, and even serious employee-to-employee disputes that adversely affect the workplace are candidates for ADR under the Secretary’s policy. ADR provides alternatives to traditional processes, such as grievances and complaints. ADR services are available to all employees and managers through the US Fleet Forces EEO Center of Excellence. Participants usually find that ADR helps improve the working relationship in their office and has a high likelihood to resolve the issue. Some reasons for using ADR are that it is faster, less costly, easier, less formality involved, less confrontational or adversarial.
    DON's preferred method of alternative dispute resolution (ADR) is mediation. 
    The mediation process is informal and uses a neutral third party known as a mediator to facilitate the parties' resolution of the dispute. The mediators will not provide legal or personnel advice. The mediator has no power to make a decision or evaluate the merits of the issues of concern; instead, the mediator works with all parties to facilitate discussion that may or may not lead to the parties reaching a voluntary agreement. A mediation agreement may not violate any of the parties or other third parties rights as found in law, regulation, policy, or under any collective bargaining agreement. 
    When parties participate in ADR:
    • Disputes and conflicts are resolved at the lowest level
    • Disputes are resolved quickly before escalating
    • Communication and working relations are improved
    Reasonable Accommodation (RA) Program

    Fleet is committed to ensuring equality of opportunity in employment for individuals with disabilities. To demonstrate this commitment, Fleet has adopted the DON's goal of a 3% participation rate of individuals with targeted disabilities and the 14% goal for individuals with a disability. The command is also committed to ensuring that qualified individuals with disabilities receive appropriate accommodations; and to provide reasonable accommodation to qualified employees and applicants with disabilities.

    Reasonable Accommodation is defined as:
    An adjustment or alteration that allows individuals to apply for jobs, gain access, perform job functions, and enjoy employment privileges.

    The goal of the RA process is to enable qualified individuals and applicants with disabilities to perform the essential functions of their positions and to enjoy benefits and privileges of equal opportunities as enjoyed by other similarly-situated employees without disabilities. As defined by the Americans with Disabilities Act (ADA) a qualified employee or applicant with a disability is an individual who-with or without reasonable accommodation-can perform the essential functions of the job in question.
    Reasonable Accommodation may include, but is not limited to:
    • Job restructuring
    • Modifying work schedules
    • Reassignment to vacant position
    • Acquiring or modifying equipment or devices
    • Adjusting or modifying examinations and training materials
    • Adjusting or modifying policies
    • Providing interpreters
    An individual may submit a request for accommodation verbally or in writing to their supervisor or, if an applicant, through the servicing HR office. For more detailed information on the reasonable accommodation process, please contact the Reasonable Accommodation Program Manager or Disability Program Manager.
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