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      U.S. Fleet Forces EEO Center of excellence

      Equal employment opportunity program
      The U. S. Fleet Forces EEO Center of Excellence is a champion to equality, opportunity, and diversity. It is Fleet’s policy 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.
       
      The EEO Office serves as a subject matter expert on all EEO-related matters. We provide guidance to all Fleet commands, activities, and units in support of daily operations and advise on EEO and diversity issues.
       

      EEO Complaints Program

       
      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

      A Reasonable Accommodation (RA) is 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 the 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
      Personal Assistance Services (PAS) are services that allow individuals to perform activities of daily living that an individual would typically perform if they did not have a disability. PAS are provided to people who require assistance to perform basic activities of daily living.
       
      Personal Assistance Services may include, but are not limited to:
       
      • Removing and putting on clothing
      • Eating
      • Using the restroom
      • Pushing a wheelchair
      • Assistance with getting into or out of a vehicle at a work site
       
      A current employee 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.
       

      Affirmative Employment Program

       
      The Code of Federal Regulations (5 CFR Part 720) requires Federal Agencies to have an Affirmative Employment Program (AEP).  The focus of the AEP is to ensure that certain demographic groups have equal access to hiring, promotions, and other opportunities in the Federal workplace. The program requires agencies and commands to develop strategies to effectively recruit, employ, and promote qualified members of EEO-protected groups that have a lower than expected participation rates when compared to their relevant benchmark rates. It also requires agencies and commands to identify and remove barriers that may impede employment opportunities for minorities, women, and persons with disabilities.

      Special Emphasis Program

      Special Emphasis Programs (SEP) are an integral part of the EEO program. SEPs aim to improve the workplace environment by promoting and fostering diversity through cultural awareness and understanding of diverse groups. SEPs also analyze workforce data to identify potential employment barriers in recruitment, hiring, promotion, career development, reasonable accommodation, and retention the representation of protected groups.
       
             		  
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