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Office of Diversity & Equal Opportunity (OD&EO)
June 4, 2012
 

Armstrong Flight Research Center is committed to providing equal opportunity in all aspects of employment and in the working environment to all employees and applicants. Supervisors cannot consider any non-merit factors such as race, color, religion, sex (gender), national origin, mental/physical disability, and age into account for purposes of recruitment, hiring, development or advancement of Armstrong employees. Further, employees are protected from harassment and retaliation if they engaged in protected Equal Employment Opportunity (EEO) activity. The Office of Diversity & Equal Opportunity (OD&EO) consists of programs and efforts that are designed to ensure that equal employment opportunities exist for all employees.

Affirmative Employment Program (AEP)

This program emphasizes a review of management and personnel practices that may impede or inhibit employees from the achievement of equal opportunity in all aspects of employment. The affirmative employment process also provides for a plan to address the employment of individuals with disabilities and a plan for sexual harassment prevention. The Affirmative Employment Program strives to achieve diversity in the workplace through efforts at recruitment, retention and advancement of all persons.

Equal Opportunity Discrimination Complaint System

For employees who believe they have been discriminated against based upon a non-merit factor, such as race, color, sex (gender), religion, national origin, mental or physical disability, and/or age, AFRC maintains a discrimination complaint process. The process emphasizes informal or alternative dispute resolution(ADR), and also provides for a formal complaint procedure.

Before a formal complaint can be filed, an individual must first meet with one of Armstrong's Equal Employment Opportunity Counselors, or a member of the EO Office staff, who will attempt to work toward an informal solution that is acceptable to all parties involved. If an informal solution is not possible, the EEO counselor will advise the aggrieved person of their rights under the formal complaint system.

You must contact an EEO counselor within 45 calendar days after the date of the discriminatory incident, or, in the case of personnel action complaints, within 45 calendar days of its effective date.

Equal Opportunity Policy Statement

It is NASA Armstrong's policy to provide Equal Employment Opportunity (EEO) for all employees and applicants for employment regardless of their race, color, religion, sex, age, national origin, sexual orientation, mental or physical disability. Pursuant to this policy, NASA prohibits discrimination based on race, color, religion, sex, age, national origin and disability, in all aspects of its organization, facilities, and programs, including personnel policies, technical program operations, and management practices. NASA also strives to provide and maintain a work environment that is free of all forms of sexual harassment, and free from reprisal or retaliation for engaging in protected EEO activity. Employees, supervisors and managers who are found to have engaged in discriminatory behavior are subject to action pursuant to the NASA Desk Guide for Table of Disciplinary Offenses and Penalties.


Armstrong is fully committed to implementing all Federal laws, regulations, and guidelines relative to affirmative employment plans. NASA's affirmative employment plans include affirmative efforts in outreach and recruiting and hiring of individuals with disabilities. Equal employment efforts also include monitoring of employment practices in the areas of hiring, transfers, reassignments, promotions, awards, benefits, and separations to gain and maintain a talented NASA workforce that is diverse and that accommodates individuals with disabilities.


If you have any questions regarding this policy or need specific information on the Federal Equal Employment Opportunity (EEO) program, please contact the staff of the Office of Diversity & Equal Opportunity.

Language Access Plan

Executive Order 13166 requires Federal agencies to ensure meaningful access to Federal programs for limited English proficient (LEP) persons. ODEO has developed a Language Access Plan for NASA-conducted programs serving LEP persons.

ODEO Executive Orders 13160 and 13166 brochures
 

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Page Last Updated: March 28th, 2014
Page Editor: NASA Administrator