The Federal Reserve Board is committed to promoting a work environment that supports employees' best performance and job satisfaction. Fair treatment of all individuals, respect, and the assurance of equal opportunity are crucial to the organization's objectives. The Board has established policies and procedures to provide staff with guidance and assistance in achieving a fair and productive workplace.
The Board staff comprises individuals of diverse backgrounds and orientation. Individual differences in perspective and experience enhance the Board's operation.
The Board encourages employees to recognize, value, and respect individual differences that strengthen the Board as an organization. Board employees are asked to work with their supervisors and, if appropriate, human resources staff, to resolve any misunderstandings in a positive manner.
The Federal Reserve Board seeks to assure that every employee is free from any form of physical, psychological, or verbal harassment. Harassment is any type of negative behavior toward another employee that adversely affects that person by interfering with work performance or creating an intimidating, hostile, or offensive working environment.
Board employees should be aware that harassment based on race, age, national origin, gender, veteran status, and/or disability is considered a form of discrimination and a violation of federal law. Illegal discrimination is unfavorable treatment of a person by category, class, or group, rather than objective treatment on the basis of merit.
The Board has developed a policy on sexual harassment, designed to provide employees with an environment that is free from sexual harassment, without regulating employees' normal social interactions or relationships.
Sexual harassment can occur in many ways, such as uninvited teasing, jokes, remarks, pressure for sexual favors, and sexual assault. The key factors in determining what constitutes sexual harassment are the perceptions of the individual affected and the unwelcome nature of the conduct.
Any employee who feels he or she has been harassed should immediately discuss the issue with their division management. If they feel uncomfortable approaching management, they may contact:
The Board assures that no employee will suffer any form of retaliation for reporting harassment.
The Federal Reserve Board promotes equal employment opportunity in every aspect of employment and a workplace that is free of discrimination for all persons, without regard to race, color, religion, sex, national origin, age, or physical or mental disability. The Board is committed to hiring, developing, compensating, and promoting staff based solely on individual qualifications, abilities, and job performance.
The Board has established a formal EEO Complaint System for all forms of job discrimination, including retaliation and equal pay. It is important that employees be aware of the 45-day time limit (from date of the discriminatory action or event) for filing EEO complaints.
Employees should contact one of the Board's EEO counselors to initiate an EEO complaint or to receive advice or information on any aspect of EEO. The Board ensures that no employee will be subjected to retaliation for participating in any administrative or judicial proceedings regarding job discrimination.
In addition to the Board's formal EEO complaint system, employees may choose to participate in an EEO Mediation Program. Under this program, trained mediation professionals assist the disputing parties in reaching a voluntary, negotiated settlement of their dispute. If a settlement is not reached, the normal EEO complaint process is followed. Additional information on the program is available through the EEO Programs Office, extension 2883.
The Board maintains an affirmative employment program that covers all aspects of its human resources policies, including hiring, placement, compensation, internal transfers, training, promotions, and other conditions of employment. The program is designed to achieve greater employment opportunities for qualified minorities, women, employees over 40, and individuals with disabilities, particularly at grade levels and in job categories where they are underrepresented.
The Board has developed an Affirmative Employment Plan for the hiring, placement, and advancement of persons with disabilities and has a formal policy on Employment of Persons with Disabilities.
A person is considered to have a disability if he or she has a physical or medical condition that substantially limits one or more major life activities, has a record of such impairment, or is regarded as having such an impairment.
Employees with disabilities may request accommodations by completing a Request for Reasonable Accommodation form, available from their division management. All medical and other information provided by employees regarding disability is confidential and is maintained separately from the employee's personnel file.