All managers and supervisors of the Department are responsible for:
(a) Removing barriers to EEO and ensuring that EEO standards are accomplished in their areas of responsibility;
(b) Evaluating and documenting subordinate managers and supervisors on their performance of EEO/ADR responsibilities;
(c) Encouraging and taking positive steps to ensure respect for and acceptance of minorities, women and persons with disabilities, veterans and others of diverse characteristics in the workforce;
(d) Ensuring the non-discriminatory treatment of all employees and for providing full and fair opportunity for all employees in obtaining employment and career advancement, including support for ADR, the Upward Mobility Program, the Mentoring Program and the implementation of Individual Development Plans;
(e) Encouraging and authorizing staff participation in the various Diversity Program observances and training opportunities;
(f) Being proactive in addressing EEO/ADR issues, and maintaining work environments that encourage and support complaint avoidance through sound management and personnel practices;
(g) Resolving complaints of discrimination early in the EEO process either independently, or through the use of ADR techniques;
(h) Making reasonable accommodations to the known physical and mental limitations of applicants and employees with disabilities when those accommodations can be made without undue hardship on the business of the Department;
(i) Attending mandatory annual supervisory and management training; and
(j) Adhering to and implementing the Department's policy on religious accommodations.
[66 FR 20564, Apr. 23, 2001, as amended at 69 FR 62174, Oct. 22, 2004]
Title 24 published on 2012-04-01
no entries appear in the Federal Register after this date.
This is a list of United States Code sections, Statutes at Large, Public Laws, and Presidential Documents, which provide rulemaking authority for this CFR Part.