The Equal Employment Opportunity Commission Management Directive (MD) 715 defines the standards by which each agency's Title VII and Rehabilitation Act Programs will be reviewed for sufficiency. MD-715 identifies the essential elements of a Model Equal Employment Opportunity (EEO) Program as:
- Demonstrated commitment from agency leadership;
- Integration of EEO into the agency's strategic mission;
- Management and program accountability;
- Proactive prevention of unlawful discrimination;
- Responsiveness and legal compliance
NAWS Command is personally committed to implementing each of these elements into China Lake's culture and expect all supervisors, managers and employees to follow suit. The success of our EEO Program is ultimately the responsibility of each employee at this activity. Incorporating equal employment principles into our daily work lives is not an option, but a requirement and responsibility of all employees. The identification and elimination of any barriers to equality of opportunity is a proactive stance that we cannot afford to over look as we execute our work assignments in an environment of declining resources.
Equality of access, opportunity and competition in all our personnel/employment programs, management practices and decisions including, but not limited to, recruitment, hiring, employee development, promotions, and awards for all employees regardless of their race, religion, color, sex, national origin, age or disability is the responsibility of every supervisor and manager. By integrating equal employment opportunity principles in all our employment related decisions we send a clear message to all our employees that they are valued members of the NAWS team.
In addition, workplace discrimination and harassment will not be tolerated. NAWS Command issued the following policies: Prevention of Workplace Harassment and Prevention of Discrimination in the Workplace. All employees should read and become familiar with the contents of these policy statements.
EEO Complaint Process
Discrimination in employment based on a person's race, religion, color, national origin, age (40 and over), physical or mental disability or reprisal for prior EEO complaint involvement or opposition to discrimination is prohibited by federal law, Department of Defense and Department of the Navy regulations. In order for an individual to file a timely EEO complaint, the individual must contact an EEO counselor within 45 days of the date of the matter alleged to be discriminatory or, in the case of a personnel action, within 45 days of the effective date of the action.