EQUAL EMPLOYMENT OPPORTUNITY

 

DLA’s EEO Office services DSCA for EEO services and additional information is available at https://www.dla.mil/EEO/
DSCA is committed to ensuring all employees are treated with dignity and respect. All employees should maintain a work environment free of discrimination and harassment.

EEO COMPLAINTS

  • Who May File a Complaint? Any employee or applicant of the DSCA who feels that he/she has been discriminated against may file an EEO complaint. The alleged discrimination must be on the basis of race, color, sex, disability, age (40 or older), reprisal, national origin, religion, or genetic information. Additional Information: https://www.dla.mil/EEO/Business/Complaint-Process/

  • Who Should I File My Complaint? Any DSCA employee, former employee, or applicant for employment requiring more information regarding the EEO complaint process or who would like to file an EEO complaint with DSCA should contact the DLA Equal Opportunity and Diversity Office via email at HQEEOInquiries@dla.mil or by telephone at 571-767-1110.


REASONABLE ACCOMODATIONS

  • RA Program Overview

    • It is DSCA policy to provide reasonable accommodations in compliance with the Americans with Disabilities Act, as amended, the Rehabilitation Act of 1973, as amended and all other applicable federal laws and regulations.

    • A RA is any change to a job, the work environment, or the way things are usually done that allows an individual with a disability to apply for a job, perform job functions, or enjoy equal access to benefits available to other individuals in the workplace. Examples of RA include modifications or adjustments that enable an individual to apply for a job, perform a job, or have equal access to the workplace and employee benefits.

  • How to Start the RA Process?

    • It is an employee's responsibility to request a RA either orally or in writing.

    • RA request are position specific; if the employee changes positions, they must request a new RA

    • While the supervisor can begin the conversation about RAs and provide the appropriate contract info and way forward, it is the employee’s responsibility to start the RA process

    • DSCA employees should request a RA from his/her supervisor, and/or any management official in their chain of command, or the DSCA Talent Management (TM) RA Team to begin the RA process at dsca.pentagon.odam.mbx.dsca-lmer-team@mail.mil

    • Additional Information: https://www.dla.mil/EEO/Offers/Reasonable-Accommodation/


PERSONAL ASSISTANCE SERVICES:

  • DSCA continuously strives to meet its Personal Assistance Services (PAS) obligations by developing policies, practices, and procedures that ensure the provision of PAS be provided to DSCA employees and applicants who are seeking and being considered for employment. PAS are defined as "assistance with performing activities of daily living that an individual would typically perform if he or she did not have a disability, and that is not otherwise required as a reasonable accommodation.

  • Section 501 of the Rehabilitation Act of 1973, requires the provision of PAS to certain employees with targeted disabilities who request and require non-medical and non-work task personal assistance, unless doing so would impose an undue hardship on the agency.

  • DSCA employees should reach out to the DSCA Talent Management (TM) RA Team for more information about PAS at dsca.pentagon.odam.mbx.dsca-lmer-team@mail.mil

  • Additional Information: https://www.dla.mil/EEO/Offers/PersonalAssistanceServices/  


NO FEAR REPORT


Elijah E. Cummings Federal Employee Antidiscrimination Act of 2020 (FEAA)
The Elijah E. Cummings Federal Employee Antidiscrimination Act of 2020 (FEAA) amends the Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 to strengthen Federal antidiscrimination laws enforced by the U.S. Equal Employment Opportunity Commission (EEOC) and expands accountability within the Federal Government. Section 1133 of the FEAA, Notification of Violation, requires federal agencies to post final agency actions that result in a finding of discrimination within 90 days on the agency’s public website. The notice must state that a finding of discrimination has been made and must remain posted not less than one year.  

The Elijah E. Cummings Federal Employee Antidiscrimination Act of 2020 also requires that Notifications of Violation regarding findings of discrimination be posted publicly for a minimum of one year. In addition, the Act requires Federal Agencies to report to the EEOC the disciplinary action taken as a result of a finding of a discrimination and/or the reason why an Agency failed to take disciplinary action. 
As required by the Act, the following cases resulted in a finding a discrimination: 

  • FY 2023 Notifications of Violation:  None

  • FY 2022 Notifications of Violation:  None
     

POLICIES:


LEARN ABOUT EEO 

EXTERNAL EEO RESOURCES: