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Equal Employment Opportunity (EEO) Counseling and Mediation: EEO Pre-Complaint Process
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FSIS employees, former employees, and applicants for employment with FSIS may contact the Civil Rights Division, Office of the Administrator
by telephone if they believe they have been subjected to discrimination based on race, color,
sex (including sexual harassment), national origin, religion, mental or physical disability, age (40 or over),
marital or family status, parental status, protected genetic information, political beliefs, sexual orientation,
or reprisal because of one's involvement in prior EEO activity. The telephone number for the OCR is 1-800-269-6912.
The procedures for the EEO Counseling process are:
Intake Process
A staff member responsible for obtaining information regarding the
caller's claim of discrimination will record on the"Intake Form"
personal information, i.e., name, address, telephone numbers, etc.,
as well as the basis and issues raised by the Aggrieved.
Case Assignment
The case is assigned to an EEO Counselor.
Contact with the Aggrieved
After the EEO Counselor reviews the information on the Intake
Form, contact is made with the Aggrieved by telephone. This first
contact may result in the"initial interview." This may include,
but is not limited to, verification of the information on the Intake
Form, clear definition and agreement regarding the scope of the issues,
the rights and responsibilities of the Aggrieved while in the EEO
complaint process (right to representation and anonymity, etc.), time
frames, extension of counseling process, the right to choose between
Alternative Dispute Resolution (ADR) and EEO Counseling and the overall
complaint process.
Election Requirements
If appropriate, the EEO Counselor will advise the Aggrieved
that he or she must elect between the EEO complaint process, the negotiated
or administrative grievance procedures, the Merit Systems Protection
Board appeal or other special procedures as the forum in which he
or she may have their issues processed.
Alternative Dispute Resolution (ADR)
The EEO Counselor will offer Alternative Dispute Resolution
and discuss its benefits in addressing workplace conflicts. The Counselor
will also explain that the Aggrieved does not forfeit his or her rights
to resume processing of the EEO complaint if the ADR efforts do not
result in resolution.
Responding Management Official (RMO)
The EEO Counselor discusses the issues raised by the Aggrieved,
requests the RMO's responses to the allegations and discusses potential
resolution options.
Role of the EEO Counselor
The EEO Counselor serves as a neutral party in an effort
to resolve informal complaints of discrimination initiated by FSIS
employees or applicants for employment. Through a series of informal
interviews with the aggrieved party, supervisors, managers and other
witnesses, an EEO Counselor gathers facts relating to the claim of
discrimination, but makes no decisions about the merits of the case
or whether there was discrimination. The goal of counseling is resolution
of the complaint at the lowest possible level. The informal complaint
process may be concluded with a voluntary withdrawal of the complaint,
a settlement agreement or a Notice of Right to File a Formal Complaint.
Complaint Withdrawal
The Aggrieved may request to withdraw his or her informal
complaint at any time during the EEO Counseling period. Withdrawal
of the complaint automatically renders it closed. The EEO Counselor
notifies the Aggrieved of the closure and annotates the database to
reflect that the informal complaint was closed through withdrawal.
Settlement Agreements
If resolution is reached, the EEO Counselor prepares a written
Settlement Agreement, obtains appropriate approval for implementation
of the terms and conditions of the agreement (e.g. Civil Rights Division, program area,
Human Resources Division) and submits the agreement to both parties for signature.
Once the agreement is signed by all parties, the counselor closes
the informal complaint in the database.
Notice of Right to File (NRF) a Formal Complaint
If resolution is not achieved, the EEO Counselor must issue
an NRF at the end of the 30-day counseling period, unless the Aggrieved
has consented to an extension of up to 60 calendar days for additional
processing and resolution efforts. Once the NRF is issued, the counselor
records the issuance of the NRF and closes the informal complaint
in the database.
EEO Counselor's Report
If the Aggrieved files a formal complaint, the EEO Counselor
must prepare a report of counseling within 15 calendar days after
the Department has notified the Agency of its receipt of the formal complaint.
The EEO Counselor's Report is transmitted to the Department.
Discrimination In Employment Is Illegal!
If you believe you have been discriminated against because of your race, color, national origin, gender,
religion, age (40 years and over), mental or physical disability, political beliefs, sexual orientation,
marital status, parental status, familial status, protected genetic information, or for reprisal because
of prior EEO activity, and you wish to initiate an EEO complaint, you must contact an EEO Counselor within
45 days of the action alleged to be discriminatory, or in the case of a personnel action, within 45 days of
the effective date of the action.
FSIS employees and applicants for employment who feel they have been discriminated against should contact:
1-800-269-6912
(301) 504-7756
TDD (301) 504-7756
Or write to:
USDA, FSIS, Civil Rights Division, Office of the Administrator
Room 1-2260
5601 Sunnyside Avenue, Maildrop 5261
Beltsville, MD 20705-5261
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Last Modified:
August 20, 2012 |
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