The Equal Employment Opportunity Officer (EEOO) advises and assists the Commander and staff on matters pertaining to federal civilian equal employment opportunities and practices. The EEO staff monitors the civilian workforce to ensure compliance with Title VII law to eliminate discrimination. The EEOO supervises the implementation and management of the Affirmative Employment Plan (AEP), the Special Emphasis Programs (SEP), the Discrimination Complaint Processing Program, and the Individuals with Disabilities Program. The EEOO provides administrative support to the Department of Defense, Office of Complaint Investigations (OCI), and the Equal Employment Opportunity Commission (EEOC).
WHY WE EXIST? The foundation for EEO can be traced back to the U.S. Constitution. However, significant progress in shaping current laws was made between 1941 and 1991. Executive Orders barring discrimination, passage of the Title VII of the Civil Rights Act of 1964 and the Equal Employment Act of 1972 are the cornerstones for eliminating employment discrimination.
WHAT WE DO? EEO ensures a discrimination-free environment and provides employees with rights and procedures for redress when they believe discrimination has occurred.
The EEO staff provides the following:
Work Force Analysis
Staff Assistance Visits
Quarterly EEO Publication
REQUSTING REASONABLE ACCOMMODATION
The Americans with Disabilities Act of 1990 (ADA) requires employers to provide reasonable accommodation to qualified employees and applicants with disabilities, unless such accommodations would pose an undue hardship (e.g., too costly, too extensive, too substantial, too disruptive). In general, the applicant or employee with a disability is responsible for letting the employer know that an accommodation is needed to participate in the application process, to perform essential job functions, or to receive equal benefits and privileges of employment. Employers are not required to provide accommodations if they are not aware of the need.
According to the Equal Employment Opportunity Commission (EEOC), the federal agency charged with enforcing the ADA, an accommodation request does not have to be in writing. However, the EEOC suggests that individuals with disabilities might find it useful to document accommodation requests in the event there is a dispute about whether or when they requested accommodation. One way to document an accommodation request is to make a written request.
The ADA does not include specific guidelines or forms for requesting reasonable accommodation. However, some employers have developed in-house forms. If so, employees should use the employer’s forms for requesting accommodation. Otherwise, individuals with disabilities can use any method that is effective; the ADA does not require specific language or format. The following information provides an example of an accommodation request letter. Please note that the information is to be used as a guide only and is not legal advice. If legal advice is needed, contact a legal service.
For additional information regarding the ADA and reasonable accommodation, contact the Equal Employment Opportunity office at 760-380-4961 or 760-380-7339.