Employment Policies
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All candidates will be considered without regard to any non-merit reason such as race, color, religion, sex, age, national origin, lawful political affiliation, marital status, disability, sexual orientation, protected genetic information, parental status, membership in an employee organization, or other non-merit factors.
Equal Employment Opportunity Policy (EEO) by Tim Gribben, Commissioner of the Bureau of the Fiscal Service
The Bureau of the Fiscal Service’s (Fiscal Service) mission is to promote the financial integrity and operational efficiency of the federal government through exceptional accounting, financing, collections, payments, and shared services. To accomplish our mission, we must be able to recognize the needs of all citizens and understand the multi-cultural forces that shape the global economy. To effectively serve this diverse nation, our workforce must be representative of all segments of society, and we must give all employees the ability to compete on a fair and level playing field with equal opportunity for all.
As Commissioner of the Bureau of the Fiscal Service, I am committed to the principles of equal opportunity, diversity, accessibility, and inclusion for all employees and applicants for employment. Fiscal Service prohibits discrimination and harassment based on race, color, religion, national origin, sex, gender identity, sexual orientation, pregnancy, status as a parent, age, disability (physical or mental), family medical history or genetic information, reprisal for participation in protected EEO activity, or any other non-merit-based factor. These protections extend to all employment policies, practices, and actions, including, but not limited to, recruitment and hiring; job assignments; performance management; rewards; promotions; training and development; reassignments; discipline; and separations.
I fully support the Bureau’s prohibition against discrimination in all our policies, programs, and operations, and affirm our zero-tolerance policy for all types of discrimination and harassment, including sexual harassment, in the workplace. I expect all managers and employees to model these principles in the workplace and to uphold all laws, regulations, and Treasury and Fiscal Service policies that bar discrimination and harassment, including taking action to correct harassing conduct before it becomes severe or pervasive. Employees, contractors and applicants who believe they have experienced unlawful discrimination, harassment, or reprisal, and wish to pursue an EEO complaint, must first initiate the pre-complaint process by contacting the Resolution Manager or an EEO Counselor or an Equal Employment Opportunity (EEO) staff member at complaints@fiscal.treasury.gov within 45 days of the alleged incident, or when they became aware of the alleged incident. If you are deaf, hard of hearing, or have a speech disability, please dial 7-1-1 to access telecommunications relay services. Retaliation against anyone who reports unlawful discrimination or harassment or who participates in the EEO process is prohibited.
Fiscal Service supports the rights of all employees to exercise their rights under the civil rights statutes, and retaliation against anyone who reports unlawful discrimination or harassment or who participates in the EEO process is strictly prohibited. Employees are also encouraged to use Fiscal Service’s Alternative Dispute Resolution (ADR) process as a valuable tool to resolve EEO complaints in a prompt and effective manner.
Fiscal Service will foster, through effective outreach, recruitment, hiring, and development, a diverse workforce that reflects the full talents and diversity of the American people. Equal opportunity to work and advancement based on merit is the law, not an option.
All managers and supervisors are reminded of their responsibility to prevent, report, and promptly correct unlawful discrimination in the workplace, including harassing conduct, even if an employee requests that no action be taken. All employees have a duty to avoid unlawful discrimination and harassment, and to report alleged instances for possible investigation. Failing to comply with these obligations may result in disciplinary action, including the possibility of removal. Unlawful discrimination and harassment may be reported to your supervisor, EEO at complaints@fiscal.treasury.gov, or the Workforce Relations Branch at (304) 480-8329. See the Fiscal Service Anti-Harassment Policy and the Employee Conduct Policy for more information.
Let us maintain our commitment to foster an excellent work environment free from unlawful discrimination and harassment as we strive to establish a workforce that promotes diversity, equity, inclusion, and accessibility for the benefit of, and in service to, the American people. Thank you for your continued commitment to these ideals and all you do each day for Fiscal Service and the American people.
EEO Complaint Procedures & Contacts
As a federal employee or applicant for employment, you are protected against discrimination based on your race, sex, national origin, color, religion, age and physical or mental disability. Retaliation for action taken to oppose or remedy discrimination is also prohibited. Certain Executive Orders also provide protection against discrimination based on sexual orientation, parental status, and protected genetic information.
If you feel you have been discriminated against, you MUST contact the EEO Office within 45 calendar days of the date of the incident that gave rise to your complaint, the date you became aware of the incident, or, if a personnel action, within 45 calendar days of its effective date or your knowledge of the action.
The Counselor will advise you of your right to elect between participation in traditional counseling activities or in the Alternative Dispute Resolution (ADR) process. During traditional counseling, the Counselor has 30 calendar days from the time you report your problem to attempt an informal resolution of the matter. If, at the end of this time, the problem is not resolved, you will be advised, in writing, of your right to file a formal complaint. The 30-day period may be extended to an additional 60 if YOU agree in WRITING to such an extension.
If you elect to participate in ADR resolution, traditional counseling will not be attempted. Agencies have 90 days to conduct ADR during the pre-complaint process. If, at the end of this time, the problem is not resolved, you will be advised, in writing, of your right to file a formal complaint.
Any person who believes they have been discriminated against may submit a written complaint to the Resolution Manager, EEO Office, Bureau of the Fiscal Service, 200 3rd Street, Room 3104, Parkersburg, WV 26106 or contact the EEO Office at complaints@fiscal.treasury.gov. If you are deaf, hard of hearing, or have a speech disability, please dial 7-1-1 to access telecommunications relay services.
If you need assistance with a Reasonable Accommodation for this program, please email: RA@fiscal.treasury.gov.
Reasonable Accommodation Policy
The Bureau of the Fiscal Service provides reasonable accommodations to applicants with disabilities on a case-by-case basis. If you need a reasonable accommodation for any part of the application and hiring process, please notify the point of contact listed on the vacancy announcement.
If you are deaf, hard of hearing, or have a speech disability, please dial 7-1-1 to access telecommunications relay services.
View Reasonable Accommodation Policy
Form to Request Reasonable Accommodation
Fiscal Service Personal Assistance Services Policy
Section 508 of the Rehabilitation Act of 1973, as amended (29 U.S.C. 794d)
Section 508 of the Rehabilitation Act (Section 508) requires all electronic and information technology (also referred to as information and communication technology or ICT) that is developed, procured, maintained, or used by a federal agency to be accessible to people with disabilities. Examples of ICT include web sites, telephones, multimedia devices, and copiers.
Access available to individuals with disabilities must be comparable to access available to others. Standards for Section 508 compliance are developed and maintained by the United States Access Board. Further information about the Access Board's standards and Section 508 generally may be found at www.section508.gov.
If you have questions about the Fiscal Service's Section 508 program supporting ICT, e-mail Patricia Adams, Disability Employment Program Manager at patricia.adams@fiscal.treasury.gov. For information about filing a complaint against Fiscal Service under Section 508, contact the Office of Equal Employment Opportunity and Diversity at (304) 480-6527. If you are deaf, hard of hearing, or have a speech disability, please dial 7-1-1 to access telecommunications relay services.
To file a complaint against another agency, contact that agency's Section 508 Coordinator. Contact information for Section 508 Coordinators may be found at www.section508.gov/508-coordinator-listing.
Architectural Barriers Act of 1968 (42 U.S.C. 4151-57)
The Architectural Barriers Act (ABA) requires access to facilities that are designed, built, altered, or leased with Federal funds. The Access Board is the federal agency responsible for enforcing the ABA.
The Access Board's accessibility standards are available on their website at https://www.access-board.gov/aba/, and information about filing a complaint may be found at https://www.access-board.gov/enforcement/.
Fiscal Service Affirmative Action Plan
To capture agencies’ affirmative action plan for persons with disabilities (PWD) and persons with targeted disabilities (PWTD), EEOC regulations (29 C.F.R. § 1614.203(e)) and MD-715 require agencies to describe how their affirmative action plan will improve the recruitment, hiring, advancement, and retention of applicants and employees with disabilities.
Please see the Fiscal Service Affirmative Action Plan (PDF, 63kb)