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Equal Employment Opportunity (EEO)

Agency Policy on Employment Discrimination
EEO Statutes and Regulations
Employment Discrimination Complaint Process
EEO Counselors
Statement on Reasonable Accommodation
Discrimination Complaint Activity (pursuant to the No Fear Act)

Agency Policy on Employment Discrimination

The U.S. Nuclear Regulatory Commission (NRC or Agency) provides equal employment opportunity to its employees and applicants for employment, and prohibits discrimination on the bases indicated by the following civil rights statutes: Title VII of the Civil Rights Act of 1964 (race, color, national origin, gender/sex, and religion, including reasonable accommodation for religious practice); the Age Discrimination in Employment Act of 1967 (age 40 and over); the Equal Pay Act of 1963 (gender-based wage discrimination); and the Rehabilitation Act of 1973 (mental and physical disability, including reasonable accommodation). Pursuant to these statutes, the NRC prohibits employees or applicants from being subjected to workplace harassment on any basis covered by these statutes and reprisal for participating in or opposing practices made unlawful by these statutes.

EEO Statutes and Regulations

The following documents are available through the Web site administered by the EEOC:

EEOC Regulations (29 CFR 1614)
Title VII of the Civil Rights Act of 1964, as amended
Age Discrimination in Employment Act of 1967, as amended
Rehabilitation Act of 1973, as amended
Equal Pay Act of 1963
No Fear Act

Employment Discrimination Complaint Process

The discrimination complaint process is available to employees or applicants who believe that they have been subjected to discrimination based on race, color, religion, national origin, gender, age (40 and over), mental or physical disability, or reprisal for participating in or opposing practices made unlawful by these statutes. This process is administered by the Office of Small Business and Civil Rights (SBCR), Civil Rights Program, in accordance with U.S. Equal Employment Opportunity Commission (EEOC) Regulations, at 29 Code of Federal Regulations (C.F.R.) Part 1614.

The pre-complaint process is the first stage in the process. To initiate the pre-complaint process, the individual must first contact an Agency EEO counselor or SBCR within 45 calendar days of the date of the alleged discriminatory event or in the case of a personnel action, within 45 calendar days of the effective date of the action. During the initial interview, the individual will be advised, in writing, regarding his/her rights and responsibilities at the pre-complaint and formal complaint stages of the process. The individual will also be advised of the right to request to pursue resolution of the claim through the Agency’s EEO counseling process or, as an alternative, through the Agency’s Alternative Dispute Resolution (ADR) process, which is mediation.

Equal Employment Opportunity Counselors

If your Equal Employment Opportunity concern involves an office in Headquarters, you may contact a Headquarters EEO Counselor. If your concern involves an office in a Region, contact a Regional EEO Counselor. All NRC counselors are identified in the table. If you need assistance in obtaining an EEO counselor or have questions regarding the EEO process, including the Agency's Alternative Dispute Resolution process, or if you are an individual with a disability and need a reasonable accommodation in order to participate in any part of the EEO process, see Contact Us on this page. Determinations on requests for reasonable accommodation will be made on a case-by-case basis.

Statement on Reasonable Accommodation

NRC'S Reasonable Accommodation policy complies with the reasonable accommodation requirements of the Rehabilitation Act of 1973.

Discrimination Complaint Activity (pursuant to the No Fear Act)

Section 301 of the Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 (the “No Fear Act”) requires each Federal agency to post summary statistical data pertaining to complaints of employment discrimination filed against the agency (under 29 CFR Part 1614 ) by employees, former employees, and applicants for employment. The specific data to be posted are described in Section 301 of the No Fear Act and 29 CFR 1614.704.