Welcome to the Bureau of Land Management Alaska EEO Office Home Page
Our goal for the EEO web site is to provide a central repository for current and relevant EEO and Civil Rights information, and to promote effective communication and information sharing. This site is user friendly, easy to access, and more importantly, provides real-time EEO information as well as links to other sites that contain pertinent EEO information. I encourage you to look for new information as the material is often updated. The BLM Alaska EEO staff welcomes your comments, suggestions, concerns, and questions relating to any of the information provided and suggestions on how we may enhance the site to better suit your needs.
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EQUAL EMPLOYMENT OPPORTUNITY
MISSION STATEMENT
The Alaska BLM Office of Equal Opportunity (EEO) advises and assists both management and employees in carrying out the agencies responsibilities relative to Titles VI and VII of the Civil Rights Act of 1964, as amended; the Age Discrimination in Employment Act of 1967; the Rehabilitation Act of 1973; as well as any other laws, Executive Orders, and regulatory guidelines safeguarding the workforce from unlawful discrimination within the Federal Government. The EEO staff processes and resolves complaints of discrimination, develops, monitors and evaluates Affirmative Employment Program Plans designed to promote equal employment opportunities. Promotes a positive working environment in BLM Alaska by valuing, using, and managing the differences that individual employees bring to the workplace.
Notification and Federal Anti-Discrimination and Retaliation (No FEAR) Act of 2002
On May 15, 2002, President Bush signed the No FEAR Act legislation, which took effect on October 1, 2003. The No FEAR Act holds Federal agencies individually accountable for violations of anti-discrimination and whistleblower protection laws. Requirements and agency responsibilities under the No FEAR Act include:
Payment of settlements and judgments. Agencies that lose or settle discrimination and whistleblower cases must pay judgments out of their individual budgets.
Employee information and education. Agencies must give their employees, former employees and applicants for employment written notification of discrimination and whistleblower protection laws. This written notification must include posting the information on the agency’s web site. Agencies are also required to provide their employees with training regarding the rights and remedies applicable to them under these laws.
Annual reports to Congress. Each agency must file an annual report with Congress.
Posting of EEO complaint data on the Internet. Each Federal agency must post on its public web site summary statistical data relating to equal opportunity complaints filed against the agency. The agency must post data for the current fiscal year on a cumulative basis (year-to-date information), updated quarterly. An agency also must post year-end data for the five previous fiscal years for comparison purposes.
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