United States Department of Agriculture

Research, Education, and Economics

Agricultural Research Service

August 2, 2007

SUBJECT:    Mid South Area Equal Employment Opportunity Policy Statement

           TO:     All Employees in the Mid South Area

     FROM:     Edgar G. King  //s//

                      Area Director, Mid South Area

As the Mid South Area Director, I am firmly opposed to any behavior that may hinder the Agricultural Research Service from achieving the United States Department of Agriculture’s mission. Title VII of the Civil Rights Act of 1964 prohibits discrimination on the basis of race, color, religion, gender, or national origin in a number of areas including employment. In 1972, the U.S.Congress amended Title VII of the 1964 Civil Rights Act to extend employment discrimination protection to all federal workers and applicants for federal employment. Equal Employment Opportunity in federal employment for all persons is vital to the productivity and well being of the federal workforce. The U.S. Government’s Equal Employment Opportunity policy for all federal workers repeatedly has been addressed in executive orders from past Presidents of the United States. The Mid South Area (MSA) has and will continue to apply fair employment practices in accordance with Title VII.

Discrimination in the Mid South Area workplaces is an unacceptable employment practice.

The Equal Employment Opportunity Commission has over the years developed Equal Employment Opportunity for federal agencies to provide equal opportunity in federal employment for all persons and to prohibit discrimination in employment because of race, color, religion, gender, age, disability, national origin and retaliation for filing discrimination claims or other protected activity. The MSA Administration’s and Managers’ EEO Policy framework will continue to further develop the policies set forth by the Department to ensure the statutes, regulations, affirmative employment, and diversity are carried out according to the EEO laws within the MSA.

It is important for supervisors and managers to take the lead in their roles and responsibilities to ensure a fair, equitable, and an inclusive workplace free from discrimination and retaliation. While training and other measures are implemented by the Area Administration to prevent and eliminate discrimination in the workplace, personal responsibility and accountability will factor in when appropriate administrative disciplinary action(s) is warranted on “a case by case basis”. Allegations of discrimination acts will be dealt with swiftly and fairly. The “No Fear Act” will be fully supported as a means to provide appropriate disciplinary action(s) taken against anyone who retaliates or discriminates against an employee for reporting discrimination actions or cooperating with the investigation of discrimination.

I do expect all employees to fully support and cooperate in preventing and eliminating discrimination in the Mid South Area workforce.