A primary goal of the equal employment opportunity (EEO) program is to manage workforce diversity, and provide positive communication to maintain and promote discrimination-free workplace. The EEO program is based Title VII of the Civil Rights Act of 1964 and follows the policies contained within AR 690-12.

Maintaining a Discrimination-Free Workplace

Ensures supervisors and managers to perform the following tasks:

  • Clearly communicating a belief in and adherence to the principles of equal opportunity for all employees.
  • Taking prompt action to prevent or halt discrimination or harassment based on race, sex, age, national origin, disability or sexual preference.
  • Making an overt effort to recruit a diverse workforce; that includes employees drawn from both sexes, as well as different racial, ethnic and age groups.
  • Remaining ever vigilant of EEO responsibilities in the course of assigning and rating work, developing employees, and taking personnel actions.
  • Working closely with EEO, CPAC, LMER and HR officials to resolve disputes promptly.

Managing Diversity

Managing diversity refers to an inter-related set of responsibilities and functions to include:

  • Actively managing a diverse workforce; that is, one which includes a range of employees representing a variety of ethnic, racial, and age groups.
  • Recognizing and valuing the differences that a diverse array of people bring to the accomplishment of organizational tasks.
  • Promoting acceptance, cooperation, and positive attitudes towards all members of the work-group among employees.

Reasonable Accommodation Process

Picatinny Arsenal is committed to providing reasonable accommodation to our applicants and employees with disabilities to ensure they enjoy full access to equal employment opportunity. An individual with a disability (1) has a physical or mental impairment that (2) substantially limits one or more major life activities. The individual can either (a) actually have a disability, or (b) have a record of being disabled, or (c) be regarded as being disabled. The individual also must be "qualified" for the job in question, which means he/she is able to perform essential functions with or without a reasonable accommodation. Managers and supervisors have an affirmative obligation to provide a reasonable accommodation unless the accommodation unless the accommodation will create an undue hardship for the agency.


EEO Complaint Process

EEO Office processes complaints of employment discrimination in accordance with 29 CFR 1614, EEOC Management Directive 110 and Army Regulation (AR) 690-600 (Equal Employment Opportunity Discrimination Complaints) If an employee, former employee or applicant believes discrimination has occurred and wishes to initiate the EEO complaint process, the Garrison EEO office must be contacted within 45 calendar days of the date the discriminatory act or the date in which the discrimination was realized or made aware. EEO complaints must be based on race, color, religion, sex, national origin, disability (mental and physical), age (40+), genetic information, or reprisal. *The "sex" basis also includes pregnancy and lesbian, gay, bi-sexual, and transgender (LGBT) and sexual orientation.

Affirmative Employment

Executive Order 11478, as amended (1971) states it is policy of the federal government to provide employment opportunity on the basis of merit and fitness without discrimination because of race, color, religion, age, sex, disability (mental/physical), national origin or genetic information.

Alternative Dispute Resolution (ADR)

Any employee with a workplace-related dispute may request to participate in the Alternative Dispute Resolution (ADR) process. When a workplace problem is identified, an employee or management official contacts the Equal Employment Opportunity (EEO) Office to initiate the ADR process. If the matter is determined to be appropriate for ADR, a mediation session is scheduled. Participation by the employee is voluntary, whereas participation by the management official is mandatory. All matters discussed in the mediation session are confidential and cannot be used as evidence in future litigation. ADR does not replace any complaint or grievance process, but serves as an "alternative" method where workplace conflict or issues can be resolved.