Pre-Award and Post-Award Processes. NIH expects recipient institutions to have policies and practices in place that foster an environment free from harassment, including sexual harassment, discrimination, and other forms of inappropriate conduct that can result in a hostile work environment. Learn more here.
Expectations, Policies, and Requirements NIH expects recipient institutions to have policies and practices in place that foster an environment free from harassment, including sexual harassment, discrimination, and other forms of inappropriate conduct that can result in a hostile work environment.
NIH uses the compliance and oversight tools in its authority to support a safe, harassment-free work environment, while adhering to the multitude of Federal, State, and local laws and policies that govern how harassment allegations are adjudicated. Recipients of NIH funds must assure their compliance with civil rights protections.
OCR, which is responsible for enforcing federal civil rights laws among other laws , provides resources to agencies and to recipients, to address concerns regarding potential violations. NIH has, and continues to, remind the research community of this requirement through its policy notices. We strive to provide a work environment free of discrimination and harassment, providing all employees the freedom to compete on a fair and level playing field. Our mission is to provide opportunities for individuals of all ages and backgrounds to serve their communities and country.
We work with national and community nonprofit organizations, faith-based groups, schools, and local agencies to engage individuals in meeting critical needs to support education, disaster services, economic opportunity, healthy futures, veterans and military families, and other causes.
Our commitment to diversity, dignity, and equal opportunity is integral to our mission. In order to achieve this, we must promote a climate of mutual respect and appreciation for the strengths that a diverse workforce brings to bear. It is essential that our employees provide work and service environments free from discrimination and harassment.
As the Chief Executive Officer, I am committed to fostering a diverse workplace; a workplace that is free of discrimination or harassment in any form; that is inclusive and fair; and that encourages participation of all employees in every facet of AmeriCorps.
I am firmly committed to promoting a climate of mutual respect and appreciation for all AmeriCorps employees. Every AmeriCorps manager, supervisor, and employee must abide by this policy. Any person who violates this policy will be subject to appropriate disciplinary action, up to and including removal from federal service.
Any AmeriCorps employee, former employee, or applicant for employment who believes they were discriminated against in violation of civil rights laws, regulations, or this policy or subject to reprisal for opposing discrimination or participating in discrimination complaint proceedings e. Discrimination claims should be brought to the attention of the EEOP within 45 calendar days of the occurrence to be accepted for investigation in a formal complaint of discrimination.
The EEOP may be reached at or eo cns. In addition, employees may also consider our Alternate Dispute Resolution ADR Program as an informal way to resolve workplace conflicts. If you are interested in learning more about our ADR program, please email adr cns. AmeriCorps is not responsible for the link, nor does it endorse the content of the third-party website. Click on the continue button to proceed to the external website; otherwise click cancel to stay on AmeriCorps.
Official websites use. Breadcrumb About Agency overview. 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.
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