Article 30
Equal Employment Opportunity

Section 30.01

It is the policy of the Employer and NTEU to support an affirmative and positive Equal Employment Opportunity (EEO) program. Discrimination on the basis of race, color, religion, national origin, lawful political affiliation, sex, marital status, sexual orientation, age, or nonrestrictive physical handicap will not be tolerated in personnel practices and employment conditions; and it is agreed that these basic principles shall be accomplished by Section 30.03 through 30.04 of this Article.

Section 30.02

Employees seeking appropriate assistance from an EEO Counselor are limited to an EEO Counselor in their building unless there is no EEO Counselor in their building, or there is a conflict of interest (e.g., the EEO Counselor may be affected by the outcome or a charge or complaint). In those cases, the employee shall coordinate the request for another counselor with the EEO Officer.

Section 30.03

NTEU will be provided annually available sanitized EEO reports.

Section 30.04

A. The Employer agrees to continue the DOE Headquarters EEO Advisory Committee, which shall meet at least on a quarterly basis.

B. NTEU may appoint up to four (4) representatives from Forrestal and up to four (4) representatives from Germantown to serve as members of the Committee. The appointment of these individuals will not affect the status of other employees currently serving on the Committee from identical organizational components.

Section 30.05

It will be the function of the EEO Advisory Committee to advise the Employer on the continuing development and implementation of the Headquarters EEO program, including, but not limited to: affirmative action, upward mobility, recruitment efforts, and the nature and timely processing of complaints on hand. While the EEO Advisory Committee shall not be a forum for complaints, grievances, or appeals, it may raise questions or concerns for the Employer's consideration and response. Statistical and other information which is not otherwise prohibited from disclosure by law and regulations, and which is developed by the Employer in connection with existing and planned affirmative action or EEO efforts, shall be made available to the Committee upon request.