Office of Civil Rights & Diversity
Regina Neal-Mujahid, Assistant DirectorEmail: firstname.lastname@example.org
FunctionTo ensure equal employment opportunity, diversity and inclusion through policy development, workforce analysis, retention and outreach/education and to ensure that employees and contractors are free to raise concerns, without fear of reprisal, to best serve the environmental management program.
Office of Civil Rights and Diversity Services Include:
Equal Employment Opportunity (EEO)
- DOE O 311.1B: Equal Employment Opportunity and Diversity Program
- DOE Policy Statement on Equal Employment Opporiunity, Harassment, and Retaliation
- Title VI
- Title VII Complaint Processing
- Title IX
- EMCBC Sexual Harrassment Statement
- EMCBC EEO Complaints Process
- EMCBC EEO Counselors
- Resolving EEO Complaints Through Mediation
- EEO/Diversity Training
- EMCBC EEO/Diversity Brochure
- Contractor Oversight
- EMCBC Reasonable Accommodation Policy
- EMCBC Reasonable Accommodation Guide
- Special Emphasis Programs
Diversity and Inclusion
EMCBC EEO Counselors
Counselors serve as liaisons between the employee and management, in the informal complaint processing stage. The counselor is neither an advocate of management nor of the employee.
- Meets with complainant and handles informal alleged incident or personnel action.
- Advises employees of EEO rights under the law.
- Seeks out facts relevant to complaints to resolve issues.
- Reviews agency records to secure facts.
- Interviews parties to the complaint.
- Attempts a common ground resolution of the issue after talking with employees, their representatives (if applicable), and management officials.
Ken Lewis (513) 246-0592
Larry Kelly (513) 246-0609
Trisha Zamarron (513) 246-0498
EEO Counselor Brochure
Office of Civil Rights and Diversity Staff
Senior EEO Specialist
The Purpose of the Environmental Management Consolidated Business Center (EMCBC) Diversity Council is to provide advice and assistance to the EMCBC management team on diversity-related plans, policies, and programs; and to serve as an advocate for diversity by bolstering the development and implementation of EMCBC and Secretarial diversity initiatives within the workplace.
EMCBC Diversity Council members are representative of the EMCBC and its Customer Sites.Diversity Council Charter
Diversity Council Brochure
|TJ Jackson; Chairperson||Office of Technical Support and Asset Management||513-246-0077|
|Paul Sian; Member At-Large and Co-Chairperson||Office of Chief Counsel||513-744-0966|
|Rochelle Zimmerman; Member At-Large||Portsmouth Paducah Project Office||859-219-4013|
|Melvin Boyd; Member At-Large||Office of Technical Support and Asset Management||513-246-0576|
|Paul Lucas; Member At-Large||Office of Cost Estimating and Project Management Support||513-246-0507|
|Don Metzler; Member At-Large||MOAB, Utah UMTRA Project||970-257-2115|
|Paul Whalen; Member At-Large||Office of Chief Counsel||513-246-0577|
National Disability Employment Program Manager
Federal Woman's Program Manager
|Office of Financial Management||513-246-0521|
Hispanic Employment Program Manager
|Office of Civil Rights and Diversity||513-246-0498|
Veterans Employment Program Manager
African American Employment Program Manager
|Office of Financial Management||513-246-0544|
Native American Employment Program Manager
|Office of Technical Support and Asset Management||513-246-1368|
Asian American Employment Program Manager
|Office of Contracting||513-246-0561|
Special Emphasis Programs
Special Emphasis Programs (SEPs) were established by the Federal government to enhance opportunities for minorities, women, and people with disabilities in employment areas. The SEPs include: the Federal Women’s Program; the Hispanic Employment Program, the Black Employment Program, the Native American Employment Program, the Persons with Disabilities Employment Program, and the Asian/Pacific Islander Employment Program. The EMCBC also plans to establish a Veterans Group to support the employment of veterans, including disabled veterans.
Roles of Special Emphasis Program Managers
- Manage SEPs in accordance with all applicable laws, regulations, and orders and directives under the direct supervision of the Assistant Director, Office of EEO/Diversity;
- Identify barriers to the employment and advancement of women, minorities, person with disabilities, and veterans;
- Recommend appropriate actions to eliminate under-representation and remove barriers to the employment and advancement of EEO groups; and
- Promote employee awareness of EEO principles and goals by developing special activities and programs.
|SEPM Contact||Program||Email Address||Phone Number|
|Jacquelyn Wolfe||Federal Women's Programemail@example.com||513-246-0521|
|Josephine Brownlee||African American Employment Programfirstname.lastname@example.org||513-246-0544|
|Trisha Zamarron||Hispanic Employment Programemail@example.com||513-246-0498|
|Erin Kroger||Native American Employment Programfirstname.lastname@example.org||513-246-1368|
|Vacant||Veteran's Employment Program||513-744-0968|
|Vacant||Disability Employment Program||513-744-0968|
|Nina Akgunduz||Asian / Pacific Islander Employment Programemail@example.com||513-246-0561|
Title VI of the Civil Rights Act of 1964 prohibits discrimination on the basis of race, color, and national origin in programs and activities that receive federal financial assistance. The law states, in part, that:
No person in the United States shall, on the ground of race, color, or national origin, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any program or activity receiving Federal financial assistance.
The Office of Civil Rights and Diversity is responsible for monitoring and enforcing compliance with Title VI, investigating Title VI-related complaints, and providing technical assistance to recipients of Department of Energy financial assistance. The Department has promulgated regulations that implement Title VI. The regulations can be found at 10 C.F.R. Part 1040.
For more information please see the Department of Justice website
Title IX of the Education Amendments of 1972, as amended, prohibits discrimination on the basis of sex in all educational programs and activities of institutions that receive federal financial assistance. The law states, in part, that:
No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity receiving federal financial assistance.
Click here to learn more: 20 U.S.C. § 1681(a)
The Office of Civil Rights and Diversity is responsible for monitoring and enforcing compliance with Title IX, investigating Title IX-related complaints, and providing technical assistance related to Title IX to recipients of Department of Energy financial assistance.
Department of Energy Title IX Implementing Regulations:
The Department has promulgated regulations implementing Title IX. The Department’s Title IX implementing regulations can be found at 10 C.F.R. Parts 1042 and 1040.
Federal Women's Program
Hispanic Employment Program
- The Hispanic program was established initially by a Presidential Directive in 1970 as a Sixteen-Point Program for Spanish-speaking Americans.
- In 1997, the U.S. Office of Personnel Management (OPM) issued a memorandum to Heads of Executive Departments and Independent Agencies which proposed a Nine-Point Plan to improve the representation of Hispanics in the Federal workforce.
- Executive Order 13171 of October 12, 2000, (Hispanic Employment in the Federal Government)
Veteran's Employment Program
- The Veterans Preference Act of 1944 (5 USC 2108); non-competitive appointing authority for 30 percent or more disabled veterans (5 USC 3114); the Veterans Readjustment Appointment (EO 11521); and the Vietnam Era Readjustment Assistance Act of 1974 (38 USC 2104).
- The Veterans Emphasis Program is directed at assuring that all veterans have the full measure of employment in the Federal service.
Disability Employment Program
- The Disability Employment Program originated from Public Law 89-554, codified as 5 USC 7153, and Presidential Policy Statements. It promotes the hiring, placement, and advancement of employees with disabilities.
- Executive Order 12066 and the Civil Service Reform Act of 1978 required affirmative action for the hiring, placement and advancement for persons with disabilities.
EEO Complaints Process
An employee or applicant (complainant) must attempt to resolve an alleged discriminatory act through an EEO Counselor before filing a formal complaint. The employee and/or applicant must contact an EEO Counselor within 45 days of the alleged discriminatory act, the effective date of the alleged discriminatory personnel action or when the complainant first learned of the alleged discriminatory act. The employee may elect to enter Alternative Dispute Resolution during the EEO Counseling stage.
If the complaint is not resolved informally, the EEO Counselor will conduct a final interview with the complainant no later than 30 calendar days after the initial contact. If the complainant elects ADR, this period may be extended up to a total of 90 calendar days. Counseling may also be extended by written consent of the complainant and the designated official.
What to Expect from Counseling
The EEO Counselor does not represent the complainant or Management; he or she is a neutral third party. The Counselor listens objectively to both sides, gathers information, and works to resolve the situation. The Counselor cannot use the complainant’s name unless authorized in writing; however, a request for anonymity may limit the Counselor’s ability to resolve the matter informally. The Counselor may offer reasonable suggestions for an equitable resolution, and is open to suggestions from others.
Filing a Complaint of Discrimination
Formal Complaint Process:
Individual Complaint Once counseling has been completed, the EEO Counselor issues a Notice of Right to File a Complaint of Discrimination Form (DOE Form 1600.1). If the complainant then wishes to file a formal complaint of discrimination, he/she must do so within 15 calendar days of receiving the Notice. It is critical that the complainant clearly state the claim(s) on the form or an attachment. Only those issues raised during the counseling, or similar/related issues, may be included in the formal complaint. The agency will then determine which issues in the formal complaint will be accepted for investigation, and which issues will be dismissed.
If you believe you have been subjected to discrimination, please follow the EEO complaints process procedure.
Equal Employment Opportunity
Sheila GilliamEmail: firstname.lastname@example.org
- Title VII Complaints Processing
- Title VI and Title IX
- Special Emphasis Programs
- EEO/Diversity Training
- Contractor Oversight
- Diversity Council
Diversity & Inclusion
Betsy VolkEmail: email@example.com
- Presidential and Secretarial Diversity Initiatives
- Education and Community Outreach
- Diversity Recruitment
- Student Intern Programs
Employee Concerns Program
Value and Philosophy
The U.S. Department of Energy, Environmental Management Consolidated Business Center (EMCBC), believes that investigating, understanding and responding to employee concerns provides a valuable tool to improve safety, the work environment and productivity at the EMCBC and customer sites.
The EMCBC also believes that employee concerns are most efficiently resolved when the employee resolves concerns at the local level with his/her employer. When the employee cannot achieve resolution with his/her employer, or has a real concern regarding retaliation, intimidation or harassment, the EMCBC encourages the employee to contact the Employee Concerns Program (ECP) Office.
Filing an Employee Concern
Concerns can be expressed in person, by phone, by email, or in writing. Forms are available throughout the EMCBC and customer site facilities.
Types of Concerns Employees May Raise
- Safety and Health
- Fraud, Waste, and Abuse
- Working Conditions
|EMCBC||EMCBC Small Sites||Portsmouth / Paducah|
|West Valley Demonstration Project||Carlsbad Field Office||MOAB|