U.S. Department of the Interior Prevention and Elimination of Harassing Conduct Policy, Personnel Bulletin 18-01 (PB 18-01)
U.S. Department of the Interior employees will be provided a workplace free from harassment, and appropriate officials will be notified of, and have the opportunity to promptly correct harassing conduct. This includes harassment which may occur while on incident assignment. This policy is outlined in PB 18-01.
You may also contact:
Jason Lopez, BLM Fire and Aviation Human Resources Employee Relations Specialist
The BLM and USFWS Fire programs recognizethat providing a workplace in which there is fair and equitable opportunities is a vital component of wildland fire readiness.
Providing equality in opportunity is vital to attracting, developing, and retaining a top-notch workforce in order to accomplish both agencies strategic missions. It is BLM and USFWS’ policy to ensure EEO is fully integrated into the mission with demonstrated commitment from all levels of leadership.
The BLM and USFWS Fire programs expects all employees to proactively prevent employment discrimination based on race, color, religion, sex, national origin, age (40 and over), disability, and/or reprisal for participation in the EEO process. Managers and supervisors share the responsibility with EEO for successful policy and program implementation to promote the full realization of equal employment opportunity through continuing affirmative programs that are efficient, responsive, and legally compliant.
The EEO office provides leadership, develops policy, and provides interpretation and recommendations on a wide range of equal employment and civil rights issues to BLM and USFWS Fire managers, supervisors, employees, and the public. EEO policies are clearly defined and provide the foundation for a workplace free from unlawful discrimination.
If you believe you have been discriminated against because of your race, color religion, sex (including sexual orientation and gender identity), national origin, age (40 years and over), physical or mental disability, genetic information, and/or reprisal or retaliation for participation in the EEO process, you can use the EEO discrimination complaint process.
You have 45 calendar days from the date of the incident to initiate an EEO complaint by contacting an appropriate EEO manager.
Regardless of agency affiliation, you may also contact:
- BLM Fire EEO Policy Statement
- EEO Process Overview
- Equal Employment Opportunity Commission (EEOC) Federal Sector Guidance
- EEOC Management Directive 110 – Federal Sector Complaint Processing
- EEOC Management Directive 715 – Affirmative Employment Program
- Code of Federal Regulations – 29 CFR 1614
- BLM Reasonable Accommodation
- Notice to All Employees and Applicants
- FWS EEO Policy Statement
- FWS Reasonable Accommodation
The Do What’s Right program is directed to everyone in the wildland fire community, whether you are at a fire base, guard station, or whether you are a smokejumper, dispatcher, firefighter, module leader, fire management officer, or work in a support position or as a contractor in the fire organization. All of the issues apply to all of us. Everyone in the BLM and USFWS fire program needs to understand their rights and responsibilities. Everyone needs to understand the consequences of their actions. What is covered in this training comes down to best practices and expectations to, Do What's Right.
The Office of the Inspector General (OIG): Hotline Complaint Form
Fax: 703-487-5402 (ATTN: HOTLINE OPERATIONS)
Office of Inspector General
U.S. Department of the Interior
1849 C Street NW., MS 4428 MIB, Washington, DC 20240
You may also contact the nearest regional OIG office to report fraudulent activities:
Eastern Regional Office – Herndon, VA
Central Regional Office – Lakewood, CO
Western Regional Office – Sacramento, CA
DOI Collaborative Action and Dispute Resolution (CADR)
COREPlus Program Manager
Employee Assistance Program (EAP)