Posted Pursuant to the Elijah E. Cummings Federal Employee Antidiscrimination Act of 2020
The Department of Labor (DOL) is deeply committed to building a workplace that advances equal employment opportunity (EEO) and the principles of diversity, equity, inclusion, and accessibility (DEIA).
To best realize EEO and DEIA in the Department, all DOL employees, applicants, and contractors must be treated fairly and consistently on the basis of merit. As such, no employee will be denied equal employment opportunity, subjected to harassment, retaliated against for engaging in protected EEO activity, or denied equal pay or compensation because of race, color, ancestry, national origin (including ethnicity, accent, and use of a language other than English), religion or religious creed (including reasonable accommodation of religious beliefs or practices), physical or mental disability (including reasonable accommodation of physical or mental disability), medical condition, genetic information, sex (including pregnancy, childbirth, lactation, and related medical conditions), sexual orientation, gender identity, gender expression, sex characteristics, age, parental status, or any other prohibited factor. Protected EEO activity includes opposing a practice made unlawful by, engaging in a right extended by, or participating in any stage of administrative or judicial proceedings under, relevant employment discrimination laws, including requesting a reasonable accommodation for a disability or sincerely held religious belief.
A person wishing to file an EEO complaint must contact an EEO counselor of the Civil Rights Center (CRC) within 45 calendar days of the most recent incident of discrimination (including retaliation). Failure to contact an EEO counselor of the CRC within 45 calendar days of the most recent incident of discrimination (including retaliation) may result in the dismissal of an EEO complaint. For additional information on how to file an EEO complaint, please visit the Civil Rights Center’s page.
The Elijah E. Cummings Federal Employee Antidiscrimination Act of 2020 (Cummings Act) amends the Notification and Federal Employee Antidiscrimination and Retaliation (No FEAR) Act of 2002 to strengthen federal antidiscrimination laws enforced by the Equal Employment Opportunity Commission (EEOC) and expands accountability within federal agencies. Section 1133 of the Cummings Act requires DOL to post notification of a finding of discrimination (including retaliation) that has been made against DOL. The notice must be linked directly from DOL’s public internet website for a period of one (1) year, and state that a finding of discrimination (including retaliation) has been made, including identifying the date on which the finding was made, the date of each discriminatory act, the law(s) violated, and to advise employees of the rights and protections available under applicable Civil Rights laws.
Notification of EEO Violations
- Currently, there are no findings of discrimination (including retaliation) that have been made against the DOL. This list will be updated as appropriate, pursuant to Section 1133 of the Cummings Act.