Equal Employment Opportunity and Diversity, 50324-50325 [E8-19658]
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50324
Federal Register / Vol. 73, No. 166 / Tuesday, August 26, 2008 / Notices
1200 Pennsylvania Avenue, NW.,
Washington, DC 20460.
SUPPLEMENTARY INFORMATION: Requests
to make oral comments or to provide
written comments to the Council should
be sent to Sonia Altieri, Designated
Federal Officer, at the contact
information above by Friday, September
12, 2008. The public is welcome to
attend all portions of the meeting, but
seating is limited and is allocated on a
first-come, first-serve basis. Members of
the public wishing to gain access to the
conference room on the day of the
meeting must contact Sonia Altieri at
(202) 564–0243 or altieri.sonia@epa.gov
by September 12, 2008.
Meeting Access: For information on
access or services for individuals with
disabilities, please contact Sonia Altieri
at (202) 564–0243 or
altieri.sonia@epa.gov. To request
accommodation of a disability, please
contact Sonia Altieri, preferably at least
10 days prior to the meeting, to give
EPA as much time as possible to process
your request.
Dated: August 14, 2008.
Sonia Altieri,
Designated Federal Officer.
[FR Doc. E8–19748 Filed 8–25–08; 8:45 am]
BILLING CODE 6560–50–P
FARM CREDIT ADMINISTRATION
[BM–14–AUG–08–03]
Equal Employment Opportunity and
Diversity
Farm Credit Administration.
Policy statement.
AGENCY:
sroberts on PROD1PC76 with NOTICES
ACTION:
SUMMARY: The Farm Credit
Administration (FCA or Agency),
through the FCA Board (Board), has
updated and reaffirmed at its regular
August Board meeting a policy
statement on equal employment
opportunity and diversity. The policy
statement provides guidance to
management and staff on addressing
affirmative employment and diversity,
workplace harassment, the disabled
veterans affirmative action program, and
the delineation of responsibilities for
implementing the Agency’s equal
employment opportunity and diversity
programs.
DATES: Effective Date: August 14, 2008.
FOR FURTHER INFORMATION CONTACT: Jeff
McGiboney, Equal Employment
Opportunity Director, Farm Credit
Administration, McLean, Virginia
22102–5090, (703) 883–4353, TTY (703)
883–4056; or
Jennifer Cohn, Senior Attorney, Office
of General Counsel, Farm Credit
VerDate Aug<31>2005
00:53 Aug 26, 2008
Jkt 214001
Administration, McLean, Virginia
22102–5090, (703) 883–4020, TTY (703)
883–4020.
SUPPLEMENTARY INFORMATION: The text of
the Board’s policy statement on equal
employment opportunity programs and
diversity is set forth below in its
entirety.
Policy Statement on Equal Employment
Opportunity Programs and Diversity
BM–14–AUG–08–03
FCA–PS–62
Effective Date: August 14, 2008.
Effect on Previous Action: Updates
FCA–PS–62 [BM–13–JUL–06–03] (71 FR
46481, 8/14/2006) 7–13–06.
Sources of Authority: Title VII of the
Civil Rights Act of 1964, as amended (42
U.S.C. 2000e et seq.); Age
Discrimination in Employment Act (29
U.S.C. 621 et seq.); Rehabilitation Act of
1973, as amended (29 U.S.C. 721 et
seq.); Equal Pay Act of 1974 (29 U.S.C.
206(d)); Civil Service Reform Act of
1978 (5 U.S.C. 3112); Notification and
Federal Employee Antidiscrimination
and Retaliation Act of 2002 (NO FEAR
Act) (5 U.S.C. 2301); section 5.9 of the
Farm Credit Act of 1971, as amended
(12 U.S.C. 2243); Executive Order 11478
(Equal Employment Opportunity in the
Federal Government), as amended by
Executive Orders 13087 and 13152 to
include prohibitions on discrimination
based on sexual orientation and status
as a parent; Executive Order 13145
(prohibits discrimination in Federal
employment based on genetic
information); Executive Order 13166
(Improving Access to Services for
Persons with Limited English
Proficiency); 29 CFR part 1614; Equal
Employment Opportunity Commission
Management Directives.
Purpose
The Farm Credit Administration (FCA
or Agency) Board reaffirms its
commitment to Equal Employment
Opportunity (EEO) and Diversity
(EEOD) and its belief that all FCA
employees should be treated with
dignity and respect. The Board also
provides guidance to Agency
management and staff for deciding and
taking action in these critical areas.
Importance
Unquestionably, the employees who
comprise the FCA are its most important
resource. The Board fully recognizes
that the Agency draws its strength from
the dedication, experience, and
diversity of its employees. The Board is
firmly committed to taking whatever
steps are needed to protect the rights of
its staff and to carrying out programs
PO 00000
Frm 00026
Fmt 4703
Sfmt 4703
that foster the development of each
employee’s potential. We believe an
investment in efforts that strongly
promote EEOD will prevent the conflict
and the high costs of correction for
taking no, or inadequate, action in these
areas.
The Farm Credit Administration
(FCA) Board Adopts the Following
Policy Statement:
It is the policy of the FCA to prohibit
discrimination in Agency policies,
program practices, and operations.
Employees, applicants for employment,
and members of the public who seek to
take part in FCA programs, activities,
and services will be treated fairly. FCA,
under the appropriate laws and
regulations, will:
• Ensure equal employment
opportunity based on merit and
qualification, without discrimination
because of race, color, religion, sex, age,
national origin, disability, sexual
orientation, status as a parent, genetic
information, or participation in
discrimination or harassment complaint
proceedings;
• Provide for the prompt and fair
consideration of complaints of
discrimination;
• Make reasonable accommodations
for qualified applicants for employment
and employees with physical or mental
disabilities under law;
• Provide an environment free from
harassment to all employees;
• Create and maintain an
organizational culture that recognizes,
values, and supports employee and
public diversity and inclusion;
• Develop objectives within the
Agency’s operation and strategic
planning process to meet the goals of
EEOD and this policy;
• Implement affirmative programs to
carry out this policy within the Agency;
and
• To the extent practicable, seek to
encourage the Farm Credit System to
continue its efforts to promote and
increase diversity.
Diversity and Inclusion
The FCA intends to be a model
employer. That is, as far as possible,
FCA will build and maintain a
workforce that reflects the rich diversity
of individual differences evident
throughout this Nation. The Board
views individual differences as
complementary and believes these
differences enrich our organization.
When individual differences are
respected, recognized, and valued,
diversity becomes a powerful force that
can contribute to achieving superior
results. Therefore, we will create,
maintain, and continuously improve on
C:\FR\FM\26AUN1.SGM
26AUN1
Federal Register / Vol. 73, No. 166 / Tuesday, August 26, 2008 / Notices
an organizational culture that fully
recognizes, values, and supports
employee diversity. The Board is
committed to promoting and supporting
an inclusive environment that provides
to all employees, individually and
collectively, the chance to work to their
full potential in the pursuit of the
Agency’s mission. We will provide
everyone the opportunity to develop to
his or her fullest potential. When a
barrier to someone achieving this goal
exists, we will strive to remove this
barrier.
Affirmative Employment
The Board reaffirms its commitment
to ensuring FCA conducts all of its
employment practices in a
nondiscriminatory manner. The Board
expects full cooperation and support
from everyone associated with
recruitment, selection, development,
and promotion to ensure such actions
are free of discrimination. All
employees will be evaluated on their
EEOD achievements as part of their
overall job performance. Though staff
commitment is important, the role of
supervisors is paramount to success.
Agency supervisors must be coaches
and are responsible for helping all
employees develop their talents and
give their best efforts in contributing to
the mission of the FCA.
Workplace Harassment
sroberts on PROD1PC76 with NOTICES
Disabled Veterans Affirmative Action
Program (DVAAP)
A disabled veteran is defined as
someone who is entitled to
compensation under the laws
administered by the Veterans
Administration or someone who was
discharged or released from active duty
because of a service-connected
disability.
The FCA is committed to increasing
the representation of disabled veterans
within its organization. Our Nation
owes a debt to those veterans who
served their country, especially those
who were disabled because of service.
To honor these disabled veterans, the
FCA shall place emphasis on making
vacancies known to and providing
00:53 Aug 26, 2008
Responsibilities
The Chairman and Chief Executive
Officer (CEO) is ultimately responsible
for developing and carrying out all
EEOD requirements and initiatives in
accordance with laws and regulations to
fulfill diversity initiatives in approved
program plans.
To help in fulfilling these
responsibilities the CEO, or designee,
will fill the following positions:
• EEO Director and, as appropriate,
EEO Coordinator(s);
• Special Emphasis Program
Managers required by law or regulation;
• EEO Counselors; and
• EEO Investigators.
Persons in these positions will
perform their duties as specified by the
CEO or designee and as required by law
or regulation. The Head of each Agency
office will provide to these persons on
an as needed basis upon request from
the EEO Director.
The CEO or EEO Director may also
establish standing committees to deal
with specific issues as they arise.
Adopted this 14th day of August 2008
by Order of the Board.
Dated: August 14, 2008.
Roland E. Smith,
Secretary,Farm Credit Administration Board.
[FR Doc. E8–19658 Filed 8–25–08; 8:45 am]
BILLING CODE 6705–01–P
It is the policy of the FCA to provide
a work environment free from unlawful
discrimination in any form, and to
protect all employees from any form of
harassment, either physical or verbal.
The FCA will not tolerate harassment in
the workplace for any reason. The FCA
also will not tolerate retaliation against
any employee for reporting harassment
or for aiding in any inquiry about
reporting harassment.
VerDate Aug<31>2005
opportunities for employing disabled
veterans.
Jkt 214001
FEDERAL COMMUNICATIONS
COMMISSION
Notice of Public Information
Collection(s) Approved by the Office of
Management and Budget
August 18, 2008.
SUMMARY: The Federal Communications
Commission has received Office of
Management and Budget (OMB)
approval for the following public
information collection(s) pursuant to the
Paperwork Reduction Act of 1995 (44
U.S.C. 3501–3520). An agency may not
conduct or sponsor a collection of
information unless it displays a
currently valid OMB control number,
and no person is required to respond to
a collection of information unless it
displays a currently valid OMB control
number. Comments concerning the
accuracy of the burden estimate(s) and
any suggestions for reducing the burden
should be directed to the person listed
in the FOR FURTHER INFORMATION
CONTACT section below.
FOR FURTHER INFORMATION CONTACT:
Leslie Haney, Leslie.Haney@fcc.gov,
(202) 418–1002.
PO 00000
Frm 00027
Fmt 4703
Sfmt 4703
50325
SUPPLEMENTARY INFORMATION:
OMB Control Number: 3060–1080.
OMB Approval Date: August 1, 2008.
Expiration Date: August 31, 2011.
Title: Collection for the Prevention or
Elimination of Interference and for the
Reconfiguration of the 800 MHz Band.
Form No.: Not applicable.
Estimated Annual Burden: 6,269
responses; 4.5104 hours per response;
28,276 hours total per year.
Obligation to Respond: Required to
Obtain or Retain Benefits.
Nature and Extent of Confidentiality:
The Commission will work with
respondents to ensure that their
concerns regarding the confidentiality of
any proprietary or public safetysensitive information are resolved in a
manner consistent with the
Commission’s rules. See 47 CFR 0.459.
Needs and Uses: The information
sought will assist 800 MHz licensees in
preventing or resolving interference and
enable the Commission to implement its
rebanding program. Under that program,
certain licensees are being relocated to
new frequencies in the 800 MHz band,
with all rebanding costs to be paid by
Sprint Nextel Corporation (Sprint). The
Commission’s overarching objective in
this proceeding is to eliminate
interference to public safety
communications. The Commission’s
orders provided for the 800 MHz
licensees in non-border areas to
complete rebanding by June 26, 2008.
This collection is being revised to
incorporate the waiver request
information collection previously
approved under OMB control number
3060–1114.
Federal Communications Commission.
Marlene H. Dortch,
Secretary.
[FR Doc. E8–19650 Filed 8–25–08; 8:45 am]
BILLING CODE 6712–01–P
FEDERAL COMMUNICATIONS
COMMISSION
Notice of Public Information
Collection(s) Approved by the Office of
Management and Budget
August 18, 2008.
SUMMARY: The Federal Communications
Commission has received Office of
Management and Budget (OMB)
approval for the following public
information collection(s) pursuant to the
Paperwork Reduction Act of 1995 (44
U.S.C. 3501–3520). An agency may not
conduct or sponsor a collection of
information unless it displays a
currently valid OMB control number,
and no person is required to respond to
a collection of information unless it
C:\FR\FM\26AUN1.SGM
26AUN1
]]>Agencies
[Federal Register Volume 73, Number 166 (Tuesday, August 26, 2008)]
[Notices]
[Pages 50324-50325]
From the Federal Register Online via the Government Printing Office [www.gpo.gov]
[FR Doc No: E8-19658]
=======================================================================
-----------------------------------------------------------------------
FARM CREDIT ADMINISTRATION
[BM-14-AUG-08-03]
Equal Employment Opportunity and Diversity
AGENCY: Farm Credit Administration.
ACTION: Policy statement.
-----------------------------------------------------------------------
SUMMARY: The Farm Credit Administration (FCA or Agency), through the
FCA Board (Board), has updated and reaffirmed at its regular August
Board meeting a policy statement on equal employment opportunity and
diversity. The policy statement provides guidance to management and
staff on addressing affirmative employment and diversity, workplace
harassment, the disabled veterans affirmative action program, and the
delineation of responsibilities for implementing the Agency's equal
employment opportunity and diversity programs.
DATES: Effective Date: August 14, 2008.
FOR FURTHER INFORMATION CONTACT: Jeff McGiboney, Equal Employment
Opportunity Director, Farm Credit Administration, McLean, Virginia
22102-5090, (703) 883-4353, TTY (703) 883-4056; or
Jennifer Cohn, Senior Attorney, Office of General Counsel, Farm
Credit Administration, McLean, Virginia 22102-5090, (703) 883-4020, TTY
(703) 883-4020.
SUPPLEMENTARY INFORMATION: The text of the Board's policy statement on
equal employment opportunity programs and diversity is set forth below
in its entirety.
Policy Statement on Equal Employment Opportunity Programs and Diversity
BM-14-AUG-08-03
FCA-PS-62
Effective Date: August 14, 2008.
Effect on Previous Action: Updates FCA-PS-62 [BM-13-JUL-06-03] (71
FR 46481, 8/14/2006) 7-13-06.
Sources of Authority: Title VII of the Civil Rights Act of 1964, as
amended (42 U.S.C. 2000e et seq.); Age Discrimination in Employment Act
(29 U.S.C. 621 et seq.); Rehabilitation Act of 1973, as amended (29
U.S.C. 721 et seq.); Equal Pay Act of 1974 (29 U.S.C. 206(d)); Civil
Service Reform Act of 1978 (5 U.S.C. 3112); Notification and Federal
Employee Antidiscrimination and Retaliation Act of 2002 (NO FEAR Act)
(5 U.S.C. 2301); section 5.9 of the Farm Credit Act of 1971, as amended
(12 U.S.C. 2243); Executive Order 11478 (Equal Employment Opportunity
in the Federal Government), as amended by Executive Orders 13087 and
13152 to include prohibitions on discrimination based on sexual
orientation and status as a parent; Executive Order 13145 (prohibits
discrimination in Federal employment based on genetic information);
Executive Order 13166 (Improving Access to Services for Persons with
Limited English Proficiency); 29 CFR part 1614; Equal Employment
Opportunity Commission Management Directives.
Purpose
The Farm Credit Administration (FCA or Agency) Board reaffirms its
commitment to Equal Employment Opportunity (EEO) and Diversity (EEOD)
and its belief that all FCA employees should be treated with dignity
and respect. The Board also provides guidance to Agency management and
staff for deciding and taking action in these critical areas.
Importance
Unquestionably, the employees who comprise the FCA are its most
important resource. The Board fully recognizes that the Agency draws
its strength from the dedication, experience, and diversity of its
employees. The Board is firmly committed to taking whatever steps are
needed to protect the rights of its staff and to carrying out programs
that foster the development of each employee's potential. We believe an
investment in efforts that strongly promote EEOD will prevent the
conflict and the high costs of correction for taking no, or inadequate,
action in these areas.
The Farm Credit Administration (FCA) Board Adopts the Following
Policy Statement:
It is the policy of the FCA to prohibit discrimination in Agency
policies, program practices, and operations. Employees, applicants for
employment, and members of the public who seek to take part in FCA
programs, activities, and services will be treated fairly. FCA, under
the appropriate laws and regulations, will:
Ensure equal employment opportunity based on merit and
qualification, without discrimination because of race, color, religion,
sex, age, national origin, disability, sexual orientation, status as a
parent, genetic information, or participation in discrimination or
harassment complaint proceedings;
Provide for the prompt and fair consideration of
complaints of discrimination;
Make reasonable accommodations for qualified applicants
for employment and employees with physical or mental disabilities under
law;
Provide an environment free from harassment to all
employees;
Create and maintain an organizational culture that
recognizes, values, and supports employee and public diversity and
inclusion;
Develop objectives within the Agency's operation and
strategic planning process to meet the goals of EEOD and this policy;
Implement affirmative programs to carry out this policy
within the Agency; and
To the extent practicable, seek to encourage the Farm
Credit System to continue its efforts to promote and increase
diversity.
Diversity and Inclusion
The FCA intends to be a model employer. That is, as far as
possible, FCA will build and maintain a workforce that reflects the
rich diversity of individual differences evident throughout this
Nation. The Board views individual differences as complementary and
believes these differences enrich our organization. When individual
differences are respected, recognized, and valued, diversity becomes a
powerful force that can contribute to achieving superior results.
Therefore, we will create, maintain, and continuously improve on
[[Page 50325]]
an organizational culture that fully recognizes, values, and supports
employee diversity. The Board is committed to promoting and supporting
an inclusive environment that provides to all employees, individually
and collectively, the chance to work to their full potential in the
pursuit of the Agency's mission. We will provide everyone the
opportunity to develop to his or her fullest potential. When a barrier
to someone achieving this goal exists, we will strive to remove this
barrier.
Affirmative Employment
The Board reaffirms its commitment to ensuring FCA conducts all of
its employment practices in a nondiscriminatory manner. The Board
expects full cooperation and support from everyone associated with
recruitment, selection, development, and promotion to ensure such
actions are free of discrimination. All employees will be evaluated on
their EEOD achievements as part of their overall job performance.
Though staff commitment is important, the role of supervisors is
paramount to success. Agency supervisors must be coaches and are
responsible for helping all employees develop their talents and give
their best efforts in contributing to the mission of the FCA.
Workplace Harassment
It is the policy of the FCA to provide a work environment free from
unlawful discrimination in any form, and to protect all employees from
any form of harassment, either physical or verbal. The FCA will not
tolerate harassment in the workplace for any reason. The FCA also will
not tolerate retaliation against any employee for reporting harassment
or for aiding in any inquiry about reporting harassment.
Disabled Veterans Affirmative Action Program (DVAAP)
A disabled veteran is defined as someone who is entitled to
compensation under the laws administered by the Veterans Administration
or someone who was discharged or released from active duty because of a
service-connected disability.
The FCA is committed to increasing the representation of disabled
veterans within its organization. Our Nation owes a debt to those
veterans who served their country, especially those who were disabled
because of service. To honor these disabled veterans, the FCA shall
place emphasis on making vacancies known to and providing opportunities
for employing disabled veterans.
Responsibilities
The Chairman and Chief Executive Officer (CEO) is ultimately
responsible for developing and carrying out all EEOD requirements and
initiatives in accordance with laws and regulations to fulfill
diversity initiatives in approved program plans.
To help in fulfilling these responsibilities the CEO, or designee,
will fill the following positions:
EEO Director and, as appropriate, EEO Coordinator(s);
Special Emphasis Program Managers required by law or
regulation;
EEO Counselors; and
EEO Investigators.
Persons in these positions will perform their duties as specified
by the CEO or designee and as required by law or regulation. The Head
of each Agency office will provide to these persons on an as needed
basis upon request from the EEO Director.
The CEO or EEO Director may also establish standing committees to
deal with specific issues as they arise.
Adopted this 14th day of August 2008 by Order of the Board.
Dated: August 14, 2008.
Roland E. Smith,
Secretary,Farm Credit Administration Board.
[FR Doc. E8-19658 Filed 8-25-08; 8:45 am]
BILLING CODE 6705-01-P
