Use of the Centennial of Flight Commission Name; Correction, 65099 [2012-26273]
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Federal Register / Vol. 77, No. 207 / Thursday, October 25, 2012 / Rules and Regulations
Affirmative Employment
Diversity and Inclusion
erowe on DSK2VPTVN1PROD with
to maintain a workplace that is free from
discrimination and that values all
employees. 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.
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.
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
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.
VerDate Mar<15>2010
13:15 Oct 24, 2012
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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)
Dated This 17th Day of September, 2012.
By Order of the Board.
Dale L. Aultman,
Secretary, Farm Credit Administration Board.
Dated: October 19, 2012.
Mary Alice Donner,
Acting Secretary, Farm Credit Administration
Board.
[FR Doc. 2012–26255 Filed 10–24–12; 8:45 am]
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65099
NATIONAL AERONAUTICS AND
SPACE ADMINISTRATION
14 CFR Part 1204
[Docket No. NASA–2012–0004]
RIN 2700–AD78
Use of the Centennial of Flight
Commission Name; Correction
National Aeronautics and
Space Administration.
ACTION: Direct final rule; correction.
AGENCY:
This document corrects a
direct final rule that made
nonsubstantive changes by removing a
regulation that is obsolete and no longer
used. The revisions to the direct final
rule are part of NASA’s retrospective
plan under Executive Order (EO) 13563
completed in August 2011. NASA’s full
plan can be accessed on the Agency’s
open government Web site at https://
www.nasa.gov/open/.
DATES: This correction is effective on
December 3, 2012.
FOR FURTHER INFORMATION CONTACT:
Nanette Jennings, 202–358–0819.
SUPPLEMENTARY INFORMATION: NASA
published FR Doc. 2012–23649 in the
Federal Register of October 4, 2012 (77
FR 60619) removing regulations that are
obsolete and no longer in use. In the
rule under the heading ‘‘Part 1204—
Administrative Authority and Policy’’
an incorrect amendatory instruction is
being corrected.
SUMMARY:
Part 1204
Subpart 5—[Corrected]
On page 60620, in the first column,
correct amendatory instruction 1 to read
as follows:
‘‘1. The authority citation for part
1204 subpart 5 is revised to read as
follows:’’
■
Cheryl E. Parker,
Federal Register Liaison.
[FR Doc. 2012–26273 Filed 10–24–12; 8:45 am]
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FEDERAL TRADE COMMISSION
16 CFR Parts 2 and 4
Rules of Practice
Federal Trade Commission.
Final rule; correction.
AGENCY:
ACTION:
The Federal Trade
Commission published a document in
the Federal Register of September 27,
2012, adopting revisions to the
SUMMARY:
E:\FR\FM\25OCR1.SGM
25OCR1
]]>Agencies
[Federal Register Volume 77, Number 207 (Thursday, October 25, 2012)]
[Rules and Regulations]
[Page 65099]
From the Federal Register Online via the Government Printing Office [www.gpo.gov]
[FR Doc No: 2012-26273]
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NATIONAL AERONAUTICS AND SPACE ADMINISTRATION
14 CFR Part 1204
[Docket No. NASA-2012-0004]
RIN 2700-AD78
Use of the Centennial of Flight Commission Name; Correction
AGENCY: National Aeronautics and Space Administration.
ACTION: Direct final rule; correction.
-----------------------------------------------------------------------
SUMMARY: This document corrects a direct final rule that made
nonsubstantive changes by removing a regulation that is obsolete and no
longer used. The revisions to the direct final rule are part of NASA's
retrospective plan under Executive Order (EO) 13563 completed in August
2011. NASA's full plan can be accessed on the Agency's open government
Web site at https://www.nasa.gov/open/.
DATES: This correction is effective on December 3, 2012.
FOR FURTHER INFORMATION CONTACT: Nanette Jennings, 202-358-0819.
SUPPLEMENTARY INFORMATION: NASA published FR Doc. 2012-23649 in the
Federal Register of October 4, 2012 (77 FR 60619) removing regulations
that are obsolete and no longer in use. In the rule under the heading
``Part 1204--Administrative Authority and Policy'' an incorrect
amendatory instruction is being corrected.
Part 1204
Subpart 5--[Corrected]
0
On page 60620, in the first column, correct amendatory instruction 1 to
read as follows:
``1. The authority citation for part 1204 subpart 5 is revised to
read as follows:''
Cheryl E. Parker,
Federal Register Liaison.
[FR Doc. 2012-26273 Filed 10-24-12; 8:45 am]
BILLING CODE 7510-13-P
