Equal Employment Opportunity and Diversity, 50908-50910 [2014-20283]
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tkelley on DSK3SPTVN1PROD with NOTICES
50908
Federal Register / Vol. 79, No. 165 / Tuesday, August 26, 2014 / Notices
Comments Due: 5 p.m. ET 9/8/14.
Docket Numbers: ER14–2674–000.
Applicants: Southern California
Edison Company.
Description: SGIA and Distribution
Service Agreement with Little RockPham Solar, LLC to be effective 8/20/
2014.
Filed Date: 8/19/14.
Accession Number: 20140819–5001.
Comments Due: 5 p.m. ET 9/9/14.
Docket Numbers: ER14–2675–000.
Applicants: Southwest Power Pool,
Inc.
Description: 2652R2 Waverly Wind
Farm LLC GIA to be effective 7/31/2014.
Filed Date: 8/19/14.
Accession Number: 20140819–5074.
Comments Due: 5 p.m. ET 9/9/14.
Docket Numbers: ER14–2676–000.
Applicants: Dry Lake Wind Power,
LLC.
Description: Normal filing name
change to be effective 8/20/2014.
Filed Date: 8/19/14.
Accession Number: 20140819–5139.
Comments Due: 5 p.m. ET 9/9/14.
Docket Numbers: ER14–2677–000.
Applicants: Pacific Gas and Electric
Company.
Description: Yerba Buena BESS Pilot
SGIA Service Agreement No. 265 Filing
to be effective 9/1/2014.
Filed Date: 8/19/14.
Accession Number: 20140819–5158.
Comments Due: 5 p.m. ET 9/9/14.
The filings are accessible in the
Commission’s eLibrary system by
clicking on the links or querying the
docket number.
Any person desiring to intervene or
protest in any of the above proceedings
must file in accordance with Rules 211
and 214 of the Commission’s
Regulations (18 CFR 385.211 and
385.214) on or before 5:00 p.m. Eastern
time on the specified comment date.
Protests may be considered, but
intervention is necessary to become a
party to the proceeding.
eFiling is encouraged. More detailed
information relating to filing
requirements, interventions, protests,
service, and qualifying facilities filings
can be found at: https://www.ferc.gov/
docs-filing/efiling/filing-req.pdf. For
other information, call (866) 208–3676
(toll free). For TTY, call (202) 502–8659.
Dated: August 19, 2014.
Nathaniel J. Davis, Sr.,
Deputy Secretary.
[FR Doc. 2014–20264 Filed 8–25–14; 8:45 am]
BILLING CODE 6717–01–P
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ENVIRONMENTAL PROTECTION
AGENCY
[FRL–9914–39–Region 8]
Proposed Administrative Settlement
and Order on Consent for Remedial
Investigation/Feasibility Study, Lincoln
Park Superfund Site, Canon City,
Fremont County, Colorado
Environmental Protection
Agency (EPA).
ACTION: Notice; request for public
comment.
AGENCY:
Notice is hereby given of the
proposed administrative settlement
proceeding under sections 104, 107, and
122(h)(1) of the Comprehensive
Environmental Response,
Compensation, and Liability Act of 1980
(CERCLA), as amended, 42 U.S.C. 9604,
9607, and 9622(h)(1) among the
Environmental Protection Agency
(EPA), the Colorado Department of
Public Health and Environment
(CDPHE), the ‘‘Agencies,’’ and the Cotter
Corporation (N.S.L.) the (Settling Party).
The Cotter Corporation is the owner and
operator of the uranium mill on the site
since 1957. This settlement agreement
applies to and is binding upon the EPA,
the CDPHE and the Settling Party.
DATES: Comments must be submitted on
or before October 27, 2014.
ADDRESSES: Comments and requests for
a copy of the proposed agreement
should be addressed to Virginia
Phillips, Enforcement Specialist,
Environmental Protection AgencyRegion 8, Mail Code 8ENF–RC, 1595
Wynkoop Street, Denver, Colorado
80202–2466, or by electronic mail at:
Phillips.Virginia@epa.gov and should
reference the Lincoln Park Superfund
Site, Canon City, Colorado.
Information is also available at the
Lincoln Park Site repository in Canon
City, located at: The Royal Gorge
Regional Museum and History Center;
612 Royal Gorge Boulevard, P.O. Box
1460, Canon City, Colorado 81215, (719)
269–9036. An electronic copy of the
proposed AOC is available on the
CDPHE Lincoln Park Web page at:
https://recycle4colorado.ipower.com/
Cotter/2014/14cotterdocs.htm
FOR FURTHER INFORMATION CONTACT:
Steven Moores, Enforcement Attorney,
Legal Enforcement Program,
Environmental Protection AgencyRegion 8, Mail Code 8ENF–L, 1595
Wynkoop Street, Denver, Colorado
80202–2466, (303) 312–6857.
SUPPLEMENTARY INFORMATION: The
parties enter into this agreement to: (a)
Determine the nature and extent of
contamination and any threat to the
SUMMARY:
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Fmt 4703
Sfmt 4703
public health, welfare, or environment
caused by the release or threatened
release of hazardous substances,
pollutants, or contaminants at or from
the site, by conducting a remedial
investigation; (b) identify and evaluate
remedial alternatives to prevent,
mitigate, or otherwise respond to or
remedy any release or threatened release
of hazardous substances, pollutants, or
contaminants at or from the Site, by
conducting a feasibility study (FS); and
(c) provide for recovery by the agencies
of future response costs for overseeing
the work to be conducted under this
settlement agreement.
Opportunity for Comment: The
proposed agreement, the Agency’s
response to any comments, and
additional background information
relating to the agreement are available
for public inspection. For sixty (60) days
following the date of publication of this
notice, the EPA will receive written
comments relating to the agreement.
The EPA will consider all comments
received and may modify or withdraw
its consent to the agreement if
comments received disclose facts or
considerations that indicate that the
agreement is inappropriate, improper, or
inadequate.
Dated: August 6, 2014.
Suzanne J. Bohan,
Acting Assistant Regional Administrator,
Office of Enforcement, Compliance and
Environmental Justice.
[FR Doc. 2014–20278 Filed 8–25–14; 8:45 am]
BILLING CODE 6560–50–P
FARM CREDIT ADMINISTRATION
[NV–14–15 (20–AUGUST–2014)]
Equal Employment Opportunity and
Diversity
Farm Credit Administration.
Policy statement.
AGENCY:
ACTION:
The Farm Credit
Administration (FCA) Board recently
updated its Policy Statement on Equal
Employment Opportunity and Diversity.
DATES: Effective Date: August 20, 2014.
FOR FURTHER INFORMATION CONTACT:
Thais Burlew, Director of Equal
Employment Opportunity and
Inclusion, Farm Credit Administration,
1501 Farm Credit Drive, McLean
Virginia 22102–5090, (703) 883–4290,
TTY (703) 883–4056.
SUPPLEMENTARY INFORMATION: While not
required by law, the Equal Employment
Opportunity Commission (EEOC) has
determined that reissuance of an
agency’s EEO policy statement each
SUMMARY:
E:\FR\FM\26AUN1.SGM
26AUN1
Federal Register / Vol. 79, No. 165 / Tuesday, August 26, 2014 / Notices
fiscal year is a symbol of the agency
leadership’s commitment to EEO and
Diversity principles. The FCA
conducted its annual review of Policy
Statement FCA–PS–62 on Equal
Employment Opportunity (EEO) and
Diversity and made minor grammatical
changes.
The text of the updated Policy
Statement is set forth below in its
entirety. All FCA Board policy
statements may be viewed on FCA’s
Web site. From www.fca.gov, select
‘‘Laws & Regulations,’’ then select ‘‘FCA
Handbook,’’ then select ‘‘FCA Board
Policy Statements.’’
EQUAL EMPLOYMENT OPPORTUNITY
AND DIVERSITY
NV–14–15
FCA–PS–62
EFFECTIVE DATE: August 20, 2014
EFFECT ON PREVIOUS ACTION: Replaces
FCA–PS–62 [NV 13–19] dated August
13, 2013 (78 FR 51187, 8/20/13).
SOURCE 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); Genetic
Information Nondiscrimination Act of
2008 (42 U.S.C. 2000ff et seq.); 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 13166
(Improving Access to Services for
Persons with Limited English
Proficiency); 29 CFR part 1614; Equal
Employment Opportunity Commission
Management Directives.
THE FARM CREDIT
ADMINISTRATION BOARD HEREBY
ADOPTS THE FOLLOWING POLICY
STATEMENT:
tkelley on DSK3SPTVN1PROD with NOTICES
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
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21:48 Aug 25, 2014
Jkt 232001
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. The
FCA Board Chair and Chief Executive
Officer (CEO) is ultimately responsible
for ensuring that FCA meets all EEOD
requirements and initiatives in
accordance with laws and regulations,
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 filing of a complaint,
participation in discrimination or
harassment complaint proceedings, or
other opposition to discrimination;
• 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;
• Make reasonable accommodations
based on applicants’ and employees’
religious beliefs or practices, consistent
with Title VII;
• 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
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Fmt 4703
Sfmt 4703
50909
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
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
E:\FR\FM\26AUN1.SGM
26AUN1
50910
Federal Register / Vol. 79, No. 165 / Tuesday, August 26, 2014 / Notices
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.
Dated this 20th day of August, 2014.
By order of the Board.
Dale L. Aultman,
Secretary, Farm Credit Administration Board.
[FR Doc. 2014–20283 Filed 8–25–14; 8:45 am]
BILLING CODE 6705–01–P
FEDERAL COMMUNICATIONS
COMMISSION
Information Collection Being Reviewed
by the Federal Communications
Commission Under Delegated
Authority
Federal Communications
Commission.
ACTION: Notice and request for
comments.
AGENCY:
As part of its continuing effort
to reduce paperwork burdens, and as
required by the Paperwork Reduction
Act (PRA) of 1995 (44 U.S.C. 3501–
3520), the Federal Communications
Commission (FCC or the Commission)
invites the general public and other
Federal agencies to take this
opportunity to comment on the
following information collection.
Comments are requested concerning:
whether the proposed collection of
information is necessary for the proper
performance of the functions of the
Commission, including whether the
information shall have practical utility;
the accuracy of the Commission’s
burden estimate; ways to enhance the
quality, utility, and clarity of the
information collected; ways to minimize
tkelley on DSK3SPTVN1PROD with NOTICES
SUMMARY:
VerDate Mar<15>2010
21:48 Aug 25, 2014
Jkt 232001
the burden of the collection of
information on the respondents,
including the use of automated
collection techniques or other forms of
information technology; and ways to
further reduce the information
collection burden on small business
concerns with fewer than 25 employees.
The FCC may not conduct or sponsor
a collection of information unless it
displays a currently valid control
number. No person shall be subject to
any penalty for failing to comply with
a collection of information subject to the
PRA that does not display a valid Office
of Management and Budget (OMB)
control number.
DATES: Written PRA comments should
be submitted on or before October 27,
2014. If you anticipate that you will be
submitting comments, but find it
difficult to do so within the period of
time allowed by this notice, you should
advise the contact listed below as soon
as possible.
ADDRESSES: Direct all PRA comments to
Cathy Williams, FCC, via email
PRA@fcc.gov and to
Cathy.Williams@fcc.gov.
For
additional information about the
information collection, contact Cathy
Williams at (202) 418–2918.
SUPPLEMENTARY INFORMATION: OMB
Control Number: 3060–0341.
Title: Section 73.1680, Emergency
Antennas.
Form Number: Not applicable.
Type of Review: Extension of a
currently approved collection.
Respondents: Business or other forprofit entities; not-for-profit institutions.
Number of Respondents and
Responses: 142 respondents; 142
responses.
Estimated Time per Response: 1 hour.
Frequency of Response: On occasion
reporting requirement.
Total Annual Burden: 142 hours.
Total Annual Costs: $42,600.
Obligation to Respond: Required to
obtain or retain benefits. The statutory
authority for this collection of
information is contained in Section
154(i) of the Communications Act of
1934, as amended.
Nature and Extent of Confidentiality:
There is no need for confidentiality with
this collection of information.
Privacy Impact Assessment(s): No
impact(s).
Needs and Uses: 47 CFR 73.1680
requires that licensees of AM, FM or TV
stations submit an informal request to
the FCC (within 24 hours of
commencement of use) to continue
operation with an emergency antenna.
An emergency antenna is one that is
FOR FURTHER INFORMATION CONTACT:
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Fmt 4703
Sfmt 4703
erected for temporary use after the
authorized main and auxiliary antennas
are damaged and cannot be used. FCC
staff uses the data to ensure that
interference is not caused to other
existing stations.
Federal Communications Commission.
Gloria J. Miles,
Federal Register Liaison, Office of the
Secretary, Office of the Managing Director.
[FR Doc. 2014–20250 Filed 8–25–14; 8:45 am]
BILLING CODE 6712–01–P
FEDERAL COMMUNICATIONS
COMMISSION
Information Collection Being
Submitted to the Office of Management
and Budget for Review and Approval
Federal Communications
Commission.
ACTION: Notice and request for
comments.
AGENCY:
As part of its continuing effort
to reduce paperwork burden and as
required by the Paperwork Reduction
Act (PRA) of 1995 (44 U.S.C. 3501–
3520), the Federal Communications
Commission invites the general public
and other Federal agencies to take this
opportunity to comment on the
following information collection(s).
Comments are requested concerning:
Whether the proposed collection of
information is necessary for the proper
performance of the functions of the
Commission, including whether the
information shall have practical utility;
the accuracy of the Commission’s
burden estimate; ways to enhance the
quality, utility, and clarity of the
information collected; ways to minimize
the burden of the collection of
information on the respondents,
including the use of automated
collection techniques or other forms of
information technology; and ways to
further reduce the information burden
for small business concerns with fewer
than 25 employees. The FCC may not
conduct or sponsor a collection of
information unless it displays a
currently valid OMB control number.
No person shall be subject to any
penalty for failing to comply with a
collection of information subject to the
Paperwork Reduction Act (PRA) that
does not display a valid OMB control
number.
DATES: Written Paperwork Reduction
Act (PRA) comments should be
submitted on or before September 25,
2014. If you anticipate that you will be
submitting PRA comments, but find it
difficult to do so within the period of
time allowed by this notice, you should
SUMMARY:
E:\FR\FM\26AUN1.SGM
26AUN1
]]>Agencies
[Federal Register Volume 79, Number 165 (Tuesday, August 26, 2014)]
[Notices]
[Pages 50908-50910]
From the Federal Register Online via the Government Printing Office [www.gpo.gov]
[FR Doc No: 2014-20283]
=======================================================================
-----------------------------------------------------------------------
FARM CREDIT ADMINISTRATION
[NV-14-15 (20-AUGUST-2014)]
Equal Employment Opportunity and Diversity
AGENCY: Farm Credit Administration.
ACTION: Policy statement.
-----------------------------------------------------------------------
SUMMARY: The Farm Credit Administration (FCA) Board recently updated
its Policy Statement on Equal Employment Opportunity and Diversity.
DATES: Effective Date: August 20, 2014.
FOR FURTHER INFORMATION CONTACT: Thais Burlew, Director of Equal
Employment Opportunity and Inclusion, Farm Credit Administration, 1501
Farm Credit Drive, McLean Virginia 22102-5090, (703) 883-4290, TTY
(703) 883-4056.
SUPPLEMENTARY INFORMATION: While not required by law, the Equal
Employment Opportunity Commission (EEOC) has determined that reissuance
of an agency's EEO policy statement each
[[Page 50909]]
fiscal year is a symbol of the agency leadership's commitment to EEO
and Diversity principles. The FCA conducted its annual review of Policy
Statement FCA-PS-62 on Equal Employment Opportunity (EEO) and Diversity
and made minor grammatical changes.
The text of the updated Policy Statement is set forth below in its
entirety. All FCA Board policy statements may be viewed on FCA's Web
site. From www.fca.gov, select ``Laws & Regulations,'' then select
``FCA Handbook,'' then select ``FCA Board Policy Statements.''
EQUAL EMPLOYMENT OPPORTUNITY AND DIVERSITY
NV-14-15
FCA-PS-62
EFFECTIVE DATE: August 20, 2014
EFFECT ON PREVIOUS ACTION: Replaces FCA-PS-62 [NV 13-19] dated August
13, 2013 (78 FR 51187, 8/20/13).
SOURCE 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); Genetic Information Nondiscrimination Act of 2008 (42
U.S.C. 2000ff et seq.); 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 13166
(Improving Access to Services for Persons with Limited English
Proficiency); 29 CFR part 1614; Equal Employment Opportunity Commission
Management Directives.
THE FARM CREDIT ADMINISTRATION BOARD HEREBY ADOPTS THE FOLLOWING POLICY
STATEMENT:
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. The FCA
Board Chair and Chief Executive Officer (CEO) is ultimately responsible
for ensuring that FCA meets all EEOD requirements and initiatives in
accordance with laws and regulations, 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 filing of a complaint, participation in
discrimination or harassment complaint proceedings, or other opposition
to discrimination;
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;
Make reasonable accommodations based on applicants' and
employees' religious beliefs or practices, consistent with Title VII;
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 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
[[Page 50910]]
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.
Dated this 20th day of August, 2014.
By order of the Board.
Dale L. Aultman,
Secretary, Farm Credit Administration Board.
[FR Doc. 2014-20283 Filed 8-25-14; 8:45 am]
BILLING CODE 6705-01-P
