Equal Employment Opportunity and Diversity, 51806-51807 [2015-21175]

Download as PDF 51806 Federal Register / Vol. 80, No. 165 / Wednesday, August 26, 2015 / Notices Total estimated burden: 14,683,598 hours (per year). Burden is defined at 5 CFR 1320.03(b). TTotal estimated cost: $652,507,000 (per year), includes $21,982,000 annualized capital and $88,035,000 operation & maintenance costs. Changes in the Estimates: There is an increase of 913,658 hours in the total estimated respondent burden compared with the ICR currently approved by OMB. This increase is a result of inclusion of the RTCR burden (839,526 hours) and expanded implementation requirements for the GWR and LT2ESWTR; updating relevant baseline information for each rule with the most current and accurate information available (e.g., Public Water System inventories); and, updating burden to incorporate the results of consultation with stakeholders. Where appropriate and available, estimated violation, waiver and other associated rates have also been updated to reflect current information on rule compliance. Courtney Kerwin, Acting Director, Collection Strategies Division. [FR Doc. 2015–21135 Filed 8–25–15; 8:45 am] BILLING CODE 6560–50–P FARM CREDIT ADMINISTRATION [NV–15–10 (8–18–2015)] 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 18, 2015. 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) 883–4352. 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 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 several minor changes. First, due to the change in FCA rmajette on DSK7SPTVN1PROD with NOTICES SUMMARY: VerDate Sep<11>2014 14:29 Aug 25, 2015 Jkt 235001 leadership, the term ‘‘Chair’’ has been replaced with ‘‘Chairman.’’ Second, a parenthetical has been added to one of the bases of discrimination to read, ‘‘sex (including sexual orientation),’’ to clarify EEOC’s jurisdiction after the recent issuance of Baldwin v. Dep’t of Transportation, EEOC Appeal No. 1020133080 (July 16, 2015). Finally, several stylistic, nonsubstantive changes were made. 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–15–10 FCA–PS–62 EFFECTIVE DATE: August 18, 2015. EFFECT ON PREVIOUS ACTION: Replaces FCA–PS–62 [NV 14–15] dated August 26, 2014 (79 FR 50908, 8/26/14). 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 PO 00000 Frm 00042 Fmt 4703 Sfmt 4703 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 Chairman 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 (including sexual orientation), age (40 or older), national origin, disability, 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, E:\FR\FM\26AUN1.SGM 26AUN1 Federal Register / Vol. 80, No. 165 / Wednesday, August 26, 2015 / Notices 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. rmajette on DSK7SPTVN1PROD with NOTICES 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 VerDate Sep<11>2014 14:29 Aug 25, 2015 Jkt 235001 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. Dated this 18th day of August, 2015. By Order of the Board. Dale L. Aultman, Secretary, Farm Credit Administration Board. 51807 Synopsis: The amendment deletes MSC Mediterranean Shipping Company as a party to the Agreement. Agreement No.: 011426–059. Title: West Coast of South America Discussion Agreement. Parties: CMA CGM S.A.; Hamburg¨ Sud; Hapag-Lloyd AG; King Ocean Services Limited, Inc.; MSC Mediterranean Shipping Company, SA; Seaboard Marine Ltd.; and Trinity Shipping Line. Filing Party: Wayne R. Rohde, Esq.; Cozen O’Conner; 1627 I Street NW., Suite 1100; Washington, DC 20006– 4007. Synopsis: The amendment deletes Frontier Liner Services, Inc. as a party to the agreement. By Order of the Federal Maritime Commission. Dated: August 21, 2015. Rachel E. Dickon, Assistant Secretary. [FR Doc. 2015–21134 Filed 8–25–15; 8:45 am] BILLING CODE 6731–AA–P FEDERAL TRADE COMMISSION [File No. 151 0030] [FR Doc. 2015–21175 Filed 8–25–15; 8:45 am] Par Pharmaceutical, Inc. and Concordia Pharmaceuticals, Inc.; Analysis of Proposed Consent Orders to Aid Public Comment BILLING CODE 6705–01–P AGENCY: ACTION: FEDERAL MARITIME COMMISSION Notice of Agreements Filed The Commission hereby gives notice of the filing of the following agreements under the Shipping Act of 1984. Interested parties may submit comments on the agreements to the Secretary, Federal Maritime Commission, Washington, DC 20573, within twelve days of the date this notice appears in the Federal Register. Copies of the agreements are available through the Commission’s Web site (www.fmc.gov) or by contacting the Office of Agreements at (202) 523–5793 or tradeanalysis@fmc.gov. Agreement No.: 011383–046. Title: Venezuelan Discussion Agreement. ¨ Parties: Hamburg-Sud; King Ocean Services Limited, Inc.; Seaboard Marine Ltd.; and Seafreight Line. Filing Party: Wayne R. Rohde, Esq.; Cozen O’Conner; 1627 I Street NW., Suite 1100; Washington, DC 20006– 4007. PO 00000 Frm 00043 Fmt 4703 Sfmt 4703 Federal Trade Commission. Proposed consent agreements. The consent agreements in this matter settle alleged violations of federal law prohibiting unfair methods of competition. The attached Analysis to Aid Public Comment describes both the allegations in the draft complaint and the terms of the two consent orders— embodied in the consent agreements— that would settle these allegations. DATES: Comments must be received on or before September 17, 2015. ADDRESSES: Interested parties may file a comment at https:// ftcpublic.commentworks.com/ftc/ concordiaparconsent online or on paper, by following the instructions in the Request for Comment part of the SUPPLEMENTARY INFORMATION section below. Write ‘‘Concordia Pharmaceuticals, Inc., et al—Consent Agreements; File No. 151–0030’’ on your comment and file your comment online at https:// ftcpublic.commentworks.com/ftc/ concordiaparconsent by following the instructions on the web-based form. If you prefer to file your comment on paper, write ‘‘Concordia SUMMARY: E:\FR\FM\26AUN1.SGM 26AUN1

Agencies

[Federal Register Volume 80, Number 165 (Wednesday, August 26, 2015)]
[Notices]
[Pages 51806-51807]
From the Federal Register Online via the Government Publishing Office [www.gpo.gov]
[FR Doc No: 2015-21175]


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FARM CREDIT ADMINISTRATION

[NV-15-10 (8-18-2015)]


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 18, 2015.

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) 883-4352.

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 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 several minor 
changes. First, due to the change in FCA leadership, the term ``Chair'' 
has been replaced with ``Chairman.'' Second, a parenthetical has been 
added to one of the bases of discrimination to read, ``sex (including 
sexual orientation),'' to clarify EEOC's jurisdiction after the recent 
issuance of Baldwin v. Dep't of Transportation, EEOC Appeal No. 
1020133080 (July 16, 2015). Finally, several stylistic, nonsubstantive 
changes were made.
    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-15-10

FCA-PS-62

    EFFECTIVE DATE: August 18, 2015.
    EFFECT ON PREVIOUS ACTION: Replaces FCA-PS-62 [NV 14-15] dated 
August 26, 2014 (79 FR 50908, 8/26/14).
    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 Chairman 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 (including sexual orientation), age (40 or older), national origin, 
disability, 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,

[[Page 51807]]

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 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 18th day of August, 2015.

    By Order of the Board.
Dale L. Aultman,
Secretary, Farm Credit Administration Board.
[FR Doc. 2015-21175 Filed 8-25-15; 8:45 am]
 BILLING CODE 6705-01-P