Equal Employment Opportunity and Diversity, 53482-53483 [2016-19196]
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Federal Register / Vol. 81, No. 156 / Friday, August 12, 2016 / Notices
to gather information on the potential
for an Energy Savings Performance
Contract Energy Sales Agreement (ESPC
ESA) project to qualify as a service
contract under 26 U.S.C. 7701(e) and
thus remain eligible for the 26 U.S.C. 48
solar investment tax credit (ITC). The
RFC requests commenters to identify
any specific language included in 26
U.S.C. 7701(e)(4)(A)(i)–(iv) that could
benefit from clarification in the form of
guidance from Internal Revenue Service
(IRS) and the U.S. Department of
Treasury (Treasury). The RFC is
available at www.energy.gov/node/
1953536. The RFC is a continuation of
the issues presented in the Federal
Energy Management Program’s (FEMP)
Request for Comments on Including
Onsite Renewable Energy Generation
under Energy Savings Performance
Contracts, issued on February 2, 2016,
available at https://energy.gov/eere/
femp/downloads/request-commentsincluding-onsite-renewable-energygeneration-under-energy.
FEMP invites all interested parties to
submit in writing by September 3, 2016,
comments and information on matters
addressed in the notice.
Issued in Washington, DC, on August 5,
2016.
Hayes Jones,
Operations Supervisor, Federal Energy
Management Program.
Nationwide Public Safety Broadband
Network, Comment Period Ends: 10/
11/2016, Contact: Robert Scinta 202–
870–3923.
EIS No. 20160185, Draft, BLM, CO,
Gunnison Sage-Grouse Rangewide
Resource Management Plan
Amendment, Comment Period Ends:
11/10/2016, Contact: Bridget Clayton
970–244–3045.
Dated: August 9, 2016.
Dawn Roberts,
Management Analyst, NEPA Compliance
Division, Office of Federal Activities.
[FR Doc. 2016–19247 Filed 8–11–16; 8:45 am]
BILLING CODE 6560–50–P
FARM CREDIT ADMINISTRATION
[NV–16–14]
Equal Employment Opportunity and
Diversity
AGENCY:
ACTION:
Farm Credit Administration.
Policy statement.
The Farm Credit
Administration (FCA) Board recently
updated its Policy Statement on Equal
Employment Opportunity and Diversity.
SUMMARY:
DATES:
Effective Date: August 8, 2016.
[FR Doc. 2016–19232 Filed 8–11–16; 8:45 am]
FOR FURTHER INFORMATION CONTACT:
BILLING CODE 6450–01–P
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.
ENVIRONMENTAL PROTECTION
AGENCY
[ER–FRL–9028–5]
mstockstill on DSK3G9T082PROD with NOTICES
Responsible Agency: Office of Federal
Activities, General Information (202)
564–7146 or https://www.epa.gov/nepa.
Weekly receipt of Environmental Impact
Statements (EISs)
Filed 08/01/2016 Through 08/05/2016
Pursuant to 40 CFR 1506.9.
Notice: Section 309(a) of the Clean Air
Act requires that EPA make public its
comments on EISs issued by other
Federal agencies. EPA’s comment letters
on EISs are available at: https://
www.epa.gov/compliance/nepa/
eisdata.html.
EIS No. 20160183, Final, USFS, CO,
Arapahoe Basin Ski Area Projects,
Review Period Ends: 09/19/2016,
Contact: Matthew Ehrman 970–945–
3212.
EIS No. 20160184, Draft, DOC, 00,
Programmatic—Central Region of the
VerDate Sep<11>2014
18:42 Aug 11, 2016
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. The policy has been slightly
edited at EEOC’s recommendation to
indicate that FCA begins prompt,
thorough, and impartial investigations
within 10 days of receiving notice of
harassment allegations.
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.’’
SUPPLEMENTARY INFORMATION:
Environmental Impact Statements;
Notice of Availability
Jkt 238001
PO 00000
Frm 00088
Fmt 4703
Sfmt 4703
Equal Employment Opportunity and
Diversity
FCA–PS–62
Effective Date: August 8, 2016.
Effect on Previous Action: Replaces
FCA–PS–62 [NV15–10] dated August
18, 2015 (80 FR 51806, 8/26/15).
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.
E:\FR\FM\12AUN1.SGM
12AUN1
Federal Register / Vol. 81, No. 156 / Friday, August 12, 2016 / Notices
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:
mstockstill on DSK3G9T082PROD with NOTICES
• 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, 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
VerDate Sep<11>2014
18:42 Aug 11, 2016
Jkt 238001
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. FCA begins
prompt, thorough, and impartial
investigations within 10 days of
receiving notice of harassment
allegations.
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
PO 00000
Frm 00089
Fmt 4703
Sfmt 4703
53483
providing opportunities for employing
disabled veterans.
Dated this 8th day of August 2016 by order
of the Board.
Dated: August 8, 2016.
Dale L. Aultman,
Secretary, Farm Credit Administration Board.
[FR Doc. 2016–19196 Filed 8–11–16; 8:45 am]
BILLING CODE 6705–01–P
FEDERAL DEPOSIT INSURANCE
CORPORATION
Notice to All Interested Parties of the
Termination of the Receivership of
10474 First Federal Bank, Lexington,
Kentucky
Notice Is Hereby Given that the
Federal Deposit Insurance Corporation
(‘‘FDIC’’) as Receiver for First Federal
Bank, Lexington, Kentucky (‘‘the
Receiver’’) intends to terminate its
receivership for said institution. The
FDIC was appointed receiver of First
Federal Bank on April 19, 2013. The
liquidation of the receivership assets
has been completed. To the extent
permitted by available funds and in
accordance with law, the Receiver will
be making a final dividend payment to
proven creditors.
Based upon the foregoing, the
Receiver has determined that the
continued existence of the receivership
will serve no useful purpose.
Consequently, notice is given that the
receivership shall be terminated, to be
effective no sooner than thirty days after
the date of this Notice. If any person
wishes to comment concerning the
termination of the receivership, such
comment must be made in writing and
sent within thirty days of the date of
this Notice to: Federal Deposit
Insurance Corporation, Division of
Resolutions and Receiverships,
Attention: Receivership Oversight
Department 34.6, 1601 Bryan Street,
Dallas, TX 75201.
No comments concerning the
termination of this receivership will be
considered which are not sent within
this time frame.
Dated: August 8, 2016.
Federal Deposit Insurance Corporation.
Ralph E. Frable,
Assistant Executive Secretary.
[FR Doc. 2016–19101 Filed 8–11–16; 8:45 am]
BILLING CODE 6714–01–P
FEDERAL ELECTION COMMISSION
Sunshine Act Meetings
AGENCY:
E:\FR\FM\12AUN1.SGM
Federal Election Commission.
12AUN1
]]>Agencies
[Federal Register Volume 81, Number 156 (Friday, August 12, 2016)]
[Notices]
[Pages 53482-53483]
From the Federal Register Online via the Government Publishing Office [www.gpo.gov]
[FR Doc No: 2016-19196]
=======================================================================
-----------------------------------------------------------------------
FARM CREDIT ADMINISTRATION
[NV-16-14]
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 8, 2016.
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. The policy has been
slightly edited at EEOC's recommendation to indicate that FCA begins
prompt, thorough, and impartial investigations within 10 days of
receiving notice of harassment allegations.
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
FCA-PS-62
Effective Date: August 8, 2016.
Effect on Previous Action: Replaces FCA-PS-62 [NV15-10] dated
August 18, 2015 (80 FR 51806, 8/26/15).
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.
[[Page 53483]]
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, 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. FCA begins
prompt, thorough, and impartial investigations within 10 days of
receiving notice of harassment allegations.
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 8th day of August 2016 by order of the Board.
Dated: August 8, 2016.
Dale L. Aultman,
Secretary, Farm Credit Administration Board.
[FR Doc. 2016-19196 Filed 8-11-16; 8:45 am]
BILLING CODE 6705-01-P
