Equal Employment Opportunity and Diversity, 45625-45627 [2018-19545]
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Federal Register / Vol. 83, No. 175 / Monday, September 10, 2018 / Notices
Comments Due: 5 p.m. ET 9/25/18.
Docket Numbers: ER18–2376–000.
Applicants: Southwest Power Pool,
Inc.
Description: § 205(d) Rate Filing:
Revisions to Bylaws to Incorporate a De
Minimis Investment Methodology to be
effective 11/3/2018.
Filed Date: 9/4/18.
Accession Number: 20180904–5146.
Comments Due: 5 p.m. ET 9/25/18.
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: September 4, 2018.
Kimberly D. Bose,
Secretary.
[FR Doc. 2018–19559 Filed 9–7–18; 8:45 am]
BILLING CODE 6717–01–P
DEPARTMENT OF ENERGY
Federal Energy Regulatory
Commission
[Docket No. EL18–195–000]
NorthWestern Corporation; Notice of
Petition for Declaratory Order
daltland on DSKBBV9HB2PROD with NOTICES
Beaver
Beaver
Beaver
Beaver
Creek
Creek
Creek
Creek
Wind
Wind
Wind
Wind
I, LLC ...........
II, LLC ..........
III, LLC .........
IV, LLC .........
QF17–672–002
QF17–673–003
QF17–674–002
QF17–675–002
Take notice that on August 31, 2018,
pursuant to Rule 207 of the Federal
Energy Regulatory Commission’s
(Commission) Rules of Practice and
Procedure, 18 CFR 385.207 and Rule
292.207(d) of the Commission’s
regulations under sections 201 and 210
of the Public Utility Regulatory Policies
Act of 1978 (PURPA),1 18 CFR
292.207(d), NorthWestern Corporation,
(Petitioner) filed a petition for
declaratory order (petition) requesting
that the Commission revoke the
Qualifying Facility status of Beaver
Creek Wind I, LLC, Beaver Creek Wind
II, LLC, Beaver Creek Wind III, LLC and
Beaver Creek Wind IV, LLC, all as more
fully explained in the petition.
Any person desiring to intervene or to
protest in this proceeding must file in
accordance with Rules 211 and 214 of
the Commission’s Rules of Practice and
Procedure (18 CFR 385.211 and
385.214) on or before 5:00 p.m. Eastern
time on the specified comment date.
Protests will be considered by the
Commission in determining the
appropriate action to be taken, but will
not serve to make protestants parties to
the proceeding. Any person wishing to
become a party must file a notice of
intervention or motion to intervene, as
appropriate. Such notices, motions, or
protests must be filed on or before the
comment date. Anyone filing a motion
to intervene or protest must serve a copy
of that document on the Petitioner.
The Commission encourages
electronic submission of protests and
interventions in lieu of paper, using the
FERC Online links at https://
www.ferc.gov. To facilitate electronic
service, persons with internet access
who will eFile a document and/or be
listed as a contact for an intervenor
must create and validate an
eRegistration account using the
eRegistration link. Select the eFiling
link to log on and submit the
intervention or protests.
Persons unable to file electronically
should submit an original and 5 copies
of the intervention or protest to the
Federal Energy Regulatory Commission,
888 First Street NE, Washington, DC
20426.
The filings in the above proceeding
are accessible in the Commission’s
eLibrary system by clicking on the
appropriate link in the above list. They
are also available for review in the
Commission’s Public Reference Room in
Washington, DC. There is an
eSubscription link on the website that
enables subscribers to receive email
notification when a document is added
to a subscribed docket(s). For assistance
with any FERC Online service, please
email FERCOnlineSupport@ferc.gov, or
call (866) 208–3676 (toll free). For TTY,
call (202) 502–8659.
Comment Date: 5:00 p.m. Eastern time
on October 1, 2018.
Dated: September 4, 2018.
Kimberly D. Bose,
Secretary.
[FR Doc. 2018–19556 Filed 9–7–18; 8:45 am]
1 16
U.S.C. 791A–825r.
VerDate Sep<11>2014
17:54 Sep 07, 2018
BILLING CODE 6717–01–P
Jkt 244001
PO 00000
Frm 00032
Fmt 4703
Sfmt 4703
45625
FARM CREDIT ADMINISTRATION
[NV–18–13]
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: The policy went into effect on
September 4, 2018.
FOR FURTHER INFORMATION CONTACT:
Thais Burlew, Director of Equal
Employment Opportunity and
Inclusion, (703) 883–4290, TTY (703)
883–4352, burlewt@fca.gov.
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 only changes to this
Policy Statement are minor technical
changes and a minor change to reflect
revisions to the regulations
implementing the Rehabilitation Act.
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
website. From www.fca.gov, select
‘‘Laws & Regulations,’’ then select ‘‘FCA
Handbook,’’ then select ‘‘FCA Board
Policy Statements.’’
SUMMARY:
Equal Employment Opportunity and
Diversity
FCA–PS–62
Effective Date: September 4, 2018.
Previous Action: [BM–12–SEP–02–02]
(70 FR 71142, 11/25/05); [BM–13–JUL–
06–03] (71 FR 46481, 8/14/06); [NV–11–
15, 7/08/11]; [NV–13–19] (78 FR 51187,
8/20/13); [NV–14–15] (79 FR 50908,
8/26/14); [NV–15–10] (80 FR 51806,
8/26/15); [NV–16–14] (81 FR 53482,
8/12/16). Replaces FCA–PS–62 [NV–17–
24] dated August 24, 2017 (82 FR 41258,
8/31/17).
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.); Section 501 of the
Rehabilitation Act of 1973, as amended
(29 U.S.C. 791); Equal Pay Act of 1974
(29 U.S.C. 206(d)); Civil Service Reform
Act of 1978 (5 U.S.C. 3112); Notification
E:\FR\FM\10SEN1.SGM
10SEN1
45626
Federal Register / Vol. 83, No. 175 / Monday, September 10, 2018 / Notices
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
Order 13152 to include a prohibition on
discrimination based on 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.
daltland on DSKBBV9HB2PROD with NOTICES
The Farm Credit Administration (FCA)
Board Adopts the Following Policy
Statement
It is the policy of the Farm Credit
Administration (FCA or Agency) 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
VerDate Sep<11>2014
17:54 Sep 07, 2018
Jkt 244001
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, and provide personal
assistance services to employees with
targeted disabilities, as provided under
the Rehabilitation Act and its
implementing regulations;
• 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.
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.
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
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.
PO 00000
Frm 00033
Fmt 4703
Sfmt 4703
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.
E:\FR\FM\10SEN1.SGM
10SEN1
Federal Register / Vol. 83, No. 175 / Monday, September 10, 2018 / Notices
Dated this 4th day of September 2018.
By order of the Board.
Receiver) as Receiver for the institution
listed below intends to terminate its
receivership for said institution.
FEDERAL DEPOSIT INSURANCE
CORPORATION
Dale L. Aultman,
Secretary, Farm Credit Administration Board.
[FR Doc. 2018–19545 Filed 9–7–18; 8:45 am]
45627
Notice to All Interested Parties of
Intent To Terminate Receivership
Notice is hereby given that the Federal
Deposit Insurance Corporation (FDIC or
BILLING CODE 6705–01–P
NOTICE OF INTENT TO TERMINATE RECEIVERSHIP
Fund
Receivership name
City
10436 .................................
Inter Savings Bank, FSB d/b/a InterBank, FSB .............
Maple Grove ......................
The liquidation of the assets for the
receivership 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,
identify the receivership to which the
comment pertains, 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 at Washington, DC, on September 5,
2018.
Federal Deposit Insurance Corporation.
Robert E. Feldman,
Executive Secretary.
State
MN
Date of
appointment
of Receiver
4/27/2012
FEDERAL DEPOSIT INSURANCE
CORPORATION
Notice of Termination of Receiverships
The Federal Deposit Insurance
Corporation (FDIC or Receiver), as
Receiver for each of the following
insured depository institutions, was
charged with the duty of winding up the
affairs of the former institutions and
liquidating all related assets. The
Receiver has fulfilled its obligations and
made all dividend distributions
required by law.
[FR Doc. 2018–19508 Filed 9–7–18; 8:45 am]
BILLING CODE 6714–01–P
daltland on DSKBBV9HB2PROD with NOTICES
NOTICE OF TERMINATION OF RECEIVERSHIPS
Fund
Receivership name
City
4632 ...............
10083 .............
10096 .............
10204 .............
10266 .............
10519 .............
BestBank .............................................................
Vineyard Bank, National Association ..................
Peoples Community Bank ...................................
First Lowndes Bank .............................................
Home Valley Bank ...............................................
Trust Company Bank ...........................................
Boulder ................................................................
Rancho Cucamonga ............................................
West Chester .......................................................
Fort Deposit .........................................................
Cave Junction ......................................................
Memphis ..............................................................
The Receiver has further irrevocably
authorized and appointed FDICCorporate as its attorney-in-fact to
execute and file any and all documents
that may be required to be executed by
the Receiver which FDIC-Corporate, in
its sole discretion, deems necessary,
including but not limited to releases,
discharges, satisfactions, endorsements,
assignments, and deeds. Effective on the
termination dates listed above, the
Receiverships have been terminated, the
Receiver has been discharged, and the
Receiverships have ceased to exist as
legal entities.
Dated at Washington, DC, on September 5,
2018.
VerDate Sep<11>2014
17:54 Sep 07, 2018
Jkt 244001
Federal Deposit Insurance Corporation.
Robert E. Feldman,
Executive Secretary.
[FR Doc. 2018–19507 Filed 9–7–18; 8:45 am]
BILLING CODE 6714–01–P
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 by
email at Secretary@fmc.gov, or by mail,
Federal Maritime Commission,
Washington, DC 20573, within twelve
days of the date this notice appears in
PO 00000
Frm 00034
Fmt 4703
Sfmt 4703
State
CO
CA
OH
AL
OR
TN
Termination
date
9/1/2018
9/1/2018
9/1/2018
9/1/2018
9/1/2018
9/1/2018
the Federal Register. Copies of the
agreements are available through the
Commission’s website (www.fmc.gov) or
by contacting the Office of Agreements
at (202)–523–5793 or tradeanalysis@
fmc.gov.
Agreement No.: 011931–009.
Agreement Name: CMA CGM/Marfret
Vessel Sharing Agreement for PAD
Service.
Parties: CMA CGM S.A. and
Compagnie Maritime Marfret.
Filing Party: Draughn Arbona; CMA
CGM (America) LLC.
Synopsis: The amendment reverts the
service string to a fortnightly service
frequency. The parties request
expedited review.
Proposed Effective Date: 10/15/2018.
E:\FR\FM\10SEN1.SGM
10SEN1
]]>Agencies
[Federal Register Volume 83, Number 175 (Monday, September 10, 2018)]
[Notices]
[Pages 45625-45627]
From the Federal Register Online via the Government Publishing Office [www.gpo.gov]
[FR Doc No: 2018-19545]
=======================================================================
-----------------------------------------------------------------------
FARM CREDIT ADMINISTRATION
[NV-18-13]
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: The policy went into effect on September 4, 2018.
FOR FURTHER INFORMATION CONTACT: Thais Burlew, Director of Equal
Employment Opportunity and Inclusion, (703) 883-4290, TTY (703) 883-
4352, [email protected].
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 only changes to this
Policy Statement are minor technical changes and a minor change to
reflect revisions to the regulations implementing the Rehabilitation
Act.
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
website. 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: September 4, 2018.
Previous Action: [BM-12-SEP-02-02] (70 FR 71142, 11/25/05); [BM-13-
JUL-06-03] (71 FR 46481, 8/14/06); [NV-11-15, 7/08/11]; [NV-13-19] (78
FR 51187, 8/20/13); [NV-14-15] (79 FR 50908, 8/26/14); [NV-15-10] (80
FR 51806, 8/26/15); [NV-16-14] (81 FR 53482, 8/12/16). Replaces FCA-PS-
62 [NV-17-24] dated August 24, 2017 (82 FR 41258, 8/31/17).
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.); Section 501 of the Rehabilitation Act of 1973,
as amended (29 U.S.C. 791); Equal Pay Act of 1974 (29 U.S.C. 206(d));
Civil Service Reform Act of 1978 (5 U.S.C. 3112); Notification
[[Page 45626]]
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 Order 13152 to include a prohibition on discrimination based
on 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 Farm Credit Administration (FCA or Agency)
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, and
provide personal assistance services to employees with targeted
disabilities, as provided under the Rehabilitation Act and its
implementing regulations;
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.
[[Page 45627]]
Dated this 4th day of September 2018.
By order of the Board.
Dale L. Aultman,
Secretary, Farm Credit Administration Board.
[FR Doc. 2018-19545 Filed 9-7-18; 8:45 am]
BILLING CODE 6705-01-P
