Printer Friendly Statement[Oct 2018]

I am committed to providing a workplace that is free from discrimination and fully inclusive of all employees. Achieving this goal requires requires a commjtment from all hands as well. An inc lusive culture will allow us to successfully accomplish our mission and goals.

To that end, NOAA policy is to prevent when possible, aud eliminate any discrimination when it occurs. This includes unfair and negative treatment based on race, color, religion, sex (including sexual harassment and pregnancy discrimination), sexual orientation, gender identity, national origin, age ( 40 years of age and over), genetic information, or disability (physical or mental). It also includes providing reasonable accommodations for qualified applicants and employees with disabilities. NOAA also prohibits retaliation against those who initiate discrimination complaints, serve as witnesses, or otherwise oppose discrimination and harassment. These protections encompass all management practices and decisions, including recruitment and hiring practices, appraisal systems, promotions, and training and career-development programs.

Employees, applicants, and contractors who believe they have been discriminated against and want to initiate an equal employment opportunity (EEO) complaint, must contact the NOAA Civil Rights Office within 45 calendar days of the alleged discriminatory event or when they become aware of an alleged discriminatory act. For information on the Equal Employment Opportunity (EEO) complaint process, call I (800) 452-6728, QQll 713-0500 or visit

I also strongly encourage any NOAA employee who files an EEO complaint to take advantage of the Alternative Dispute Resolution (ADR) Program. ft is a valuable tool designed to resolve EEO disputes as quickly as possible through the use of trained mediators. To encourage the use of ADR, it is now the policy of NOAA that participation in EEO ADR will be mandatory for managers and supervisors when an EEO Complainant elects this option. Furthermore, all participants in the ADR program are expected to fully engage in the process and make a good faith effort to resolve EEO matters.

If an employee is found to have discriminated against another employee, they may be subject to disciplinary action. Pursuant to DAO 202-751, Discipline, the penalty for a first offense ranges from a minimum of a five (5) day suspension up to removal depending on the severity of the case. For a second offense, 30 days to removal, and ifan employee is found to have been guilty of discrimination three (3) times they will be removed from the Agency.

Members of winning teams do not discriminate against each other. They play fair and respect each other. Thank you for following this policy to ensure NOAA remains a world class winning Team.


With Gratitude and Respect,

RDML Tim Gallaudet, PH.D., USN Ret.

Assistant Secretary of Commerce for Oceans and Atmosphere and Acting Under Secretary of Commerce for Oceans and Atmosphere National Oceanic and Atmospheric Administration