Goto Section: 0.61 | 0.91 | Table of Contents
FCC 0.81
Revised as of October 1, 2007
Goto Year:2006 |
2008
Sec. 0.81 Functions of the Office.
(a) The Office of Workplace Diversity (OWD), as a staff office to the
Commission, shall develop, coordinate, evaluate, and recommend to the
Commission policies, programs, and practices that foster a diverse workforce
and promote and ensure equal opportunity for all employees and applicants
for employment. A principal function of the Office is to lead, advise, and
assist the Commission, including all of its component Bureau/Office
managers, supervisors, and staff, at all levels, on ways to promote
inclusion and full participation of all employees in pursuit of the
Commission's mission. In accordance with this function, the Office shall:
(1) Conduct independent analyses of the Commission's policies and practices
to ensure that those policies and practices foster diversity in the
workplace and ensure equal opportunity and equal treatment for employees and
applicants; and
(2) Advise the Commission, Bureaus, and Offices of their responsibilities
under Title VII of the Civil Rights Act of 1964, as amended; Section 501 of
the Rehabilitation Act of 1973, as amended; Age Discrimination in Employment
Act of 1967, as amended; Executive Order 11478; and all other statutes,
Executive Orders, and regulatory provisions relating to workplace diversity,
equal employment opportunity, nondiscrimination, and civil rights.
(b) The Office has the following duties and responsibilities:
(1) Through its Director, serves as the principal advisor to the Chairman
and Commission officials on all aspects of workplace diversity, affirmative
recruitment, equal employment opportunity, non-discrimination, and civil
rights;
(2) Provides leadership and guidance to create a work environment that
values and encourages diversity in the workplace;
(3) Is responsible for developing, implementing, and evaluating programs and
policies to foster a workplace whose diversity reflects the diverse makeup
of the Nation, enhances the mission of the Commission, and demonstrates the
value and effectiveness of a diverse workforce;
(4) Is responsible for developing, implementing, and evaluating programs and
policies that promote understanding among members of the Commission's
workforce of their differences and the value of those differences and
provide a channel for communication among diverse members of the workforce
at all levels;
(5) Develops, implements, and evaluates programs and policies to ensure that
all members of the Commission's workforce and candidates for employment have
equal access to opportunities for employment, career growth, training, and
development and are protected from discrimination and harassment;
(6) Develops and recommends Commission-wide workforce diversity goals and
reports on achievements;
(7) Is responsible for developing, implementing, and evaluating programs and
policies to enable all Bureaus and Offices to manage a diverse workforce
effectively and in compliance with all equal employment opportunity and
civil rights requirements;
(8) Works closely with the Associate Managing Director—Human Resources
Management to ensure compliance with Federal and Commission recruitment and
staffing requirements;
(9) Manages the Commission's equal employment opportunity compliance
program. Responsibilities in this area include processing complaints
alleging discrimination, recommending to the Chairman final decisions on EEO
complaints within the Commission, and providing counseling services to
employees and applicants on EEO matters;
(10) Develops and administers the Commission's program of accessibility and
accommodation for disabled persons in accordance with applicable
regulations;
(11) Represents the Commission at meeting with other public and private
groups and organizations on matters counseling workplace diversity and equal
employment opportunity and workplace diversity issues;
(12) Maintains liaison with and solicits views of organizations within and
outside the Commission on matters relating to equal opportunity and
workplace diversity.
[ 61 FR 2727 , Jan. 29, 1996]
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Goto Section: 0.61 | 0.91
Goto Year: 2006 |
2008
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