The Office of Equal Employment Opportunity (OEEO) is responsible for the FMC’s affirmative employment planning and EEO complaint adjudication. The FMC’s EEO program aims to ensure equal opportunity in employment regardless of race, color, sex (including pregnancy, sexual orientation and gender identity/stereotyping), age, religion, national origen, or mental/physical disability. The EEO program also serves to ensure that employees who engage in the EEO process or oppose discrimination are not subjected to retaliation due to their participation or opposition.
The OEEO advises and assists the Chairman, the Commissioners, and other principal officers of the Commission in carrying out their responsibilities relative to Title VII of the Civil Rights Act of 1964 (as amended), other Equal Employment Opportunity laws, executive orders, and regulatory guidelines affecting affirmative employment and the processing of EEO complaints.
Major Functions of the OEEO
The EEO Office is tasked with:
- Affirmative Employment Programs/Diversity Outreach: The Affirmative Employment Program is responsible for promoting equal opportunity and eliminating discriminatory practices and policies by monitoring and analyzing the Commission’s personnel policies, practices, and workforce profiles.
- Complaints Management: The EEO complaints program processes informal and formal allegations of discrimination through EEO Counseling or ADR, EEO investigations, Final Agency Decisions, appeals compliance, case statistical analysis and reporting.
- Developing policies, guidelines, and procedures for implementing and monitoring the requirements of EEOC management directives.
Responsibilities of the FMC Officials and Staff
- FMC Chairman: The Chairman of the Federal Maritime Commission is responsible for ensuring equal opportunity in the Commission. The Chairman has delegated this authority to the Director of Equal Employment Opportunity.
- Front Line Managers: Operational responsibility for compliance with EEO policies and programs lies with the Commission’s front line managers. Managers and supervisors who make decisions about hiring, training, performance evaluations, promotions and work assignments must implement EEO as an integral part of personnel management.
- FMC Employees: Each FMC employee is responsible for ensuring compliance with all EEO laws by treating all co-workers fairly and equally, and by fostering a spirit of cooperation and good human relations in a working atmosphere free of prejudice, ill feelings or resentment.
The Federal Maritime Commission is an Equal Opportunity Employer
Federal policies provide for the fair and equal treatment of employees and applicants for employment in all personnel management and employment decisions. Any employee or job applicant who believes that he/she has been discriminated against because of any factor protected under the fair employment laws (their protected status) must contact an EEO counselor within 45 calendar days of the alleged discriminatory act and may file a complaint of discrimination.
- Your EEO Rights, FMC Statistics, and Legal Statutory Authorities
- How to File an EEO Complaint
- 2024 EEO and DEIA Policy [PDF, 210 KB]
- 2024 Harassment Prevention Policy [PDF, 167 KB]
- 2024 Sexual Harassment Policy [PDF, 152 KB]
- 2024 No Fear Act Notice [PDF, 133 KB]
- FY21 Affirmative Employment Plan for Persons with Disabilities [PDF, 73.7 KB]
- FY 2022 – FMC Annual Program Status Report (MD-715 Report) [PDF, 1016 KB]
- Diversity, Equity, Inclusion and Accessibility Strategic Plan – FY 2022 [PDF, 1628 KB]
Contact
EEO Hotline: 202-523-5806
Phone: 202-523-5859
Fax: 202-523-0333
Email: eeo@fmc.gov
Camella Woodham, EEO Director
Philip Lee, EEO Counselor
Kimberly Doughty, EEO Counselor