EEO_Embeds

The EEO Office vision is to achieve a model EEO program by working collaboratively with agency officials, managers/supervisors, employees and other stakeholders to promote and integrate EEO into all personnel management functions, (e.g. recruiting, selecting, hiring, training, developing, promoting, accommodating, reassigning, evaluating, awarding, counseling, mentoring, retaining or disciplining employees) and eliminating barriers to equal opportunity.

Command policy emphasizes "zero tolerance for any kind of unlawful discrimination, harassment or reprisal."  EEO is an integral part of the Command's culture, embraced by the leadership and communicated from the top down to maintain a workplace that is free of harassment and discrimination in any of its management policies, practices, or procedures in support of readiness.

EEO laws and regulations of today are based on principles set forth in the Constitution and the Bill of Rights.  Individuals are entitled to an equal opportunity to enjoy benefits of democracy and the protection of its laws. It is incumbent upon all personnel to support the EEO program and to strive to identify, prevent and eliminate policies and practices that impact or prevent individuals from achieving their utmost potential. Everyone has the inherent right to fair treatment, equal employment opportunities and a workplace that is free of unlawful discrimination or harassment (sexual and non-sexual). Applicants of employment and federal employees assigned to MCIEAST-MCB CAMLEJ, subordinate commands and tenant commands have the right of reporting or filing a discrimination complaint under the procedures of EEO.

According to the Code of Federal Regulations (CFR), Title 29, Part 1614 (Federal Sector Equal Employment Opportunity), Sections 1614.101(a) and 1614.105, all federal employees, applicants for employment and former employees have the right to file complaints of discrimination or unlawful harassment on the bases of race, color, sex, religion, national origin, age (40 years and older), physical or mental disability, genetic information or reprisal for either participation in previous EEO activities or opposition to any practice made unlawful under Title VII of the Civil Rights Act of 1964, the Equal Pay Act of 1963, the Age Discrimination in Employment Act of 1967, Sections 501 and 505 of the Rehabilitation Act of 1973, Titles I and V of the Americans with Disabilities Act of 1990 (ADA), Title II of the Genetic Information Non-discrimination Act (GINA), and the Civil Rights Act of 1991.

There are other avenues available to address issues outside of the protected bases under applicable EEO laws, such as the Chain of Command and/or the Administrative Grievance Procedure.

Bargaining unit employees (BUEs) may address grievances under the Combined Master Labor Agreement (MLA). When doing so, BUEs should contact their Union Representatives as they have exclusive representation of all BUEs in all matters concerning any grievance, any personnel policy or practice, any general condition of employment and related workplace conditions.

Aggrieved persons may initiate the pre-complaint process by contacting an EEO Counselor or EEO Official within the MCIEAST/MCB Camp Lejeune's EEO Office. For instructions on how to file an EEO complaint or an explanation of the EEO process, please visit the Downloads section.

*MCCS Employees may also call: DSN (94) 451-9676; Commercial: (910) 451-9676