Equal Employment Opportunity (EEO) and No Fear Act
Accessibility and reasonable accommodation
The Privacy and Civil Liberties Oversight Board (PCLOB) is committed to complying with the Rehabilitation Act of 1973 and with the Architectural Barriers Act of 1968. Under the Rehabilitation Act, agencies like PCLOB must make sure that their programs and activities—including their educational materials, public events, and electronic and information technology (such as this website)—are accessible to people with disabilities. Under the Architectural Barriers Act, PCLOB’s office building and facilities must also be readily accessible to people with disabilities, including PCLOB employees and applicants for PCLOB employment with disabilities.
People with disabilities can request a “reasonable accommodation” to allow them to participate in or benefit from PCLOB programs and activities that would not otherwise be accessible because of a disability. People can access the PCLOB's Reasonable Accommodation Policy
Personal Assistance Services (PAS). PAS provide employees with targeted disabilities “assistance with performing activities of daily living that an individual would typically perform if they did not have a disability, and that is not otherwise required as a reasonable accommodation, including, for example, assistance with removing and putting on clothing, eating, and using the restroom.” 29 C.F.R. §1614.203(a)(5). Employees and Applicants should review the Reasonable Accommodation policy above for information regarding requesting PAS.
The PCLOB must provide PAS if: 1. an employee requires them because of a “targeted disability”; 2. provision of these services would, together with any reasonable accommodations required, enable an employee to perform the essential functions of a position the individual holds or desires; and 3. provision of such services would not impose an undue hardship on the PCLOB. 29 C.F.R. §1614.203(d)(5)(i)(A-C).
Section 508 and access to this website
We are committed to providing an excellent user experience, regardless of disability. We periodically review this site to ensure that it meets or exceeds the requirements of Section 508 of the Rehabilitation Act, which requires that information and computer technology (ICT) be accessible to people with disabilities. Section 508 requires that ICT developed, procured, maintained, or used by the federal government be accessible to both employees and members of the public with disabilities.
- Learn more about Section 508 standards from the U.S. Access Board.
- If you believe you may need a reasonable accommodation because of a disability to access information on or to use this website, contact email@example.com.
- If you encounter issues with any page on our website that present a challenge for users with disabilities, contact firstname.lastname@example.org.
- If you have general questions about PCLOB’s compliance with Section 508, contact email@example.com.
- For information about filing a complaint against the PCLOB under Section 508, contact firstname.lastname@example.org.
Section 504 and access to other programs and activities
We also comply with Section 504 of the Rehabilitation Act, which requires generally that all PCLOB activities and programs be accessible to members of the public with disabilities. We make sure that individuals with disabilities can participate in and enjoy the benefits of all PCLOB operations and resources available to the public. This includes providing accessible educational materials and ensuring equal access to public meetings and other events.
- If you believe you may need a reasonable accommodation because of a disability to access PCLOB educational materials, attend a PCLOB public meeting or event, or enjoy any other PCLOB program or activity, contact email@example.com.
The Architectural Barriers Act and access to PCLOB facilities
We also comply with the Architectural Barriers Act (ABA). This law helps ensure that PCLOB employees, applicants for PCLOB employment, and members of the public with disabilities can gain ready access to PCLOB buildings and facilities.
If you have any questions or concerns about physical access to PCLOB’s office or facilities, contact firstname.lastname@example.org.
- Learn more about ABA standards from the U.S. Access Board.
- Information about filing a complaint may be found at www.access-board.gov/aba-enforcement/file-a-complaint.
Access to Social Media
We work to ensure our pages are user-friendly, but we also use other sites and social media that may not be accessible to persons with disabilities. The resources we share on social media are available on our official site in an accessible format.
No Fear Act Reports
PCLOB FY 2022 Annual No FEAR Act Report.pdf
PCLOB FY 2022 Q1 No FEAR Act Report.pdf
PCLOB FY 2022 Q2 No FEAR Act Report.pdf
PCLOB FY 2022 Q3 No FEAR Act Report.pdf
PCLOB FY 2021 Annual No FEAR Act Report.pdf
PCLOB FY 2021 Q1 No FEAR Act Report.pdf
PCLOB FY 2021 Q2 No FEAR Act Report.pdf
PCLOB FY 2021 Q3 No FEAR Act Report.pdf
PCLOB FY 2020 Annual No FEAR Act Report.pdf
PCLOB FY 2020 Q1 No FEAR Act Report.pdf
PCLOB FY 2020 Q2 No FEAR Act Report.pdf
PCLOB FY 2020 Q3 No FEAR Act Report.pdf
PCLOB FY 2019 Annual No Fear Act Report.pdf
PCLOB FY 2019 Q1 No FEAR Act Report.pdf
PCLOB FY 2019 Q2 No FEAR Act Report.pdf
PCLOB FY 2019 Q3 No FEAR Act Report.pdf
PCLOB FY 2018 No Fear Act Report.pdf
PCLOB Q1 FY 2018 No FEAR Act Report.pdf
PCLOB Q2 FY 2018 No FEAR Act Report.pdf
PCLOB Q3 FY 2018 No FEAR Act Report.pdf
PCLOB FY 2017 Annual NO FEAR Act Report.pdf
PCLOB Q1 FY 2017 No FEAR Act Report.pdf
PCLOB Q2 FY 2017 No FEAR Act Report.pdf
PCLOB Q3 FY 2017 No FEAR Act Report.pdf
PCLOB FY 2016 Annual No FEAR Act Report.pdf
PCLOB Q1 FY 2016 No FEAR Act Report.pdf
PCLOB Q2 FY 2016 No FEAR Act Report.pdf
PCLOB Q3 FY 2016 No FEAR Act Report.pdf
Equal Employment Opportunity and Anti-Harassment Policy
The Privacy and Civil Liberties Oversight Board (PCLOB) is committed to ensuring that our workforce is reflective of the nation, is an open and accepting environment of individual differences.
PCLOB affirms its commitment to equal opportunity for all employees and applicants for employment regardless of their race, religion, color, sex (including pregnancy, gender identity, and sexual orientation), parental status, national origin, age, disability, genetic information (including family medical history), political affiliation, military service, or other non-merit based factors, as well as the opposition to reprisal.
Statement on Equal Employment Opportunity and Anti-Harassment Policies - Updated March 7, 2023
Federal laws prohibiting employment discrimination are enforced through the EEO complaints process. You may file an Equal Employment Opportunity (EEO) complaint if you believe you have been discriminated against on one or more of the following bases: race, color, religion, sex, gender, sexual orientation, gender identity, national origin, age, physical or mental disability, genetic information, or reprisal for protected EEO activity.
The EEO complaints process is governed by 29 C.F.R. 1614 and consists of three parts: the Informal Process, the Formal Process, and the Appeal Process.
Informal Stage of the EEO Complaint
The informal process, also called EEO Counseling, provides an opportunity to define the complainant's concerns, obtain information necessary to address the issues, and attempt to resolve the issues informally.
You must begin the EEO complaint process by contacting an EEO Counselor within 45 calendar days of the date of the incident that gave rise to your complaint or, if it's a personnel action, within 45 calendar days of its effective date. To do so, please contact email@example.com or 202-501-4571. Employees should identify themselves as employees of the PCLOB. You may also contact firstname.lastname@example.org, 215-284-7341.
You must complete EEO counseling before filing a formal complaint.
Alternative Dispute Resolution (ADR), specifically mediation, is an option available during the EEO counseling process. Mediation is voluntary and must be requested by the complainant.
Formal Stage of the EEO Complaint
The formal EEO complaint process is a legal procedure for the consideration of claims of employment discrimination. Claims of retaliation for opposing these types of discrimination or for participating in the EEO complaint process can also be raised.
You have 15 calendar days from the date of your receipt of the Notice of Final Interview to submit your formal complaint in writing. Your formal complaint must be specific and must be limited to the matters discussed with the EEO Counselor during the informal stage. If you do not file your formal complaint within the 15-day time limit, PCLOB can dismiss your complaint.
If a complaint meets procedural requirements, an investigation is conducted. At the end of the investigation, a complainant may request a hearing before an EEO Administrative Judge or request an Agency Decision.
Appeal Stage of the EEO Complaint
The appeal process allows complainants to appeal Final Agency Decisions to the EEOC.
You must file your appeal no later than 30 days after you receive the decision. You may file your appeal using the EEOC's Public Portal located at https://publicportal.eeoc.gov/.
Additional PCLOB Policies
Equal Employment Opportunity Policy.pdf