Skip to main content (Press Enter).
Equal Employment Opportunity & Diversity
Title III of of the Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 (the No Fear Act),requires agencies to post quarterly cumulative statistical data pertaining to complaints of employment discrimination filed by employees, former employees and applicants for employment under 29 CFR Part 1614.The data must be for the then current fiscal year as well as end of year data for the five previous fiscal years (to the extent available for those five fiscal years), and is described in section 301(b) of the Act and 29 CFR 1614.704.
The Act also requires DoD to provide this notice to Federal employees, former Federal employees and applicants for Federal employment to inform them of the rights and protections available under Federal antidiscrimination and whistleblower protection laws.
On May 15, 2002, Congress enacted the "Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002," which is known as the No FEAR Act. One purpose of the Act is to "require Federal agencies be accountable for violations of antidiscrimination and whistleblower protection laws". Pub. L. 107-174, Summary. In support of this purpose, Congress found that "agencies cannot be run effectively if those agencies practice or tolerate discrimination." Public Law 107-174, Title I, General Provisions, Section 101(1). The Defense Logistics Agency provides this No Fear Act Notice to current employees, former employees and applicants for employment to inform you of the rights and protections available to you under Federal antidiscrimination, whistleblower protection and retaliation laws.
An agency cannot discriminate against an employee or applicant with respect to the terms, conditions or privileges of employment on the basis of race, color, religion, sex, national origin, age, disability, genetic information, marital status or political affiliation. Discrimination on these bases is prohibited by one or more of the following statutes: 5 USC 2302(b) (1), 29 USC 206(d), 29 USC 631, 29 USC 633a, 29 USC 791 and 42 USC 2000e-16.
If you believe that you have been the victim of unlawful discrimination on the basis of race, color, religion, sex (to include pregnancy, sexual orientation, sex stereotyping, and gender identity), national origin, disability, or genetic information, you must contact an Equal Employment Opportunity (EEO) counselor within 45 calendar days of the alleged discriminatory action, or, in the case of a personnel action, within 45 calendar days of the effective date of the action, before you can file a formal complaint of discrimination with the Agency. See, e.g., 29 CFR 1614. If you believe that you have been the victim of unlawful discrimination on the basis of age, you must either contact an EEO counselor as noted above or give the Equal Employment Opportunity Commission (EEOC) notice of intent to sue within 180 days of the alleged discriminatory action. If you are alleging discrimination based on marital status or political affiliation, you may file a written complaint with the U.S. Office of Special Counsel (OSC). In the alternative (or in some cases, in addition), you may pursue a discrimination complaint by filing a grievance through the agency's administrative or negotiated grievance procedures, if such procedures apply and are available.
A Federal employee with authority to take, direct others to take, recommend or approve any personnel action must not use that authority to take or fail to take, or threaten to take or fail to take, a personnel action against an employee or applicant because of disclosure of information by that individual that is reasonably believed to evidence violations of law, rule or regulation; gross mismanagement; gross waste of funds; an abuse of authority; or a substantial and specific danger to public health or safety, unless disclosure of such information is specifically prohibited by law and such information is specifically required by Executive order to be kept secret in the interest of national defense or the conduct of foreign affairs. Retaliation against an employee or applicant for making a protected disclosure is prohibited by 5 U.S.C. 2302 (b)(8). If you believe that you have been the victim of whistleblower retaliation, you may file a written complaint (Form OSC-11) with the U.S. Office of Special Counsel at 1730 M Street NW., Suite 218, Washington, DC, 20036-4505 or online through the OSC Web site.
A Federal agency cannot retaliate against an employee or applicant because that individual exercises his or her rights under any of the Federal antidiscrimination or whistleblower protections laws listed above.
If you believe that you are the victim of retaliation for engaging in protected activity, you must follow, as appropriate, the procedures described in the Antidiscrimination Laws and Whistleblower Protection Laws sections or, if applicable, the administrative or negotiated grievance procedures in order to pursue any legal remedy.
Each agency retains the right, where appropriate, to discipline a Federal employee who has engaged in discriminatory or retaliatory conduct, up to and including removal. If OSC has initiated an investigation under 5 U.S.C. 1214, however, according to 5 U.S.C. 1214(f), agencies must seek approval from the Special Counsel to discipline employees for, among other activities, engaging in prohibited retaliation. Nothing in the No FEAR Act alters existing laws or permits an agency to take unfounded disciplinary action against a Federal employee or to violate the procedural rights of a Federal employee who has been accused of discrimination.
For information regarding the No FEAR Act regulations, refer to 5 CFR 724, or contact the servicing DLA EEO Office. Additional information regarding Federal anti-discrimination, whistleblower protection and retaliation laws can be found on the EEOC's website and the OSC's website.
Pursuant to section 205 of the No FEAR Act, neither the Act nor this notice creates, expands or reduces any rights otherwise available to any employee, former employee or applicant under the laws of the United States, including the provisions of law specified in 5 U.S.C. 2302(d).