Commanding Officer's eeo policy:
Actions that create an environment promoting or suggesting inequalities based on race, color, religion, gender, identity, sex (including sexual orientation), national origin, age, non-disqualifying handicap, physical or mental disability, or reprisal, will not be tolerated at NCDOC.
It is the policy of the United States government, Department of Defense, Department of the Navy, and NCDOC to provide equal employment opportunity based on qualifications and merits without to the above mentioned areas. All employees will abide by the letter and intent of Equal Employment Opportunity (EEO) laws and policies applicable to Federal employment in their daily actions, conduct, and decisions.
In accordance with OPNAVINST 5354.1F all employees are responsible for performing their duties in a non-discriminatory manner. Discrimination, harassment, sexual harassment, or intimidation of any kind will not be tolerated. We must remain committed to maintaining a work environment that is free of retaliation and free of harassment. Supervisors must continually monitor the workplace to ensure this objective is met. Prompt remedial action must be pursued to correct inappropriate behavior in accordance with command policy.
It is the responsibility of supervisors to follow EEO principles in recruitment and personnel management decisions, and to be fair and equitable in the rights of employees. All personnel will maintain a work environment free from discrimination, sexual harassment, and harassment, and to create an atmosphere where all persons are treated with dignity and respect.
Equal Employment Opportunity Policy
The United States Government does not discriminate in employment on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factor.
Reasonable Accommodation Policy
Federal agencies must provide reasonable accommodation to applicants with disabilities where appropriate. Applicants requiring reasonable accommodation for any part of the application process should follow the instructions in the job opportunity announcement. For any part of the remaining hiring process, applicants should contact the hiring agency directly. Determinations on requests for reasonable accommodation will be made on a case-by-case basis.
A reasonable accommodation is any change to a job, the work environment, or the way things are usually done that enables an individual with a disability to apply for a job, perform job duties or receive equal access to job benefits.
Under the Rehabilitation Act of 1973, federal agencies must provide reasonable accommodations when:
An applicant with a disability needs an accommodation to have an equal opportunity to apply for a job.
An employee with a disability needs an accommodation to perform the essential job duties or to gain access to the workplace.
An employee with a disability needs an accommodation to receive equal access to benefits, such as details, training, and office-sponsored events.
You can request a reasonable accommodation at any time during the application or hiring process or while on the job. Requests are considered on a case-by-case basis.
Learn more about disability employment and reasonable accommodations.