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Commanding Officer's eeo policy:

It is the policy of NAVY CYBER DEFENSE OPERATIONS COMMAND (NCDOC) to maintain a work environment that is free of discrimination and harassment based on race, age (40+), disability (mental/physical), general information (GINA), religion, color, sex (to include sexual orientation and gender identity),  national origin or retaliation. These commitments must be exemplified in all of our management practices and decision, including recruitment and hiring practices, appraisal systems, awards, training and career development programs. Workplace discrimination, harassment and retribution against anyone who engages in protected activity is illegal, unacceptable and will not be tolerated.

Every command employee will be given the opportunity to compete on a fair and equal basis in programs that enhance professional growth. Accordingly, I will hold supervisory personnel accountable for safeguarding the legitimate rights of every individual and ensure personnel in their charge have the opportunity to advance based on merit, ability, performance and potential.

All employees are entitled to a work environment free from unlawful discrimination and harassment. Harassment (to include sexual and pregnancy harassment), as stated in this policy, is seen as what a reasonable person would consider intimidating, hostile or abusive. It includes unwelcome verbal or physical conduct that is severe or pervasive enough to create a hostile work environment and/or alter the conditions of employment and/or harassment.

The objective of EEO is to promote positive command morale and Quality of Life by providing an environment in which all personnel can perform to their maximum ability, unimpeded by institutional or individual bias. I am committed to the principles of EEO and to a workforce reflecting the diversity of our population. It is incumbent upon every employee of the command, and across NCDOC to ensure that we stand as an exemplar of equity and inclusiveness for all other workplaces, inside and outside the federal government. As such, I charge each member of our workforce to take responsibility for implementing the EEO policy and adhere to the anti-harassment governing policies, practices and processes, while engaging in progress and cooperating fully in its endorsements.

If you believe you are a subject of discrimination and/or harassment, contact your EEO Office at (240) 373-3382 or email at within 45 calendar days of the alleged incident. If you have a work-related complaint involving other prohibited and/or non-merit factors, contact your local Human Resources Office for information regarding your rights. Every employee must do their part in implementing this policy as a shared responsibility in fostering and maintaining a work environment that is free from unlawful workplace discrimination and/or harassment and by ensuring that they do not engage in any activity or practice that creates an offensive or hostile work environment for their superiors, colleagues, coworkers and/or subordinates.

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.
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