TIGTA is an equal opportunity employer.  The Inspector General supports a workplace that is free from discrimination, harassment, and retaliation where qualified job applicants and employees are provided reasonable accommodation.  This commitment is renewed through the following annual policy statements and the publication of annual reports:

• Anti-Harassment Policy
• Anti-Sexual Harassment Policy
• EEO Policy
• Reasonable Accommodation Policy
• Management Directive 715

TIGTA welcomes and values diversity in all forms.  TIGTA is committed to increasing employment of qualified applicants with disabilities and to being a model employer for individuals with disabilities.  TIGTA's leadership works diligently so that all employees are fully included in the workplace. 

Applicants with a disability electing to use the Schedule A Hiring Authority 5 C.F.R. § 213.3120(u) may apply through the competitive or non-competitive process:

Competitive Process

• Who is eligible?  Any interested person, including an individual with a disability.
• How to apply?  In the competitive hiring process, applicants apply directly to a position found on USAJobs.gov.

Non-Competitive Process

• Who is eligible?  Applicants with a certified disability.  To be eligible for hire under Schedule A and job applicant must meet criteria defined by OPM, and must have documentation certifying their disability.  Generally, the Schedule A Certification Letter should follow the format provided in this sample.  More information can be found in guidance from the EEOC.
• How to apply?  The non-competitive process allows job applicants eligible for hire under Schedule A to apply for a position even if a job announcement is not listed on USAJobs.gov.  Job applicants should submit their application to the TIGTA Selective Placement Program Coordinator (SPPC) at SelectivePlacement@tigta.treas.gov with a résumé and the required Schedule A documentation.

Reasonable Accomodation
TIGTA complies with all Federal civil rights statutes and Department of the Treasury policy, providing reasonable accommodation (RA) on the basis of disability, religion, and pregnancy.  It is TIGTA’s policy to provide RA for qualified individuals (including employees and job applicants), unless doing so would pose an undue hardship to TIGTA operations.  An RA is any change or modification in the workplace, from the way things are customarily done, that provides an equal employment opportunity to a qualified individual:

• During the job application process;
• In performing essential job functions; or
• In accessing equal benefits and privileges of employment.

The need for an RA is determined on a case-by-case basis, taking into consideration the individual’s request, the essential duties of a job, the work environment, and whether the proposed accommodation would create an undue hardship to TIGTA’s operations. If a qualified TIGTA job applicant requires an RA during the application/hiring process the request can be made through the Human Resources Specialist working with the job applicant or the EEO Office (*tigtaeeorequests@tigta.treas.gov).

To learn more, visit TIGTA’s RA policy or e-mail *tigtaeeorequests@tigta.treas.gov.

Personal Assistance Services
Under Section 501 of the Rehabilitation Act of 1973 provision of Personal Assistant Services (PAS) is a required aspect of affirmative action for employees with targeted disabilities who require such services.  Employees requiring PAS should contact the EEO Office (*tigtaeeorequests@tigta.treas.gov).  To learn more, visit TIGTA’s PAS policy.

Architectural Barriers Act Complaints
The Architectural Barriers Act of 1968 (ABA) requires buildings or facilities to be accessible if the building or facility was designed, built, or altered with Federal dollars or leased by Federal agencies after August 12, 1968.  Complaints about the inaccessibility of TIGTA offices should be made directly to the U.S. Access Board.

The No FEAR Act
On May 15, 2002, Congress enacted the Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002, Public Law 107-174, also known as the No FEAR Act.  One purpose of the Act is to “require that Federal agencies be accountable for violations of antidiscrimination and whistleblower protection laws.” Public Law 107-174.  In support of this purpose, Congress found that “agencies cannot be run effectively if those agencies practice or tolerate discrimination.” Public Law 107-174, § 101(1). The No FEAR Act also requires that TIGTA provide the below notices to Federal employees, former Federal employees, and applicants for Federal employment to inform them of the rights and protections available under Federal anti-discrimination, whistleblower protection, and anti-retaliation laws

No FEAR Act Data
TIGTA's No FEAR Act data is posted and maintained on the Department of the Treasury website.

Federal Agency Compliance with Antidiscrimination Laws
A Federal 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 (including sexual orientation and gender identity), national origin, age, disability, marital status or political affiliation. Discrimination on these bases is prohibited by one or more of the following statutes: 5 U.S.C. § 2302(b) (1), 29 U.S.C. § 206(d), 29 U.S.C. § 631, 29 U.S.C. § 633a, 29 U.S.C. § 791 and 42 U.S.C. § 2000e-16.  If you believe that you have been the victim of unlawful discrimination on the basis of race, color, religion, sex (including sexual orientation and gender identity), national origin or disability, 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 U.S. Department of the Treasury.  See, e.g., 29 C.F.R. § 1614.

Federal Agency Compliance with Whistleblower Protection Laws
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 through the OSC website.

Retaliation for Engaging in Protected Activity
A Federal agency cannot retaliate against an employee or applicant because that individual exercises their 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 in order to pursue any legal remedy.

Disciplinary Actions
Under the existing laws, 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.

Additional Information
For further information regarding the No FEAR Act regulations, refer to 5 C.F.R. § 724 or contact TIGTA’s EEO Office (*tigtaeeorequests@tigta.treas.gov).  Additional information regarding Federal anti-discrimination, whistleblower protection, and retaliation laws can be found on the EEOC website and the OSC website.

Existing Rights Unchanged
Pursuant to § 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).

Federal agency cannot retaliate against an employee or applicant because that individual exercises their 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 in order to pursue any legal remedy.
 

Complaint Processing Overview
TIGTA employees, former employees, and job applicants have the right to file an EEO complaint if they believe they have been subjected to unlawful discrimination based on race, color, national origin, religion, sex (including gender identity, sexual orientation, and/or sexual stereotyping) pregnancy, age (40 and older), disability (physical and mental), genetic information, parental status, marital status, political affiliation, retaliation for opposing discriminatory practices, or for participating in the discrimination complaint process.  To initiate the EEO complaint process, contact a EEO Counselor (*eeo@irs.gov) within 45 calendar days of the alleged discriminatory occurrence.

The EEO Complaint Process is governed by Federal civil rights laws, EEOC regulations, EEOC Management Directive 110, as well as Department of the Treasury and TIGTA policies.  TIGTA encourages the use of Alternative Dispute Resolution (ADR) to resolve disputes.

To learn more, visit TIGTA’s EEO Complaints Process policy or e-mail *tigtaeeorequests@tigta.treas.gov.

Civil Rights Information Overview
TIGTA complies with applicable Federal civil rights laws and does not discriminate based on race, color, national origin, age, disability, or sex.  TIGTA does not exclude people or treat them differently because of race, color, national origin, age, disability, or sex.  For these reasons, TIGTA:

• Provides free aids and services to allow people with disabilities to communicate effectively with TIGTA staff, (such as qualified sign language interpreters, or written information in other formats (large print, audio, accessible electronic formats, or other formats).
• Provides free language services to allow people whose primary language is not English to communicate effectively with TIGTA staff (such as qualified interpreters and information written in other languages).

To request services or learn more, visit TIGTA’s Language Access Plan or e-mail *tigtaeeorequests@tigta.treas.gov.

Recipients and Sub-Recipients of Federal Financial Assistance
Recipients and sub-recipients of Federal financial assistance from the Department of the Treasury and TIGTA must comply with Title VI of the Civil Rights Act of 1964 (prohibiting race, color, and national origin discrimination including language access for limited English proficient persons), Section 504 of the Rehabilitation Act of 1973 (prohibiting disability discrimination), Title IX of the Education Amendments of 1972 (prohibiting sex discrimination in education and training programs), and the Age Discrimination Act of 1975 (prohibiting age discrimination in the provision of services).

Civil Rights Complaints
If you believe that TIGTA, a recipient, or sub-recipient has failed to provide these services or discriminated in another way on the basis of race, color, national origin, age, disability, or sex, you can file a grievance with: EEO Office, 901 D Street S.W., Suite 600, Washington, D.C. 20024.  You can file a written complaint by mail or by e-mail (*tigtaeeorequests@tigta.treas.gov).  If you need help filing a written complaint, TIGTA’s EEO Office is available to provide assistance.
You can also file a civil rights complaint with the U.S. Department of Treasury, Office for Civil Rights and Equal Employment Opportunity (OCRE):

U.S. Department of Treasury
Office for Civil Rights and Equal Employment Opportunity
1500 Pennsylvania Avenue, N.W.
Washington, D.C. 20220
OCRD.comments@treasury.gov