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Equal Employment Opportunity (EEO) Resources

EEO Policy Statement

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.

Employees and applicants for employment with the Selective Service System who believe that they have been discriminated against by a Selective Service employment decision because of race, color, sex, religion, national origin, age, disability, sexual orientation or reprisal may pursue such claims through the discrimination complaint process administered by the agency’s EEO Program.

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EEO Frequently Asked Questions

Equal Employment Opportunity is fair treatment in employment, promotion, training, and other personnel actions without regard to race, color, religion, sex, age, national origin, genetic information, and physical or mental disability. To make sure that all Federal employees and applicants for employment with the Federal Government are provided this opportunity, certain laws and regulations were issued containing the legal basis for EEO programs in Federal agencies. One of the main misconceptions of EEO is that EEO is only for selected groups. EEO is for everyone and it is required by law.

It is an allegation of discrimination because of race, color, religion, national origin, sex (including sexual harassment and pregnancy), age, or physical or mental handicap. The complaint may arise from a specific personnel action, such as employment, promotion, work assignment, selection for training, disciplinary action, or separation, or it may relate to prevailing conditions in an organization.

A complaint of discrimination may be filed by an aggrieved applicant or any employee or group of employees. The aggrieved individual has the right to be represented at all stages of the process.

If you feel that you have been discriminated against, as described above, first get all the facts on the matter to make sure there has been no misunderstanding. Feel free to speak with your supervisor, administrative officer or personnel representative.

If you are still dissatisfied and wish to utilize the EEO complaint system, you must bring the matter to the attention of an EEO counselor within 45 calendar days of the occurrence of the alleged discriminatory act or effective date of the personnel action alleged to be discriminatory.

The counselor will listen to your problem, and advise you of your rights under the EEO complaint system. You will also be advised of the option to utilize Shared neutrals, the Selective Service alternative dispute resolution (ADR) process.  If you choose the EEO complaint process, the counselor will make inquiry into the matter, if you wish, by discussing the problem with your supervisor, associates, personnel representative, etc. and will attempt to resolve the problem informally, acting always with your approval.

A Selective Service employee, an applicant for employment with the Selective Service System, or an individual benefiting from a Selective Service administered employment program may institute an Equal Employment Opportunity (EEO) complaint if that employee or applicant believes that he or she has been discriminated against based on one or more of these factors:

  • Age
  • Disability
  • Equal Compensation
  • Genetic Information
  • Harassment
  • National Origin
  • Pregnancy
  • Race / Color
  • Religion
  • Retaliation
  • Gender
  • Sexual Harassment

Individuals may initiate a complaint of discrimination based on any one or more of the above listed factors.  Employees or applicant contacts must the Selective Service’s EEO Office to request an EEO counselor within 45 calendar days of alleged discriminatory action — incident or personnel action which gives rise to complaint.

Alternative dispute resolution, or ADR, includes a variety of processes and techniques used by disagreeing parties to come to an agreement without resort to litigation.  ADR is widely accepted throughout the Federal government as a way of resolving the conflicts inherent in employee-management relations. Mediation is the technique usually employed to resolve Equal Employment Opportunity (EEO), employment, performance, and other workplace issues and disputes.

It is the policy of the Selective Service System to resolve disputes at the earliest opportunity and in the manner most conducive to fostering healthy continuing relationships in the workplace.  One goal of the EEO Program at Selective Service is that ADR become the preferred dispute resolution practice.

No, you cannot.  You must choose either the EEO complaint process or the ADR process.  You cannot use both to resolve your dispute.

Complaints Processing Procedures

Procedures for processing individual complaints of discrimination:

1. Employee or applicant contacts the Selective Service’s EEO Office to request an EEO counselor within 45 calendar days of alleged discriminatory action — incident or personnel action which gives rise to complaint. If a personnel action, the Selective Service EEO Office must be contacted within 45 calendar days of its effective date.

2. The EEO counselor has 30 calendar days from the initial interview to attempt informal resolution. If the final counseling interview is not completed within 30 calendar days, the counselor, on the 30th day, informs complainant of right to file formal complaint.

3. Counseling may be extended if the matter is not resolved within the 30 calendar days. Any extension of the counseling period may not exceed an additional 60 calendar days.

4. If informal resolution fails, the employee/applicant is issued a final counseling report and a notice of rights. A formal complaint may be filed with the EEO director, within 15 calendar days of receipt of the final counseling report and notice of rights.

5. If the formal complaint is accepted for processing, an investigation must be completed within 180 calendar days from the filing date. If the complaint is dismissed, the complainant is notified of the reasons for dismissal and the right to appeal the decision to the Equal Employment Opportunity Commission (EEOC).

6. Once the investigation has been completed, the complainant is provided a copy of the investigative file. Within 30 days of receipt of the investigative file, the complainant has the right to request an EEOC hearing or an immediate final decision by the agency’s EEO director.

7. A complaint may be resolved at any time. If a resolution is reached, a written settlement agreement is prepared and signed.

8. If the complainant does not request a hearing or a final decision within 30 calendar days, the EEO director will issue the final decision.

9. Upon receipt of a final decision, the complainant may appeal to the EEOC within 30 calendar days or may file a civil action in an appropriate U.S. District Court within 90 calendar days.

10. The complainant may also file a civil action in an appropriate U.S. District Court if he/she has not received a final decision within 180 days of filing a formal complaint; if no decision from the EEOC has been received within 180 days of filing a notice of appeal with the EEOC; or within 90 days of receipt of EEOC’s final decision.

11. For information concerning class complaints of discrimination and/or other matters concerning the processing of EEO complaints, please contact the EEO Director at 703-605-4065.

Filing an EEO Complaint

If you are an applicant for employment with the Selective Service System or an employee of Selective Service, and you wish to file a complaint of discrimination, please complete the form:

Download EEO Complaint Form

Submit Form To:

Office of Equal Opportunity
National Headquarters, Selective Service System
Arlington, VA 22209-2425

For questions or assistance, please contact the EEO Program at or 703-605-4065.

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EEO Resources