Postal Service policies on diversity, equal employment opportunity, and prevention of employment and workplace harassment can be found on PolicyNet under Memorandums of Policy (MOP). To locate MOPs, go to the Postal Service’s Blue page. In the left-hand column, under “Essential Links,” click PolicyNet from the drop-down menu. Click MOPs.
The Diversity and Inclusion statement expresses:
- The Postal Service’s overall focus on diversity and inclusion, and
- How diversity and inclusion relates to the mission of the Postal Service.
The Equal Employment Opportunity Policy Statement covers the Postal Service’s legal obligations:
- To provide equal employment opportunity and prevent discrimination in employment, and
- To affirm the importance of these policies to the mission of the Postal Service.
The Policy on Workplace Harassment covers:
- The Postal Service’s commitment to providing a work environment free of harassment.
- Management’s responsibility to:
- Prevent harassment, and
- Investigate complaints of harassment.
Depending on the nature of the complaint and the status of the employee, Postal Service employees may use several processes to pursue complaints against the Postal Service for alleged violations of the Postal Service’s equal employment opportunity and anti-discrimination policies.
For more information on these processes, see sections 666.2 and 666.3, which include a process to pursue complaints for discrimination that complies with the Equal Employment Opportunity Commission’s regulations.
The Postal Service is committed to fair treatment of all its employees. Harassment and disparate treatment based on sex (including pregnancy, sexual orientation, and gender identity, including transgender status) are not permitted or condoned.
All employees are expected to treat coworkers with dignity and respect. Employees must refrain from workplace harassment or other discrimination based on the following:
- Race, color, sex (including pregnancy, sexual orientation, and gender identity including transgender status), national origin, religion, age (40 or over), genetic information, disability, or retaliation for engaging in EEO-protected activity as provided by law.
- Other non-meritorious factors, such as political affiliation; marital status; status as a parent; and past, present, or future military service.
For additional information, refer to Publication 553, Employee’s Guide to Understanding, Preventing, and Reporting Harassment.
All executives, managers, and supervisors share in the responsibility for the following:
- Promoting diversity and inclusion,
- Promoting equal employment opportunity, and
- Preventing discrimination.
For additional information, refer to the following resources:
