Equal Employment Opportunity (EEO)
Reasonable Accommodation: The NRC'S Policy on Reasonable Accommodation 
complies with the related requirements of the Rehabilitation Act of 1973 
Discrimination Complaint Activity (pursuant to the No FEAR Act):The Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 (Pub. L. 107-174), also known as the No FEAR Act , requires each Federal agency to post summary statistical data pertaining to complaints of employment discrimination filed against the agency (under 29 CFR Part 1614 ). The specific data to be posted are described in Section 301 of the No FEAR Act and 29 CFR 1614.704.
It is the policy of the U.S. Nuclear Regulatory Commission (NRC) to provide equal employment opportunity (EEO) to all employees and applicants for employment with the agency, and to prohibit discrimination based on any of the following factors:
- race, color, or national origin
- religion (including reasonable accommodation for religious practice)
- gender (including gender-based wage discrimination or harassment)
- age (40 and over)
- mental or physical disability (including reasonable accommodation)
- sexual orientation
In addition, the NRC’s EEO policy prohibits reprisal against employees or applicants who participate in an activity that is protected by the related EEO Statutes and Regulations, or oppose practices that are made unlawful by those statutes.
If you believe you have been subjected to discrimination or reprisal on one or more of these prohibited bases,
you may pursue your claim through the NRC’s Employment
Discrimination Complaint Process,
which is administered by the Office of Small Business and Civil Rights (SBCR), in accordance
with the regulations of the U.S. Equal Employment
Opportunity Commission (EEOC) ,
as defined in Title 29, Part 1614, of the Code of Federal Regulations (29 CFR Part 1614 ). Note that discrimination based on sexual orientation is not covered by the EEOC regulations; allegations of discrimination on that basis may be pursued with SBCR.
For additional information, see the following pages (and the related information provided below):
