U.S. Department of Justice Equal Employment Opportunity Policy, Issue Date 12/31/2025
Summary
The U.S. Department of Justice Equal Employment Opportunity Policy, issue date 12/31/2025, stating that no applicant or employee may be denied equal opportunity because of race, color, religion, national origin, sex including pregnancy, age, disability, genetic information, parental status, marital status, political affiliation or any other non-merit based factor. The Department promises swift corrective or disciplinary action for discrimination, retaliation or harassment prohibited by its policies, whether or not the conduct violates federal law. It provides reasonable accommodations for disabilities, pregnancy-related limitations and religious practices, and supports alternative dispute resolution. Employees who believe they faced discrimination or retaliation must contact their DOJ Component EEO office within 45 calendar days.
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U.S. Department of Justice
EQUAL EMPLOYMENT OPPORTUNITY
POLICY
Issue Date: 12/31/2025
The Department remains steadfast in its commitment to equal employment opportunity (EEO) and
treating employees with fairness, dignity and compassion. We must ensure that no applicant for
employment or employee of our Department is denied equal opportunity because of race, color, religion,
national origin, sex – including pregnancy – or because of age, physical or mental disability, protected
genetic information, parental status, marital status, political affiliation, or any other non-merit based factor
and that all have the freedom to compete on a fair and level playing field. We also must protect our
workforce and applicants from retaliation for participating in EEO activity or opposing discriminatory
acts.
These protections should apply to all personnel and employment programs, management practices and
decisions, including, but not limited to, recruitment, hiring, merit promotions, transfers, reassignments,
training and career development, benefits, and separations. We will take swift and appropriate corrective
and/or disciplinary action when anyone is found to have engaged in discrimination, retaliation, or
harassment, including sexual harassment, that is prohibited by our policies regardless of whether the
discrimination, retaliation, or harassment violates federal law.
In addition, the Department provides reasonable accommodations to employees and applicants with
disabilities or known limitations related to pregnancy, childbirth, or related medical conditions, and for
religious observances or practices, in accordance with established law. The Department also supports the
use of alternative dispute resolution (ADR) to resolve EEO complaints and requires management
participation when ADR is approved for use.
Finally, all DOJ employees and applicants for employment are afforded legal protections against EEO
violations and have the right to raise allegations of discrimination and harassment without fear of
reprisal. Contractors have similar protections if it is determined that the agency is a joint employer.
Employees who believe they have been subjected to discrimination, or to retaliation for participating in
EEO activity or for opposing discrimination, should contact their DOJ Component EEO office within 45
calendar days of when the alleged harm occurred. Applicants for employment should contact the EEO
Office that services the employing DOJ Component where the alleged act of discrimination occurred.
The Department will uphold principles of EEO in its service to the United States and in support of the
DOJ workforce who work tirelessly to uphold the rule of law, keep our county safe, and to protect civil rights.
DOJ IS AN EQUAL OPPORTUNITY EMPLOYER
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