Naval Air Weapons Station China Lake Logo Commander, Navy Region Southwest  |  Naval Air Weapons Station China Lake
Commander, Navy Installations Command
  Find Your Region or Installation

Workplace Discrimination

Naval Air Weapons Station (NAWS) affirms its commitment to the principles contained in Title VII of the Civil Rights Act of 1964 as amended, Age Discrimination in Employment Act of 1967 as amended (ADEA), Rehabilitation Act of 1973 as amended, Equal Pay Act of 1963 (EPA) and other laws, regulations, and statutes governing equal employment opportunity.  It is the policy of the NAWS to enforce and promote equal employment opportunity (EEO) for all employees and applicants for employment regardless of race, color, religion, sex, national origin, age, disability, and reprisal for opposition to prohibited discrimination or participation in the EEO complaints process.

The NAWS must be a discrimination-free work environment characterized by an atmosphere of inclusion and free, open and equal competition in all employment opportunities, personnel/employment programs, and management practices and decisions including, but not limited to, recruitment/hiring, merit promotion, transfer, reassignment, training and career development, benefits and awards.

Workplace harassment will not be tolerated. Allegations of harassment will be immediately investigated and, where allegations are substantiated, appropriate action will be taken.  For more information on the prevention of workplace harassment and for avenues of redress please refer to the NAWS policy for the Prevention of Harassment in the Workplace.

The success of the EEO program is the responsibility of all NAWS employees.  Organizational leaders, supervisors and managers hold a particularly vital role in the EEO program and must ensure that all employment decisions are made in accordance with EEO Principles to eliminate barriers that impede free and open competition in the workplace.  Supervisors and managers must sincerely support the EEO program and ensure that all personnel decisions are made exclusively on an individual's merit.

If you believe you have been discriminated against due to your race, color, religion, sex, national origin, age disability, or reprisal, you must contact an EEO Counselor within 45 days of the alleged incident of employment discrimination; you may contact an EEO Counselor at (760) 939-0200 (China Lake) or (805) 989-4027 (Point Mugu) to initiate an informal EEO complaint.

An employees' dissatisfaction resulting from an employment -related decision not specifically excluded by the administrative grievance instruction may file and informal or formal grievance under COMNAVREGSWINST 12771.1.

Members of collective bargaining units may file a discrimination complaint through their negotiated grievance procedure if such procedures apply and are available.

If you believe you have been discriminated against due to your political affiliation, martial status, or disclosure of information that you reasonably believed to evidence violations of law, rule, regulation; gross mismanagement; gross waste of funds, an abuse of authority; or a substantial and specific danger to public health and safety, unless disclosure of such information is specifically prohibited by law and such information is specifically required by Executive Order to be kept t secret in the interest of national security or the conduct of foreign affairs, you may file a written complaint with the U.S. Office of Special Counsel at 1730 M Street NW, Suite 128, Washington, D.C. 20036-4505 or online at Violations of prohibited personnel practices may also be filed with the U.S. Office of Special Counsel at the address or website above.

Retaliation against an employee or applicant because that individual exercised his or her rights under any of the Federal anti-discrimination or whistle-blower protection laws is prohibited.

NAWS Command expects all employees, supervisors and managers to maintain an environment free of employment discrimination and to fully support the goals and objectives of this policy.





Share This Page