​WAPA’S EEO policy statement

WAPA affirms its commitment to Equal Employment Opportunity which prohibits unlawful discrimination based on race, sex, color, religion, national origin, age, disability, genetic information, retaliation or sexual orientation. EEO ensures that employees and applicants for Federal employment are treated fairly, and that employment-related decisions are based on merit.

​Affirmative action plan for persons with disabilities (MD-715; Part J)​​

On January 3, 2017, the Equal Employment Opportunity Commission (EEOC) issued an update to Section 501 of the Rehabilitation Act, as amended. Pursuant to 29 CFR 1614.203(e)(2), each agency shall make an affirmative action plan for the hiring, placement, and advancement of individuals with disabilities and make it available to the public. This Affirmative Action Plan for Persons with Disabilities is updated each fiscal year.

Reasonable accommodation

WAPA is committed to providing reasonable accommodations to its employees and applicants for employment to ensure that individuals with disabilities have full access to equal employment opportunity. For information on reasonable accommodation, please refer to WAPA’s reasonable accommodation procedures [energy.gov]  or contact any of WAPA’s Local Reasonable Accommodation Coordinators [energy.gov] .

Equal employment opportunity program

The EEO office implements and monitors a multi-faceted program to ensure that WAPA’s employment practices are consistent with the statutes, regulations and Executive Orders that promote equal employment opportunity and prohibit discrimination.  This includes administration of the EEO complaint process; and promoting alternative dispute resolution throughout WAPA.

​Contacting the Office of Equal Employment Opportunity

To speak with someone regarding an EEO concern or issue, please visit https://www.energy.gov/OMEI/office-civil-rights-and-equal-employment-opportunity.

NoFEAR Act Data

The Notification and Federal Employee Anti-discrimination and Retaliation Act of 2002 (No FEAR Act, P.L. 107-174 [energy.gov]) increases accountability of Federal agencies for acts of discrimination or reprisal against employees resulting from whistleblower complaints, and complaints before the Merit Systems Protection Board and the Equal Employment Opportunity Commission.

The No FEAR Act requires each Federal agency to publicly post summary statistical data relating to equal employment opportunity complaints filed against the agency on a quarterly basis during each fiscal year, and cumulative fiscal year end data for the five preceding years.

To review this data, you can visit DOE’s NoFEAR Act Data site [energy.gov].

Last modified on June 4th, 2026