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Problem Resolution

 
   


The NOWCC ESP has a policy of promoting an appropriate work environment for Enrollees. It is not suitable for an Enrollee to be subjected to harassment, poor sanitation, dangerous conditions, and lack of proper instruction on how to perform the assignment or unresolved personal conflicts that interfere with assignment completion.

Enrollees experiencing difficulties should follow this procedure:

  1. The Enrollee should first request a meeting with the Monitor to explain the situation and to request assistance. If the situation remains unresolved after the meeting with the Monitor, the Enrollee should contact the NOWCC Field Office immediately.
  2. In the event the problem remains unresolved after a reasonable period of time, and after thorough communication with the Monitor and the NOWCC Field Office, a written appeal may be directed to the NOWCC Field Director, who shall consider all aspects of the problem objectively, carefully and promptly.
  3. If there is no satisfactory resolution after 10 business days, a written appeal may be made to the President and CEO of NOWCC, who may require an investigation by assigned individuals, and will render a decision within 10 business days. The NOWCC President and CEO's decision shall be final.

The NOWCC ESP Program is operated and administered in full recognition of, and in compliance with, the intent of the Title VII of the Civil Rights Act of 1964 as amended and Section 504 of the Rehabilitation Act of 1973 as amended.

Sexual or Other Forms of Harassment

 

Sexual and other forms of workplace harassment based upon race, age, sex, national origin, disability or religion will not be tolerated by the NOWCC ESP. All complaints made will be investigated promptly, fairly and thoroughly. The NOWCC ESP is responsible for investigating claims made by Enrollees as well as claims made against Enrollees. Harassment is a form of discrimination and is an unlawful workplace practice as interpreted by the courts under Title VII of the Civil Rights Act.

Sexual harassment involves behavior with sexual overtones which is unwelcome. It may include verbal behavior such as offensive comments, suggestions, jokes, sex-oriented labels or pressure for sexual favors. Sexual harassment may also include physical behavior such as touching, feeling, patting or deliberate brushing against others in a sexual manner. Verbal or physical conduct constitutes harassment when any or all of the following occur:

  • The conduct is an element in a decision to enroll or release an individual.
  • The conduct is a factor in decisions related to the assignment of position duties.
  • The conduct interferes with an individual's performance or normal interpersonal relationships at work.
  • The conduct creates an intimidating, hostile or offensive work environment for the individual.

Although ESP enrollees are not Federal Employees, they enjoy the same rights regarding harassment and are required to report harassment conduct you experience or witness to:

  • Supervisor of the person engaging in harassing conduct
  • Any supervisor or management official
  • Any Employee Relations Specialist
  • Office of Inspector General
  • NOWCC Field Office representative
  • Once reported the NPS Solicitor or ER Specialist will decide how to proceed.

To file a complaint of harassment:

  • The Enrollee should notify the person who is being accused of harassment, the nature of the offending activity, that it is unwelcome and that it must stop.
  • If the Enrollee is uncomfortable notifying the person accused of harassment, the assistance of the Enrollee Monitor and/or NOWCC Field Office may be requested.

NOTE: IN MANY INSTANCES ONE OF THE ABOVE COURSES MAY BE SUFFICIENT TO END THE MATTER WITHOUT THE NEED FOR A FORMAL COMPLAINT. HOWEVER, THIS WILL NOT PRECLUDE A DECISION TO CONDUCT A THOROUGH INVESTIGATION IN SITUATIONS WHERE MANAGEMENT OR THE HARASSED ENROLLEE BELIEVES THIS STEP IS NECESSARY.

  • If the Enrollee is accusing an Enrollee Monitor of harassment, the assistance of the NOWCC Field Office may be requested.
  • If the above mentioned informal attempts to resolve the situation are not satisfactory, the Enrollee should submit a written complaint to the NOWCC Field Office who will be responsible for investigating the complaint and responding to the Enrollee in a reasonable period of time.
  • If the Enrollee initiating the complaint feels that the situation is still unresolved, he/she may appeal concerns within a reasonable period of time to the NOWCC Field Director, whose decision can be appealed to the NOWCC President and CEO, whose decision will be final.

Lobbying and Political Activities


NOWCC ESP Enrollees are paid from federal funds and may participate freely in the political process with the following exceptions:

  • Enrollees may not engage in political activities (partisan or non-partisan) while on duty or during their assignment hours unless they are on approved unpaid leave.
  • Enrollees may not present themselves as spokespersons for the NOWCC or the ESP while engaged in partisan or non-partisan political activity.

Questions may be directed to your NOWCC Field Office.