Department of Navy (DON) employees have responsibilities too. As Federal employees, they represent not only the DON but the United States Government and should conduct themselves accordingly. They should not engage in activities that reflect negatively on themselves as well as the DON.
Drug-Free Workplace Program
The Department of the Navy has an obligation to eliminate illegal drug use by its employees. The Drug-Free Workplace Program is designed to fulfill that requirement.
Avenues for Resolving Complaints
Sometimes there are differences of opinion among co-workers, between supervisor and employee, or other colleagues. All employees need to work with their supervisors to resolve problems relating to the workplace. If these discussions are unsuccessful, there are a variety of alternatives available for resolving issues.
Alternative Dispute Resolution
The Department of the Navy fully supports the use of Alternate Dispute Resolution (ADR) procedures to resolve workplace disputes. ADR techniques should be used as an alternative to formal administrative procedures and litigation to the maximum extent practicable. Almost every workplace conflict and issue is a potential candidate for ADR.
Administrative Grievance Procedure
Through the Administrative Grievance Procedure (AGP), an employee, or group of employees, may request personal relief in a matter of concern or dissatisfaction relating to their employment. The AGP covers employment issues that are under the control of the activity head and are not covered by statutory appeals processes. Human Resource Offices can provide information to employees who want to file an administrative grievance.
Negotiated Grievance Procedure
The negotiated grievance procedure (NGP) is the exclusive administrative procedure (with the exception of a few statutory exceptions, e.g., adverse and performance based actions, EEO complaints, etc.) for employees who are bargaining unit members to pursue complaints. Each collective bargaining agreement must contain a NGP. Employees should consult their collective bargaining agreement to see which matters are grievable and which have been excluded from coverage under the NGP. The NGP will also advise employees of the time limits and procedures for filing grievances within its coverage.
Over time, duties and responsibilities that employees perform change which results in a change in how the position is classified. Department of Navy employees who feel that their position is not properly classified can appeal at any time.
Merit Systems Protection Board Appeals
The U.S. Merit Systems Protection Board is an independent agency in the Executive Branch of the Federal Government that serves as the guardian of Federal merit systems. The majority of cases handled by the Board are appeals of agency adverse actions.
Office of Special Counsel
The Office of Special Counsel's (OSC) mission is to safeguard the merit system by protecting federal employees and applicants from prohibited personnel practices.
Department of Labor
The Department of Labor has responsibility for investigating complaints related to violations under the Veterans Employment Opportunities Act of 1998.
Equal Employment Opportunity Complaints
The policy of the Department of the Navy is to provide equal opportunity in all employment matters for all persons; to prohibit discrimination because of race, color, age, religion, sex, national origin, or disability; and to promote full realization of equal opportunity through continuing affirmative employment programs. This policy must be an integral part of every aspect of personnel policy and practice in the employment, development, advancement, and treatment of employees.