Our employees come from diverse backgrounds and work together to carry out our mission. Equal employment opportunity at the CFTC is a continuing commitment. To maintain neutrality in resolving disputes, the EEO office is independent of any other CFTC office and the EEO Program Director reports to the Chairman of the CFTC.
Equal Employment Opportunity Data posted pursuant to Title III of the Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 (No FEAR Act), Pub. L. 107-174.
The primary purpose of the No FEAR Act of 2002 is to improve Federal agency accountability for violations of the anti-discrimination and whistleblower protection laws related to employment and to ensure that employees, applicants for employment, and former employees know their rights under anti-discrimination laws and the Whistleblower Protection Act.
Commodity Futures Trading Commission Equal Opportunity Employer Statement
Lorena Carrasco, EEO Program Director
Sarah Summerville, Senior EEO Specialist
Derrick Wilson, Diversity & Inclusion Specialist
Location and mailing address:
1155 21st Street, NW
Washington, DC 20581
TTY Telephone: 202-418-5428
District of Columbia
Personnel actions affecting any term or condition of employment may not be based on an individual's:
Hostile Work Environment Discrimination (Harassment) is Prohibited
Other Personnel Practices Prohibited by the Civil Service Reform Act of 1978, 5 USC 2302, and Executive Order 11478
In addition to the prohibitions contained in anti-discrimination and whistleblower protection laws, merit system principles provide that no personnel action in the Federal government may be based on an individual's:
Reasonable Accommodation for Disability and for Religion
Federal Anti-Discrimination Laws and Executive Orders
The Equal Employment Opportunity Commission (EEOC) has the authority to establish the procedures Federal agencies use to process complaints of employment discrimination made by applicants or employees who believe they have been discriminated against in violation of those Federal anti-discrimination laws that prohibit discrimination on the basis of race, color, religion, gender, national origin, age, or disability or retaliation for participating in the EEO process or opposing employment discrimination.
The EEOC's regulations for the Federal administrative complaint process are published in the Code of Federal Regulations at 29 CFR 1614.
The CFTC EEO office manages the CFTC's administrative complaint process in compliance with EEOC regulations and directives.
Time Limit: Process Must Begin Within 45 Days of Discriminatory Act
EEO counseling is required before a complaint of discrimination may be filed. To preserve your right to access the EEO complaint process, you must cooperate in good faith with the EEO counseling process. EEO counselors provide information about legal rights and responsibilities related to the administrative complaint process. Attempts to resolve disputes will be made by an EEO counselor or through the CFTC's alternative dispute resolution (ADR) program. EEO counseling may take from 30 to 90 days.
Alternative dispute resolution is an option available during the EEO counseling process. ADR is voluntary. Mediation must be requested by the individual being counseled.
Formal Complaints of Discrimination