If you feel you are being sexually harassed:

1.

Tell the offender that you are not interested and that you want the behavior to stop.

2. Realize that it is not your fault. Understand that you have a right to complain and take action, if necessary.

3. Record the incidents of harassment in writing. If other people are around when you are harassed, ask them if they saw or heard what happened. They will be more likely to recall the incident later.

4. Discuss your feeling with friends, co-workers, and relatives. Such discussions can help eliminate feelings of isolation, powerlessness, and responsibility for the situation.

5. Get information and assistance from individuals designated in the following section. Keep a record of complaints you have filed and the results.

Who can help if you feel you are being sexually harassed?

The Board recommends that you discuss the matter with your supervisor or the supervisor of the offending individual. If you would prefer to seek assistance from someone else, the following individuals are also prepared to help:

Employee Relations Specialist (Division of Human Resources Management)

Federal Woman's Program Manager

• Board EEO Programs Officer

Special Employee Adviser

EEO Counselors (Employees may seek relief from sexual harassment through the Board's EEO complaint procedures by contacting an EEO counselor within 30 days of the act.)

For more information on the subject of sexual harassment and procedures for the investigation of sexual harassment complaints, refer to the sexual harassment policy statement in the Management Guide or contact the Board's EEO Programs office. Films and reading material on this subject are also available.

Board of Governors of the Federal Reserve System EEO Programs Office, Room B-1119, Stop 14 20th & C Street, N.W. Washington, D.C. 20551 (202) 452-3549

Affirmative

Employment Program Plan for Minorities and Women

of the Board of Governors of the Federal Reserve System

Approved by the

Board of Governors of the Federal Reserve System

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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN

EEO POLICY STATEMENT

It is the policy of the Board of Governors of the Federal Reserve System to provide equal employment opportunity and equal opportunity for career development for all qualified persons. The Board also prohibits discrimination in employment because of race, religion, color, national origin, age, sex, or handicap. Further, to promote the realization of equal employment opportunity through a positive continuing program, the Board shall meet the spirit and intent of the Civil Rights Act of 1964 (Title VII); Sections 501 and 504 of the Vocational Rehabilitation Act of 1973, as amended; Section 403 of the Vietnam Era Veterans Readjustment Assistance Act of 1972; the Age Discrimination in Employment Act (ADEA); the Equal Pay Act; and Executive Order 11478.

The Board maintains an affirmative employment program to promote equal opportunity in every aspect of the employment, development, advancement, and treatment of employees and applicants.

As an essential part of the Board's policy, no one will be subject to retaliation or reprisal for participating in any stage of the administrative or judicial proceedings provided for in the Board of Governors of the Federal Reserve Systems Rules Regarding Equal Opportunity (12 CFR 268).

The Board calls on Senior management to take the necessary steps to comply fully with its policy. Each manager, at every level, must ensure that the Board's commitment to equality of opportunity is honored.

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AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN

DELEGATION OF AUTHORITY

(EXPLANATION OF RESPONSIBILITIES OF EEO PROGRAM OFFICIALS)

The Board of Governors of the Federal Reserve System has the ultimate responsibility for all equal employment opportunity programs within the Board. The Board has designated the EEO Programs Officer as the person responsible for implementing and monitoring the equal employment opportunity program.

The Board of Governors is responsible for the following:

1. ensuring that the Federal Reserve Board complies with federal affirmative employment guidelines;

2.

ensuring that all officials of the Federal Reserve Board are held accountable for the achievement of affirmative employment objectives.

The EEO Programs Officer is responsible for the following: 1. formulating and implementing the Board's multi-year Affirmative Employment Plan for minorities and women;

2. serving as a general resource consultant on all

EEO matters affecting the Board;

3. encouraging the active participation of division management and officials in the implementation of the Board's affirmative employment plan;

4. assisting the Board in developing women and minorities for promotion to managerial and official positions;

5. periodically reporting to the Administrative Governor and to the EEO Council on the status of equal employment opportunity and affirmative employment at the Board;

6. assisting division directors, managers, and supervisors in resolving EEO matters as they arise, and participating in planning and implementation of the EEO programs