Privacy Act of 1974; Systems of Records

CourtEqual Employment Opportunity Commission
Record Number2022-05257
Published date14 March 2022
Federal Register, Volume 87 Issue 49 (Monday, March 14, 2022)
[Federal Register Volume 87, Number 49 (Monday, March 14, 2022)]
                [Notices]
                [Pages 14261-14262]
                From the Federal Register Online via the Government Publishing Office [www.gpo.gov]
                [FR Doc No: 2022-05257]
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                EQUAL EMPLOYMENT OPPORTUNITY COMMISSION
                Privacy Act of 1974; Systems of Records
                AGENCY: Equal Employment Opportunity Commission
                ACTION: Notice of a new system of records.
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                SUMMARY: The Equal Employment Opportunity Commission (hereinafter
                ``EEOC'' or ``the Commission'') proposes to create a new Religious
                Accommodation system of records to maintain information collected in
                response to a request for an accommodation based on a sincerely held
                religious belief, practice, or observance.
                DATES: This system of records will be effective upon publication in the
                Federal Register with the exception of new routine uses which will
                become effective April 13, 2022. Comments must be received on or before
                April 13, 2022.
                ADDRESSES: You may submit comments by any of the following methods:
                 Federal eRulemaking Portal: http://www.regulations.gov.
                Follow the instructions online for submitting comments.
                 Fax: Comments totaling six or fewer pages may be sent by
                fax to (202) 663-4114. Receipt of fax transmittals will not be
                acknowledged; the sender may request confirmation of receipt by calling
                the Executive Secretariat staff at (202) 921-2815 (voice) or 1 (800)
                669-6820 (TTY) or (844) 234-5122 (ASL). (These are not toll-free
                numbers).
                 Mail: Shelley Kahn, Acting Executive Officer, Executive
                Secretariat, U.S. Equal Employment Opportunity Commission, 131 M Street
                NE, Washington, DC 20507.
                 Hand Delivery/Courier: Shelley Kahn, Acting Executive
                Officer, Executive Secretariat, U.S. Equal Employment Opportunity
                Commission, 131 M Street NE, Washington, DC 20507.
                 Instructions: The Commission invites comments from all interested
                parties. Comments need be submitted in only one of the above-listed
                formats. All comments received will be posted without change to http://www.regulations.gov, including any personal information you provide.
                Comments must be received on or before April 13, 2022.
                 Docket: For access to comments received visit http://www.regulations.gov.
                FOR FURTHER INFORMATION CONTACT: Kathleen Oram, Assistant Legal
                Counsel, at [email protected], or Savannah Marion Felton, Senior
                Attorney, at [email protected].
                SUPPLEMENTARY INFORMATION: In accordance with the Privacy Act of 1974,
                EEOC proposes to create a new Religious Accommodation SORN (EEOC-23)
                for records related to accommodation requests based on a sincerely held
                religious belief, practice, or observance. Title VII of the Civil
                Rights Act of 1964 prohibits discrimination, including on the basis of
                religion. Title VII also requires an employer, once on notice, to
                reasonably accommodate an employee whose sincerely held religious
                belief, practice, or observance conflicts with a work requirement,
                unless providing the accommodation would create an undue
                [[Page 14262]]
                hardship. 42 U.S.C. 2000e(j). As a result, EEOC employees and
                applicants have the right to request an accommodation based on a
                sincerely held religious belief, practice, or observance. The EEOC's
                Office of the Chief Human Capital Officer processes requests for
                accommodations from employees and applicants based on a sincerely held
                religious belief, practice, or observance. The request (including any
                documentation provided in support of the request), notes or records
                made during consideration of requests, decisions on requests, records
                made to implement or track decisions on requests and similar
                documentation related to requests for reconsideration, are all covered
                by this system of records.
                 For the Commission,
                Charlotte A. Burrows,
                Chair.
                SYSTEM NAME AND NUMBER:
                 EEOC-23: Religious Accommodation Records.
                SECURITY CLASSIFICATION:
                 This system of records does not contain classified records.
                SYSTEM LOCATION:
                 Office of the Chief Human Capital Officer, Equal Employment
                Opportunity Commission, 131 M Street NE, Washington, DC 20507.
                SYSTEM MANAGER(S):
                 Accommodations Manager, Office of the Chief Human Capital Officer,
                Equal Employment Opportunity Commission, 131 M Street NE, Washington,
                DC 20507; [email protected].
                AUTHORITY FOR MAINTENANCE OF THE SYSTEM:
                 Title VII of the Civil Rights Act of 1964, 42 U.S.C. 2000e(j), as
                amended; 29 CFR 1614 (Federal Sector Equal Employment Opportunity); 29
                CFR 1605 (Guidelines on Discrimination Because of Religion); EEOC Order
                560.009.
                PURPOSE(S) OF THE SYSTEM:
                 This system is maintained for the purpose of considering, deciding,
                and implementing requests for accommodations for sincerely held
                religious beliefs, practice, or observances made by EEOC employees and
                applicants.
                CATEGORIES OF INDIVIDUALS COVERED BY THE SYSTEM:
                 Current and former EEOC employees and applicants who request
                accommodations based on a sincerely held religious belief, practice, or
                observance.
                CATEGORIES OF RECORDS IN THE SYSTEM:
                 Requests for religious accommodations; notes or records made during
                consideration of requests; decisions on requests; records made to
                implement or track decisions on requests; requests for reconsideration;
                notes or records made during consideration of requests for
                reconsideration; final decisions made in response to requests for
                reconsideration; records made to implement or track decisions on
                requests for reconsideration.
                RECORD SOURCE CATEGORIES:
                 Information contained in this system is obtained from the current
                or former employee or applicant requesting a religious accommodation,
                the Office of the Chief Human Capital Officer, and management
                officials.
                ROUTINE USES OF RECORDS MAINTAINED IN THE SYSTEM, INCLUDING CATEGORIES
                OF USERS AND PURPOSES OF SUCH USES:
                 These records and information in these records are used:
                 a. To disclose information to another Federal agency, to a court,
                or to a party in litigation before a court or in an administrative
                proceeding being conducted by a Federal agency when the Government is a
                party to the judicial or administrative proceeding, and the EEOC
                determines that use of such records is relevant and necessary to the
                litigation or proceeding.
                 b. To disclose information to a congressional office from the
                record of an individual in response to an inquiry from the
                congressional office made at the request of the individual.
                 c. To disclose to an authorized appeal grievance examiner, formal
                complaints examiner, administrative judge, equal employment opportunity
                investigator, arbitrator, or other duly authorized official engaged in
                investigation or settlement of a grievance, complaint, or appeal filed
                by an employee.
                 d. To disclose to appropriate agencies, entities, and persons when:
                (1) The EEOC suspects or has confirmed that there has been a breach of
                the system of records; (2) the EEOC has determined that as a result of
                the suspected or confirmed breach there is a risk of harm to
                individuals, the EEOC (including its information systems, programs, and
                operations), the Federal government, or national security; and (3) the
                disclosure made to such agencies, entities, and persons is reasonably
                necessary to assist in connection with the EEOC's efforts to respond to
                the suspected or confirmed breach or to prevent, minimize, or remedy
                such harm.
                 e. To disclose to another Federal agency or Federal entity when the
                EEOC determines that information from this system of records is
                reasonably necessary to assist the recipient agency or entity in (1)
                responding to a suspected or confirmed breach or (2) preventing,
                minimizing, or remedying the risk of harm to individuals, the recipient
                agency or entity (including its information systems, programs, and
                operations), the Federal government, or national security, resulting
                from a suspected or confirmed breach.
                POLICIES AND PRACTICES FOR STORAGE OF RECORDS:
                 Maintained in locked file cabinets and electronically.
                POLICIES AND PRACTICES FOR RETRIEVAL OF RECORDS:
                 Indexed by name of employee or applicant and office location, or by
                assigned number.
                POLICIES AND PRACTICES FOR RETENTION AND DISPOSAL OF RECORDS:
                 These records are maintained in the Office of the Chief Human
                Capital Officer for the longer of an employee's tenure with EEOC or 5
                years. Thereafter, they will be destroyed.
                ADMINSTRATIVE, TECHNICAL, AND PHYSICAL SAFEGUARDS:
                 Files are maintained in locked cabinets. Access is restricted to
                EEOC personnel whose official duties require such access. Access to
                computerized records is limited, through use of logins and passwords,
                to those whose official duties require access.
                RECORD ACCESS PROCEDURES:
                 Inquiries concerning this system of records should be addressed to
                the System Manager. It is necessary to provide the full name of the
                individual whose records are requested, position title and office
                location at the time the accommodation was requested, and a mailing or
                email address to which a response may be sent.
                CONTESTING RECORD PROCEDURES:
                 See Record Access Procedures.
                NOTIFICATION PROCEDURES:
                 See Record Access Procedures.
                EXEMPTIONS PROMULGATED FOR THE SYSTEM:
                 There are no exemptions applicable to this system of records.
                HISTORY:
                 None.
                [FR Doc. 2022-05257 Filed 3-11-22; 8:45 am]
                BILLING CODE 6570-01-P
                

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