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Equal Employment Opportunity Program

The Equal Employment Opportunity Program administers policy, methods, and procedures for implementing a model EEO program that complies with established USIBWC policies, Government-wide EEO statutes and regulations, and EEO-related Presidential Executive Orders. EEO Officer provides advice, technical assistance, and support to management officials, collateral duty and contract EEO personnel. The EEO Officer also serves as the diversity and inclusion official to support equal employment opportunity for all, and to provide a work environment that is free from discrimination and harassment. Additionally, the EEO Officer maintains the integrity of EEO programs by monitoring and evaluating the effectiveness of all EEO programs, and compliance with established EEO policy and procedures.

Employees and/or Applicants for employment who believe they have been discriminated against because of their Race, Sex, National Origin, Color, Religion, Age (40+), or for physical or mental disability, and/or who believe they have been discriminated against for past EEO activity may file an EEO complaint by contacting Frances Castro, EEO Officer at (915) 832-4112.  This contact must be within 45 days from the date of the alleged incident.  (See Agency EEO and Non-Discrimination Policy Statement)

Complaint Processing

A USIBWC employee, an applicant for Federal employment, or an individual benefiting from a USIBWC administered employment program may institute an EEO complaint if that employee or applicant believes that he/she has been discriminated against based on one or more of these basis of discrimination: race, color, sex (Including Sexual Harassment), religion, national origin, age, mental or physical disability, genetic information, sexual orientation, gender identity, parental status and /or reprisal for prior EEO activity.

The EEO complaint process consists of the informal process, and the formal process. If you wish to file an EEO complaint, you must begin with the informal process.

You must contact the EEO Office or an EEO Counselor within 45 calendar days of the date of the alleged discriminatory act, event, or in the case of a personnel action. The Counselor will advise you of your rights and will conduct an informal inquiry regarding your allegation. During this time, the Counselor will attempt to resolve the complaint.

If the counselor is unable to resolve the complaint, he/she will issue a Notice of Final Interview and a Notice of Right to File a Formal Complaint of Discrimination within 30 calendar days of your initial contact. You will have 15 calendar days from your receipt of that notice to decide whether you wish to file a formal complaint.

To initiate EEO Counseling or for more information, contact the EEO Officer, Ms. Frances Castro, 915-832-4112.

Special Emphasis Programs

Special Emphasis Programs (SEP) are an integral part of the USIBWC Diversity program. The overall goal of the SEP is to improve employment and advancement opportunities for women, minorities, and people with disabilities. Three programs are required by regulation: The Federal Women's Program (FWP), The Hispanic Employment Program (HEP), and the Program for People with Disabilities.

The USIBWC Equal Employment Opportunity Office promotes Government-wide and Agency-wide Special Observance Programs to help raise awareness about the rich diversity of our Nation’s population.

Date Observance
January Dr. Martin Luther King, Jr. Annual Holiday
February National African American History Month
March National Women’s History Month
8-Apr Holocaust Remembrance Day
April 21-27 Administrative Professionals Week
May Asian Pacific American Heritage Month
June Lesbian, Gay, Bisexual, and Transgender Month
26-Aug Women’s Equality Day
September 15 - October 15 National Hispanic Heritage Month
October National Disability Employment Awareness Month
November American Indian/Alaska Native Heritage Month
11-Nov Veteran's Day

Special Emphasis and Diversity Program Committee

The USIBWC EEO Special Emphasis and Diversity program committee represents each of the USIBWC departments and field offices and serve as the communication and point of contact on EEO related matters. Is intended to be a communication tool and feedback mechanism between employees and management for EEO policies and employee issues and concerns. The Committee is a network for sharing EEO related information. They assist in the distribution of information to employees about USIBWC and its EEO program activities.

Procedures for Requesting a Reasonable Accommodation

An applicant for employment with the IBWC who requires an accommodation during the application and interview process may request such an accommodation orally or in writing from any Human Resources (HR) employee with whom the applicant has contact in connection with the application process or from the EEO office.

An employee who requires an accommodation to perform his/her job related duties may request a reasonable accommodation from his/her supervisor in his/her immediate chain of command or from the EEO office.  This request may be oral or in writing.  For more information read the USIBWC Directive on Reasonable Accommodation or contact the EEO Office at (915) 832-4112.

Reasonable Accommodation Forms:
Request for Reasonable Accommodation
Reasonable Accommodation Information Reporting Form
Resolution of Request for Reasonable Accommodation

Alternative Dispute Resolution (ADR)

It is USIBWC policy to encourage the voluntary use of an Alternative Dispute Resolution (ADR) processes, such as mediation, to resolve administrative disputes as early as possible, by the fastest and least expensive methods available, and at the lowest possible organizational level. All disputes should be considered for ADR. While ADR is not appropriate for every dispute, it is often the best choice, especially when it is necessary or desired to preserve the relationship between the parties, whether that relationship involves employment or contractual obligations.

The USIBWC ADR Program is administered by the EEO Officer, Mrs. Frances Castro, or 915-832-4112

Your Rights as a Federal Employee

As Federal employees with the US International Boundary and Water Commission, you are provided information at osc.gov about prohibited personnel practices and whistle blower protection, under the statutes enforced by the Office of Special Counsel (OSC). It is your responsibility to familiarize yourself with this information, which explains your rights and remedies.

Prohibited Personnel Practices (PPP)

Whistle blower Disclosures

Whistle blower Retaliation

Political Activity

Uniformed Services Employment and Reemployment Rights Act (USERRA)

Harassment Prevention Policy

Employee Assistance Program 1-800-222-0364

Office of Inspector General 1-800-409-9926

The Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 ("No FEAR Act")

The No FEAR Act is intended to reduce the incidence of workplace discrimination within the federal government by making agencies and departments more accountable.

The No Fear Act governs the process of reimbursements to the Treasury Department's judgment fund by agencies, from their budgets, for judgments against agencies and settlements for discrimination in the workplace. The Act requires Federal agencies to be accountable for violations of antidiscrimination and whistle blower protection laws, in part by requiring that each Federal agency post quarterly on its public Web site, certain statistical data relating to Federal sector equal employment opportunity complaints filed with each agency.

No FEAR Act Data
Posted Pursuant to the No FEAR Act updated 3rd Qtr 2018: EEO Data

Office of the Legal Advisor
Visit the U.S. IBWC's Legal Advisor's page

Internal Auditor 
View the U.S. IBWC"s Internal Auditor's pages to get FOIA Information.

Office of the Commissioner
Visit the U.S. IBWC"s Commissioner's home page.