EQUAL EMPLOYMENT OPPORTUNITY OFFICE
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Forward Deployed. Forward Engaged.
Official U.S. Marine Corps Website

MCIPAC EEO Office, Okinawa (MCB Butler):

Location: Camp Foster, Building 5717, 1st Floor Rooms 101, 102, 103

Hours: 0700-1600 Mon-Fri

DSN: 315-645-7660

 

Group Email: MCBBUTLEREEO@usmc.mil

MCIPAC EEO Office, Hawaii (MCB Base Hawaii):

Location: MCB Kaneohe Bay, Building 216, 1st Floor, Room 15

Commercial Phone: (808) 496-1349

DSN/VOIP: (315) 496-1349

Normal Operation Hours: 0800 – 1630

The term "harassment" incudes repeated, unwelcome, and offensive slurs, jokes, or other oral, written, graphic, or physical conduct relating to an individual' race, color, religion, sex, national origin, disability, or age that creates an intimidating, hostile, or offensive educational or work environment. Sexual Harassment is a form of sex discrimination. It includes, but is not limited to, unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature. Such conduct constitutes sexual harassment when submission to such conduct is made a term or condition of employment or has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment. It also includes same-sex harassment when the harassment constitutes discrimination because of sex. DON civilians have two avenues for filing complaints of sexual harassment.They may utilize: (1) U.S. Code Title 10 (10 USC), §1561 Investigations, by contacting their Commanding Officer to report allegations of sexual harassment, and/or (2) contact an EEO official to initiate an informal EEO complaint.

Civilian employees, former employees, or applicants for employment who believe they have been discriminated against based on race, sex, national origin, color, age, religion, physical/mental disability, genetic information or reprisal for involvement in prior EEO activity may file an informal EEO complaint by first contacting an EEO official within 45 calendar days of the date of an alleged discriminatory act OR within 45 calendar days of becoming aware of an alleged discriminatory act.
 

The Age Discrimination in Employment Act (ADEA) of 1967 protects individuals 40 years of age or older from discrimination based on age.

 

The Navy does not discriminate against qualified individuals with a disability because of the individual's disability. Discrimination includes not making reasonable accommodations to the known physical or mental limitations of an otherwise qualified individual with a disability, unless it is determined that the accommodation would impose an undue hardship on the operation of the Navy.

Employees who require reasonable accommodation for physical or mental conditions may contact their chain of command or an EEO official to request assistance. (Reasonable accommodation is a change in the work environment or in way things are customarily done that would enable an individual with a disability to enjoy equal employment opportunities)

Title VII of the Civil Rights Act of 1964 prohibits employers from discriminating against individuals because of their religion in hiring, firing, and other terms and conditions of employment.

Employees are encouraged to attempt resolution of workplace disputes through. ADR may be used to resolve all types of workplace conflict. ADR is normally in the best interest of both the activity and the emplADRoyee. It offers parties the opportunity to determine the outcome of workplace disputes and is typically less expensive. Additionally, SECNAVINST 5800.13 formally establishes the Navy's policy to use ADR "to the maximum extent practicable" to resolve all forms of workplace disputes. For more information visit http://adr.navy.mil

Employees are encouraged to work with their chain-of-command to resolve work place disputes. EEO officials are also available to meet with employees and/or supervisors to attempt resolution of concerns and/or complaints. If you are an appropriated or non-appropriated funds employee or applicant, contact one of the EEO officials identified below to discuss your concerns.

MCIPAC Workplace Safety and Harassment PSA
Marine Corps Installations Pacific
Oct. 20, 2020 | 2:12
MCIPAC Workplace Safety and Harassment PSA
Marine Corps Installations Pacific
Oct. 20, 2020 | 2:12
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MCIPAC Workplace Safety and Harassment PSA

If you are a current employee, applicant for employment, or former employee serviced by MCIPAC who believes you have been discriminated against based on one of the following protected classes, you are entitled to consult an EEO Counselor to try to resolve the matter.

PROTECTED CLASS 

EXAMPLE   
RACE Black, White, Asian, etc.
COLOR Tan Skin, Brown Skin, etc.
NATIONAL ORIGIN Hispanic, East Indian, etc. 
SEX Male or female
RELIGION Baptist, Jewish, etc.
AGE 40 years of age
PHYSICAL OR MENTAL DISABILITY Post Traumatic Stress Disorder, or Hearing Impaired, etc. 
GENETIC INFORMATION Sickle Cell, Cancer, etc. 
REPRISAL Previous EEO related activity

Building 5717, room 103
Camp Foster
DSN:  (315) 645-5422 or 645-5423
From the US: 011-81-98-970-5422/5423
email: mcbbutlereeo@usmc.mil

For all Complaints on MCB Hawaii, Contact:
MS. Jamie Collins
jamie.collins@usmc.mil or MCBButlereeo@usmc.mil
(808) 257-1349

The clock is ticking . . .
 you have 45 days!

If you fail to contact the EEO Office within 45 days, your complaint may be dismissed as untimely.

The Office of Equal Employment Opportunity is committed to the creation of a work environment that places a premium on excellence and equity, in an environment that offers our employees opportunities for professional and personal growth. We are also responsible for ensuring compliance with this nation’s laws as they pertain to internal equal employment and external civil rights issues. If you believe you have been discriminated against, you may file an EEO Complaint.

Contact an EEO Counselor within 45 days of the date of the matter alleged to be discriminatory, or

In the case of a personnel action, (i.e., hiring, termination, promotion, transfer, etc.), within 45 days of the effective date of the personnel action, or the date that the individual knew or reasonably should have known it occurred

All sorts of behavior can create what employees deem to be a "hostile work environment". But, in the legal sense, a hostile work environment is caused by unwelcome conduct in the workplace, in the form of discriminatory harassment toward one or more employees based on inclusion in a protected class.

The harasser might be an employee, such as a Supervisor or a coworker, or even a non-employee, i.e. a Contractor. But who the workplace harasser is doesn't matter as much in the legal sense, as does the fact that he or she is creating an intimidating, offensive, abusive, or hostile work environment through discriminatory workplace harassment.

Conduct that interferes with an individual’s work performance, i.e., conduct that makes it hard for you to concentrate and focus on your work, etc.


Conduct that creates an intimidating, hostile, or offensive work environment.


Verbal or physical repeated conduct, i.e., yelling, screaming, slamming fist or items on desks, etc.
Conduct that causes an individual to suffer with respect to a term, condition, or privilege of employment, i.e., receiving a Letter of Caution, etc.

There are no Federal "hostile work environment laws" or "hostile workplace laws" named as such. Creating a hostile workplace is prohibited under certain Federal discrimination laws (listed below).

Title VII of the Civil Rights Act of 1964 (Title VII) 
Age Discrimination in Employment Act of 1967 (ADEA)
Americans with Disabilities Act Amendment Act of 2008 (ADAA)
Genetic Information Nondiscrimination Act of 2008 (GINA)

Subsequently, to be illegal under one of the laws in the eyes of the courts, a hostile work environment typically must be caused by discriminatory workplace harassment based on race, color, sex, age, religion, national origin, disability, genetics; or it must be caused by retaliation in violation of a discrimination law.

Additionally, the harassment typically must be intentional, severe, recurring, and pervasive, and interfere with an employee's ability to perform his or her job.

Lastly, the victim or witnesses typically must reasonably believe that tolerating the hostile work environment is a condition of continued employment. In other words, the victim or witnesses typically must reasonably believe that they have no choice, but to endure a hostile workplace in order to keep their jobs.

Definition: Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when…

  • Submission to, or rejection of this conduct explicitly or implicitly affects an individual’s employment,
  • Such behavior unreasonably interferes with an individual’s work performance, or
  • Such behavior creates an intimidating hostile or offensive work environment

This is also defined in Section 703(a)(1) of Title VII of the Civil Rights Act of 1964, as amended.

  • Behavior must be sexual. This includes verbal and non-verbal behaviors.
  • Behavior must be unwelcome.
  • Conduct or behavior that is Severe or Pervasive-Hostile Work Environment.
  • The Reasonable Person Standard is applied.
  • Letters, telephone calls, or materials of a sexual nature
  • Deliberate touching, leaning over, cornering, or pinching
  • Sexually suggestive looks or gestures
  • Pressure for sexual favors or dates
  • Sexual teasing, jokes, remarks, or questions

If you feel you have been sexually harassed or have observed sexual harassment, it is strongly suggested that you:

  • Immediately confront the harasser and tell the individual that his/her behavior is unwelcome and to STOP! It may be in your best interest to have someone else present when you do this
  • Inform the appropriate level supervisor of the harassment, the actions you took to stop the behavior, and discuss what plan of action this supervisor plans to take to resolve the situation
  • If these attempts are unsuccessful, contact the EEO Office within 45 days of the incident

This course of action is not mandatory but is strongly suggested for two reasons:

  • Many decisions have been rendered finding that unless an individual is informed that certain behavior is unwelcome and is requested to stop, he/she does not know it is unwelcome and leads the individual to assume that the behavior is acceptable
  • Agencies cannot be held liable for sexual harassment if management was not informed of the behavior, and in some cases, not provided the opportunity to resolve the situation
  • However, we realize that under certain circumstances it is very uncomfortable for individuals to confront the harasser or discuss the situation with a supervisor. If this occurs, everyone has the right to contact the EEO Office immediately and we will assist you in resolving the problem

REMEMBER, you have the right to remain anonymous during the informal state of a discrimination complaint and there is no requirement to go through the chain of command prior to raising allegations of discrimination

Processing Complaints Alleging Sexual Harassment – 10 United States Code § 1561

  • The Office of Assistant Secretary of Defense has issued procedures for processing allegations of sexual harassment. This guidance is separate and distinct from the informal EEO complaint process
  • Applicability and procedures for this process are covered in the DON Discrimination Complaints Management Manual, Appendix C

The U.S. Equal Employment Opportunity Commission (EEOC) enforces the laws that make it illegal to discriminate against a job applicant, an employee, or a former employee because of the person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability, genetic information, or reprisal. The laws prohibiting discrimination apply to all types of work situations, including hiring, firing, promotions, harassment, training, wages, and benefits.

 

The Federal laws prohibiting job discrimination are:

Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination based on race, color, religion, sex, or national origin; 

Equal Pay Act of 1963 (https://www.eeoc.gov/laws/statutes/epa.cfm) (EPA), which protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination;

Age Discrimination in Employment Act of 1967 (https://www.eeoc.gov/laws/statutes/adea.cfm) (ADEA), which protects individuals who are 40 years of age or older; 

Title I and Title V of the Americans with Disabilities Act of 1990 (https://www.eeoc.gov/laws/statutes/ada.cfm) (ADA), which prohibit employment  discrimination against qualified individuals with disabilities in the private sector, and in state and local governments;

Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discrimination.

https://www.eeoc.gov/laws/statutes/rehab.cfm

Title II of the Genetic Information Nondiscriminaton Act of 2008 (http://www.eeoc.gov/laws/types/genetic.cfm) (GINA), prohibits the use of genetic information in making employment decisions, restricts employers and other entities covered by Title II from requesting, requiring or purchasing genetic information, and strictly limits the disclosure of genetic information.

The Civil Service Reform Act of 1978 (CSRA)

Other federal laws, not enforced by EEOC, also prohibit discrimination and reprisal against federal employees and applicants. The Civil Service Reform Act of 1978 (CSRA) contains a number of prohibitions, known as prohibited personnel practices, which are designed to promote overall fairness in federal personnel actions.  

The CSRA prohibits any employee who has authority to take certain personnel actions from discriminating for or against employees or applicants for employment on the bases of race, color, national origin, religion, sex, age or disability. It also provides that certain personnel actions can not be based on attributes or conduct that do not adversely affect employee performance, such as marital status and political affiliation.

The Office of Personnel Management (OPM) has interpreted the prohibition of discrimination based on conduct to include discrimination based on sexual orientation. The CSRA also prohibits reprisal against federal employees or applicants for whistle-blowing, or for exercising an appeal, complaint, or grievance right. The CSRA is enforced by both the Office of Special Counsel (OSC) and the Merit Systems Protection Board  (MSPB).

Additional information about the enforcement of the CSRA may be found on the OPM web site at https://www.opm.gov/retirement-services/csrs-information/; from OSC at (202) 653-7188 or at http://www.osc.gov; and from MSPB at (202) 653-6772 or at http://www.mspb.gov .

Office of Special Counsel (OSC) 
Merit Systems Protection Board (MSPB)
Civil Rights Act of 1964  
Equal Pay Act of 1963  
Age Discrimination in Employment Act of 1967  
Americans with Disabilities Act of 1990  
Rehabilitation act of 1973  
Civil Rights Act of 1991  
Genetic Information Nondiscrimination Act of 2008   
Equal Employment Opportunity Commission (EEOC)  
Office of Special Counsel (OSC)   
Merit Systems Protection Board (MSPB)

Reasonable Accommodation (RA) is an adjustment to a job or work environment which enables an employee with a disability to perform the duties of the position.

An accommodation is a tool, provided by the employer, to help employees with disabilities to do their jobs, just as an employer provides the means for all employees to accomplish their jobs. For example, employees are provided with desks, chairs, phones, and computers. An employee who is blind or who has a visual impairment may require computer software which operates by voice command or which provides enlarged print.

RA options may include: making the work environment accessible, job restructuring, acquiring or modifying equipment, adjusted work schedules, modified workplace policies, telework, providing personal assistants (e.g., a reader for a blind individual or an interpreter for a deaf individual), along with a whole range of other creative solutions. Reassignment is the final accommodation option and is considered when it has been determined that there is no reasonable accommodation available which would permit the individual to remain in the current position.
 

What is reasonable accommodation?

Reasonable Accommodations are adjustments or modifications which range from making the physical work environment accessible to restructuring a job, providing assistive equipment, providing certain types of personal assistants (e.g., a reader for a person who is blind, an interpreter for a person who is deaf), transferring an employee to a different job or location, or providing flexible scheduling.

Reasonable accommodations are tools provided by employers to enable employees with disabilities to do their jobs, just as the employer provides the means for all employees to accomplish their jobs. For example, employees are provided with desks, chairs, phones, and computers. An employee who is blind or who has a visual impairment might need a compute, which operates by voice command or has a screen that enlarges print.

(From the President’s Committee on Employment of People with Disabilities).

This legal term is defined in the ADA as an action requiring significant difficulty or expense for the business/employer, considering the following factors:
◾the nature and cost of the proposed accommodation,
◾the overall financial resources of the business and the effect of the accommodation upon expenses and resources,
◾the impact of the accommodation upon the operation of the facility,
◾the violation of seniority provisions of a collective bargaining agreement, or
◾the failure to eliminate or reduce a direct threat or harm to self or others.
 

How reasonable accommodation works

Whenever an employee requests an adjustment or change at work related to a medical condition, the employee has entered the Reasonable Accommodation process. That initial request may be verbal or written and the term "Reasonable Accommodation" does not have to be used. As an example, the employee might say to the supervisor, "I'm having trouble getting to work at my scheduled starting time because of medical treatments I'm undergoing." That employee has just asked for reasonable accommodation. Once the employee initiates the request (verbal or written), the Reasonable Accommodation process has begun. 

The RA Request Form is filled out, and signed by the employee requesting RA. The signed form is then submitted to the first level supervisor and/or Reasonable Accommodation Program manager.

Next, the Reasonable Accommodation Advisory Team meets to review the request. The Team consists of the RA Program Manager, 1st (and sometimes 2nd) level supervisor, a member from HR, and a member from Agency Counsel (and sometimes a medical professional). Additionally, the employee requesting RA is invited to attend a portion of this first meeting to provide input.

Medical documentation specific to the employee’s disclosed limitations is requested, when necessary, and once the medical documentation is received, the Reasonable Accommodation Advisory Team meets again to determine if the employee is a qualified person with a disability and what accommodation might be granted.

Reassignment is the reasonable accommodation of last resort and is considered only after it has been determined that there are no effective accommodations to perform the essential functions of his/her current position, or all other accommodations would impose an undue hardship or pose a threat to the employee’s or others’ safety.
 

Avoiding pitfalls
  • Be aware that whenever an employee makes a request for an adjustment at work due to a medical condition, the employee has just entered the Reasonable Accommodation process. A request can be made in “plain English”. The Americans with Disabilities Act (ADA) , Rehabilitation Act, or the phrase “Reasonable Accommodation” (RA) do not have to be referenced in order for a request to be considered a request for RA
  • Keep away from “in-house” accommodations, i.e., when the organization makes an informal modification at work without processing the Reasonable Accommodation request through the EEO Office. All requests for accommodation, including those considered “small” or “minor” are handled through the RA process.
  • On occasions, employees may have multiple disabilities. When requesting medical documentation, limit the request to information that pertains to the specific medical condition for which the accommodation is requested.
  • A disability rating received through the Department of Labor or Department of Veterans Affairs does not establish qualification for Reasonable Accommodation. As part of the RA process, an individual analysis and assessment is conducted to determine if the individual is a “qualified individual with a disability” under the ADA. A “qualified individual with a disability” is “an individual with a disability who satisfies the requisite skill, experience, education and other job-related requirements of the employment position such individual holds or desires and who, with or without reasonable accommodation, can perform the essential functions of such position.
     
Reassignment as a Last Resort

Whenever an employee requests an adjustment or change at work related to a medical condition, the employee has entered the Reasonable Accommodation process. That initial request may be verbal or written and the term "Reasonable Accommodation" does not have to be used. As an example, the employee might say to the supervisor, "I'm having trouble getting to work at my scheduled starting time because of medical treatments I'm undergoing." That employee has just asked for reasonable accommodation. Once the employee initiates the request (verbal or written), the Reasonable Accommodation process has begun. 

The RA Request Form is filled out, and signed by the employee requesting RA. The signed form is then submitted to the first level supervisor and/or Reasonable Accommodation Program manager.

Next, the Reasonable Accommodation Advisory Team meets to review the request. The Team consists of the RA Program Manager, 1st (and sometimes 2nd) level supervisor, a member from HR, and a member from Agency Counsel (and sometimes a medical professional). Additionally, the employee requesting RA is invited to attend a portion of this first meeting to provide input.

Medical documentation specific to the employee’s disclosed limitations is requested, when necessary, and once the medical documentation is received, the Reasonable Accommodation Advisory Team meets again to determine if the employee is a qualified person with a disability and what accommodation might be granted.

Reassignment is the reasonable accommodation of last resort and is considered only after it has been determined that there are no effective accommodations to perform the essential functions of his/her current position, or all other accommodations would impose an undue hardship or pose a threat to the employee’s or others’ safety.

Resources


Reasonable Accommodation Guide 
Reasonable Accommodation Request Form

Workplace conflicts can distract Marine Corps personnel from focusing on the mission of their organization. For this reason, USMC policy is to use the Alternative Dispute Resolution (ADR) process at the earliest stage possible in civilian disputes, if feasible. 

ADR is an alternate method for resolving all kinds of workplace disputes outside the traditional process of EEO complaints, grievances, and litigation. Mediation is the ADR process most commonly used by the Marine Corps. Unlike formal processes for resolving disputes, Mediation resolves disputes and conflicts at the earliest stage possible, it is relatively quick, and it is inexpensive.
During Mediation, which is a voluntary process, a certified neutral person facilitates a discussion between two or more parties to help them arrive at a mutually agreeable resolution of a dispute.

Mediation is not about fault or blame, it’s about results. It is confidential, helps to maintain work relationships, improves communication, and promotes creative solutions.

 

Q: Do I have to participate if someone asks me to?
 A: Mediation is a voluntary process.

Q: If I participate in Mediation, do I lose my rights under the EEO complaint process or the Negotiated or Administrative Grievance processes?
 A: No, you do not lose your rights.

Q: Who can initiate an ADR process?
 A: Anyone – employees, managers, unions.

Q: How long does it take to get a Mediator?
 A: It takes approximately 3 weeks to obtain a Mediator once a request for Mediation is made.

Q: Where do the Mediation sessions take place?
 A: In a Conference Room near your servicing EEO Office.

DR. MARTIN LUTHER KING, JR. ANNUAL HOLIDAY 

Dr. Martin Luther King, Jr., was born in Atlanta, Georgia, the eldest son of Martin Luther King, Sr., a Baptist minister

His father served as pastor of a large Atlanta church, Ebenezer Baptist founded by Martin Luther King, Jr.’s, maternal grandfather. Dr. Martin Luther King, Jr., was ordained as a Baptist minister at age 18.

Dr. King and other black leaders organized the 1963 March on Washington, D.C. for jobs and civil rights. On August 28, 1963, Dr. King delivered a stirring address to an audience of more than 200,000 civil rights supporters. His “I Have a Dream” speech expressed the hopes of the civil rights movement in oratory as moving as any in American history: “I have a dream that one day this nation will rise up and live out the true meaning of its creed: ‘We hold these truths to be self-evident, that all men are created equal.’ I have a dream that my four little children will one day live in a nation where they will not be judged by the color of their skin but by the content of their character.”

The speech and the march built the political momentum resulting in the Civil Rights Act of 1964. This Act prohibited segregation in public accommodations, as well as discrimination in education and employment. As a result of King’s effectiveness as a leader of the American civil rights movement and his highly visible moral stance, he was awarded the 1964 Nobel Prize for peace.

NATIONAL AFRICAN AMERICAN HISTORY MONTH 

The African Americans racial group ancestry in the United States came from sub-Saharan West Africa. Many African Americans also claim European, Native American, or Asian ancestors.

In 1863, during the American Civil War, U.S. president Abraham Lincoln issued the Emancipation Proclamation, freeing slaves in the southern states at war with the North. The 13th amendment to the Constitution of the United States, ratified in 1865, outlawed slavery in the United States. In 1868 the 14th amendment granted full U.S. citizenship to African Americans. The 15th amendment, ratified in 1870, extended the right to vote to black males.

In 1926 African American scholar Carter Godwin Woodson organized the first Negro History week, to focus attention on previously neglected aspects of the black experience in the United States. Woodson chose February to coincide with the birthdays of Frederick Douglass and Abraham Lincoln, as well as the anniversary of the founding of the NAACP. Renamed Black History Week in 1972, the observance was extended to become Black History Month in 1976. During February, lectures, exhibitions, banquets, cultural events, television, and radio programming celebrate the achievements of African Americans. Since 1978 the U.S. Postal Service has participated in Black History Month by issuing commemorative stamps honoring notable African Americans.

NATIONAL WOMEN’S HISTORY MONTH 

During Women's History Month, we recognize the generations of American women whose important contributions continue to shape our Nation and enrich our society.

Through vision, hard work, and determination, countless American women have broadened opportunities for themselves, and others both at home, in the community, and in the workplace. In 1809, Mary Kies became the first woman to receive a U.S. patent. By developing a method of weaving straw with silk, she helped advance American industry and set an inspiring example for other American women. Her pioneering efforts helped define our country's entrepreneurial spirit and paved the way for future generations of women to take pride in their talents and creativity. Since Mary Kies' groundbreaking achievement, many American women have become successful entrepreneurs and business professionals.

American women from all backgrounds continue to break barriers and fulfill their personal and professional potential. At the dawn of the 21st century, women have more choices than ever before. Between 1992 and 2002, the number of female college graduates in the United States has increased from 15.9 million to 23.6 million. Women account for 47 percent of all employed persons and are entering the Amican workforce in record numbers. In the last 10 years, their ranks have increased by 8.7 million. Furthermore, women-owned small businesses are growing twice as fast as all their U.S. firms, employing 7 million Americans, and contributing to the vitality of our economy.

ASIAN PACIFIC AMERICAN HERITAGE MONTH 
 
May is Asian Pacific American (APA) Heritage Month—a celebration of Asians and Pacific Islanders in the United States. In June 1977, Representatives Frank Horton of New York and Norman Y. Mineta of California introduced a House resolution that called upon the president to proclaim the first ten days of May as Asian/Pacific Heritage Week. The following month July, senators Daniel Inouye and Spark Matsunaga introduced a similar bill in the Senate. Both were passed.

When they first arrived in the United States, Asian (usually Chinese) immigrants were welcomed, or at least tolerated. After the California gold rush brought thousands of Chinese to California, however, Asian immigrants faced restrictive laws and occasional violence. In the late 1800s Chinese, and eventually other Asians, were excluded from citizenship. These laws were repealed during World War II, followed by further immigration-law changes, making it easier for Asians to enter the United States.

Today, Asian immigrants have a high rate of assimilation and participation in the American mosaic. On October 5, 1978, President Jimmy Carter signed a Joint Resolution designating the annual celebration.

In May 1990, the holiday was expanded further when President George H. W. Bush designated May to be Asian Pacific American Heritage Month. May was chosen to commemorate the immigration of the first Japanese immigrants to the United States in 1843.

WOMEN'S EQUALITY DAY 

WHEREAS, the women of the United States have been treated as second-class citizens and have not been entitled the full rights and privileges, public or private, legal or institutional, which are available to male citizens of the United States; and

WHEREAS, the women of the United States have united to assure that these rights and privileges are available to all citizens equally regardless of sex; and

WHEREAS, the women of the United States have designated August 26, the anniversary date of the passage of the Nineteenth Amendment, as symbol of the continued fight for equal rights: and

WHEREAS, the women of United States are to be commended and supported in their organizations and activities,

NOW, THEREFORE, BE IT RESOLVED, the Senate and House of Representatives of the United States of America in Congress assembled, that August 26th of each year is designated as Women’s Equality Day, and the President is authorized and requested to issue a proclamation annually in commemoration of that day in 1920, on which the women of America were first given the right to vote, and that day in 1970, on which a nationwide demonstration for women’s rights took place.

NATIONAL HISPANIC HERITAGE MONTH 

To honor Hispanic Americans for their many contributions to our Nation and our culture, the Congress, by Public Law 100-402, has authorized and requested the President to issue annually a proclamation designating September 15 through October 15 as "National Hispanic Heritage Month.''

As we approach the 21st century and face the challenges of a global economy, we recognize that the success of our Nation is closely tied to the success of our citizens of Hispanic heritage, who are a large and increasing segment of our population. My Administration is committed to ensuring that Hispanic Americans have the opportunities they need to realize their dreams of a better life.

This month, as we remember with special gratitude the gifts that Hispanic Americans bring to every aspect of our national life, let us reaffirm our efforts to ensure that all Hispanic American families have the tools and opportunities they need to make the most of their lives. Working together, we can meet the challenges of the 21st century in a way that will celebrate our differences and unite us around our common values.

The Hispanic people were among the earliest settlers in the New World, and the accounts of their ventures into the uncharted territories of the southeast and southwest form part of our literary and historical heritage.

The Hispanic people also have unique cultural ties to Mexico, Central America, and the Caribbean. The multi-faceted artistic heritage of these cultural ties has yielded outstanding examples of arts and handicrafts. You can explore one Hispanic culture's artistic legacy by examining the art and artifacts of Puerto Rico's history and culture at A Collector's Vision of Puerto Rico, an online exhibit documenting the people, history, and culture of Puerto Rico.

NATIONAL DISABILITY EMPLOYMENT AWARENESS MONTH

Our Nation's annual observance of National Disability Employment Awareness Month allows us to reflect upon, and consider the potential possessed by, the millions of Americans with disabilities who currently serve in our workforce, as well as those who are ready and willing to join the workforce. In keeping with this year's theme, "Win with Ability," we recognize and salute the skills, creativity, and dedication of working people with disabilities and take appreciative note of their commitment to our Nation and its continued prosperity.

When President George H. W. Bush signed the Americans with Disabilities Act (ADA) in 1990, our Nation made a promise to no longer underestimate the abilities of disabled Americans-. That Act, and its subsequent implementation, has liberated the energies and talents of millions of Americans with dis-abilities. We have seen evidence of progress in improved access to employment, public places, commercial facilities, information technology, telecommunication services, housing, schools, and polling places.

 


NATIVE AMERICAN INDIAN HERITAGE MONTH 

The strength of our Nation comes from its people. As the early inhabitants of this great land, the native peoples of North America played a unique role in the shaping of our Nation's history and culture. During this month when we celebrate Thanksgiving, we especially celebrate their heritage and the contributions of American Indian and Alaska Native peoples to this Nation.

Since our Nation's birth, pluralism and diversity have been hallmarks of the American experience and success. In 1782, the Founding Fathers chose as our national motto "E Pluribus Unum," which means "out of many, one." Today, America's unity, derived from a mix of many diverse cultures and people, grandly embodies the vision expressed by our Founders. American Indian and Alaska Native cultures have made remarkable contributions to our national identity. Their unique spiritual, artistic, and literary contributions, together with their vibrant customs and celebrations, enliven and enrich our land.

As we move into the 21st century, American Indians and Alaska Natives will play a vital role in maintaining our Nation's strength and prosperity. Almost half of America's Native American tribal leaders have served in the United States Armed Forces, following in the footsteps of their forebears who distinguished themselves during the World Wars and the conflicts in Korea, Vietnam, and the Persian Gulf.

During National American Indian Heritage Month, I call on all Americans to learn more about the history and heritage of the Native peoples of this great land. Such actions reaffirm our appreciation and respect for their traditions and way of life and can help to preserve an important part of our culture for generations yet to come.

Cultural Observances Expanded List