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Employee Policies

Diversity at NETL 

NETL's goal is to create, maintain, and support a diverse environment that encourages employees to contribute creative ideas, seek challenges, and assume leadership roles to meet and exceed both business and personal objectives. It values the participation of employees from diverse groups in all levels of the organization. 

Understanding and embracing differences in values, generational ideals, styles, and perspectives is essential for everyone at NETL to reach the highest potential as an organization, as a team, and as individuals. Each person is unique--with different skills, backgrounds and perspectives--and brings a distinct combination of talents and experiences to the workplace.

To accomplish these objectives, the staff at NETL believes in:

  • Respecting differences in life experiences, cultural backgrounds, generations, and work and life styles.
  • Recognizing and supporting each employee's need to balance work and family life.
  • Assuring equal opportunity and fair employment practice.
  • Creating a work force, at all levels, that reflects the diversity of our customers and the population at large.
  • Implementing intern employment opportunities for minority students that provide work experience related directly to students' educational programs and career goals.

The Secretary of the Department of Energy Policy on Equal Employment Opportunity, Harassment, and Retaliation can be found here

NETL's Reasonable Accommodation Procedures

  • An applicant (external or internal) can request reasonable accommodation from his/her supervisor, any manager in the employee’s management chain, or the Local Reasonable Accommodation Coordinator (LRAC). Please see the DOE Reasonable Accommodation Desk Reference for more information. If you have any questions on reasonable accommodation, please contact LesleyAnne Ezelle, who can be reached at or 503-230-7653.

No FEAR Act 

Public Law 207-174, Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 (No FEAR Act) requires Federal agencies to post summary complaint processing statistics on a quarterly basis during each fiscal year, and cumulative fiscal year end data for the five preceding years. No FEAR Act Data is posted on the DOE Office of Civil Rights and Diversity website.