Mount Rushmore National Memorial under construction.
The workers had to endure conditions that varied from blazing hot to bitterly cold and windy. Each day they climbed 700 stairs to the top of the mountain to punch-in on the time clock. Then 3/8 inch thick steel cables lowered them over the front of the 500-foot face of the mountain in a "bosun chair." Despite the dangers, no one was killed during the project.
Otters in Glacier Bay National Park and Preserve, Alaska.
The sea otter population of Glacier Bay has increased dramatically in the past 20 years. Ecologists consider sea otters a keystone species here. Otters consume vast quantities of clams, urchins, crabs, and other invertebrates and their presence creates ripples through the ecosystem. NPS photo.
Every day someone like you becomes a wildland wildfire fighter, a teacher, a trail-builder, a museum curator, or a park ranger. Discover your opportunities in national parks. Come to play. Come to learn. Come to serve. Develop your environmental leadership skills. Find a job. Be the next generation to preserve and protect these great places.
With more than 80% of Americans living in urban areas, urban parks are more important than ever. The father of American landscape architecture, Frederick Law Olmsted, said of urban parks:
It is one great purpose of the Park to supply to the hundreds of thousands of tired workers, who have no opportunity to spend their summers in the country, a specimen of God's handiwork that shall be to them, inexpensively, what a month or two in the White Mountains or the Adirondacks is, at great cost, to those in easier circumstances.
THE DEPARTMENT OF THE INTERIOR (DOI) WILL NOT TOLERATE SEXUAL HARASSMENT!
Sexual Harassment is prohibited in any location that can be reasonably regarded as an extension of the Department's workplace, such as any DOI facility; any customer location, an off-site social business function, or any other non-DOI facility where DOI business is being conducted and discussed. The Department (DOI) operates under a Policy on Equal Opportunity.
The Equal Employment Opportunity Commission defines “sexual harassment” as unwelcome sexual advances, request for sexual favors, and other verbal and physical conduct of a sexual nature when:
submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment;
submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or
such conduct has the purpose or effect of unreasonably interfering with an individual's work performance by creating an intimidating hostile or sexually offensive work environment. (Title 29 Code of Federal Regulations Part 1604.11 (a).)
Sexual harassment may take many forms - subtle and indirect, or blatant and overt.
It may be conduct toward an individual of the opposite sex or the same sex.
It may occur between peers or between individuals in a hierarchical relationship
It may be aimed at coercing an individual to participate in an unwanted sexual relationship or it may have the effect of causing an individual to change behavior or work performance.
It may consist of repeated actions or may even arise from a single incident if sufficiently egregious.
Sanctions for Policy Violations
All employees are subject to the Department's Zero Tolerance Policy of Discrimination and Harassment. Individuals who violate this policy may be subject to discipline ranging from a written warning up to and including discharge or other appropriate sanction.
Reports of sexual harassment to appropriate management officials are taken seriously and will be dealt with promptly. The specific action taken in any particular case depends on the nature and gravity of the conduct reported, and may include intervention, mediation, investigation, and the initiation of disciplinary processes as discussed above. Where sexual harassment is found to have occurred, Bureau Managers will act to stop the harassment, act to prevent its recurrence, and discipline, where appropriate, those responsible.
Employees may bring allegations of sexual harassment immediately to the attention of the local, regional or Bureau EEO Officer, an EEO Counselor, for priority consideration. The EEO professional must immediately meet/discuss the alleged incident with the employee and then bring the matter to the immediate attention of the highest appropriate management official at the site where the incident arose. The manager will order an immediate, expedited inquiry into the facts of the incident to be completed within 10 days. Upon receipt of the inquiry report, if warranted, the senior manager must take immediate corrective action, including appropriate disciplinary action.
The Expedited Process described above may take the place of the informal counseling period required by 29 CFR 1614.106. If the matter is not addressed through the expedited process, the employee must bring the alleged sexual harassment to the attention of the EEO Counselor within 45 days of the matter, prior to filing a formal complaint of discrimination against the agency. During the expedited process or EEO Counseling, the Bureau may use their alternate dispute resolution process to facilitate early resolution. To locate an EEO Counselor, check your employee Bulletin Boards, the local area network, your local websites, or the Department's website at www.doi.gov/eeo, or contact your Bureau EEO Officer for assistance.
Examples of Sexual Harassment
Any of these elements may constitute sexual harassment or discrimination. These examples are not meant to be all inclusive.
Squeezing a worker's shoulders or putting a hand around his or her waist
Gestures, such as puckering one's lips suggestively or making obscene signs with one's fingers or hands
Telling off-color jokes
Pictures of al sexual nature
Pin-ups, particularly those of scantily-clad individuals
Verbal or written comments of a sexual nature
Terms of Endearment, such as calling a co-worker “honey,” “dear,” “sweetheart,” or some similar expression. (The effect is the primary issue rather than intent. Even if the person “means nothing to you” or you have “used the term for years” you should be aware that such expressions are inappropriate.)