Resources to support BOP employees and their families
Employee Assistance Program (EAP)
EAP provides Bureau employees and their immediate families resources to assist in coping with life's difficulties. They can help you and your dependents deal with numerous problems, including relationship, family, financial, or job concerns. Crisis counseling, legal and financial services, and the Law Enforcement Assistance Program are among the services offered.
Through a contractual agreement with Federal Occupational Health (FOH), services are available by calling 1-800-222-0364 (free of charge, 24 hours per day, 7 days a week).
Equal Employment Opportunity (EEO)
The mission of the Bureau's Equal Employment Opportunity (EEO) Office is to provide thorough, expedient, impartial processing and management of discrimination complaints by Bureau employees and prompt responses to inquiries, while promoting informal resolution. Additionally, through training, the EEO Office promotes an environment free of discrimination and harassment.
EEO Office Contact Information
- Guiding Principles of Affirmative Employment and Equal Employment Opportunity In the Bureau of Prisons
- Discrimination Complaints and Retaliation Complaints Processing (BOP Policy: P3713.24)
- Affirmative Action Plan for the Recruitment, Hiring, Advancement & Retention of Persons with Disablities (2018)
- EEO Complaint Processing
- Laws Enforced by EEOC
Section 508 of the Rehabilitation Act
The Bureau of Prisons and the U.S. Department of Justice are committed to providing access to electronic and information technology, including web pages, for individuals with disabilities in accordance with Section 508 of the Rehabilitation Act. For information regarding Employees' and Applicants' rights under Section 508 of the Rehabilitation Act, including a description of how to file a complaint, please visit:
Architectural Barriers Act of 1968
The Architectural Barriers Act of 1968 requires that buildings or facilities that were constructed or altered by or on behalf of the United States, or leased or financed in whole or in part by the United States, after August 12, 1968, be accessible to individuals with physical disabilities. The United States Access Board enforces accessibility standards. For information regarding Employees' and Applicants' rights under the Architectural Barriers Act, including a description of how to file a complaint, please visit:
The BOP Ombudsman Program is designed to provide a confidential and neutral resource for Bureau staff, supervisors, and managers to informally resolve work-related concerns, issues, or problems. The Ombudsman functions independently within the agency and is a neutral, impartial party, not aligned with either management or the employee.
Confidentially Contact the BOP Ombudsman
No Fear Act
On May 15, 2002, President Bush signed into law the Notification and Federal Employee Anti-Discrimination and Retaliation (No FEAR) Act to increase federal agency accountability for acts of discrimination or reprisal against employees. The No FEAR Act became effective on October 1, 2003.
This act requires that federal agencies post on their public websites certain summary statistical data relating to equal employment opportunity complaints filed against the respective agencies. On a quarterly basis, the U.S. Department of Justice's public website posts this statistical information, which includes information about the BOP: http://www.justice.gov/jmd/eeos/nofear.htm.
For questions concerning this data, please contact the BOP EEO office at: BOP-PRD/EEO_Office@bop.gov.
Personal Assistance Services (PAS)
Bureau of Prisons staff with targeted disabilities and need PAS while at work should initiate the reasonable accommodations process, orally or in writing, as described in the Reasonable Accommodations Program policy. The employee may request PAS by informing their supervisor or the Human Resource Office that he/she needs assistance with daily life activities because of a medical condition. The National Reasonable Accommodation Coordinator (NRAC), located in the Central Office's Human Resource Management Division, may be consulted to assist with the PAS process. The NRAC must be consulted prior to any denial of a PAS request.
For additional information, please review the EEOC PAS Q&A.