Policies & Procedures

This section contains the administrative policies and procedures of the U.S. Office of Government Ethics (OGE), such as the agency's policies on ensuring equal employment opportunities and on safeguarding personally identifiable information.

OGE Policy Statement on Anti-Harassment

OGE is committed to providing a work environment that is free from harassment and to taking steps to prevent harassment in the workplace as early as possible. Read the entire policy statement (PDF).

OGE Policy Statement on Equal Employment Opportunity and Sexual Harassment

OGE is committed to providing equal opportunity for its employees and applicants for employment and to prohibit discrimination in its employment programs and in all aspects of the agency's employment policies, practices and activities because of race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, or status as a parent. OGE also supports a working environment that is free from sexual harassment. Read the entire policy statement (PDF).

OGE Policy on and Procedures for Providing Reasonable Accommodation for Individuals with Disabilities

OGE is committed to ensuring that all employees with disabilities are provided reasonable accommodation for their known physical and mental limitations unless such accommodation would impose an undue hardship on agency operations. Read the entire memorandum (PDF).

Executive Order 13160 & Rehabilitation Act, Section 504 & 508 Procedures

One of OGE's functions is to provide ethics training to Federal employees in the executive branch. Executive Order 13160 mandates equal opportunity in all Federally conducted education and training programs. Under the Executive Order, discrimination on the basis of race, sex, color, national origin, disability, religion, age, sexual orientation and status as a parent is prohibited in Federally conducted training programs and activities.

Notice To Agency Employees and Check Writers: PCC-OTC (Paper Check Conversion Over the Counter)

When you provide a check as a payment, you authorize us either to use information from your check to make a one-time electronic funds transfer from your account or to process the payment as a check transaction. When we use information from your check to make an electronic funds transfer, funds may be withdrawn from your account as early as the day we receive your payment, and you will not receive your check back from your financial institution.

Breach of Personally Identifiable Information

Safeguarding personally identifiable information (name, date of birth, social security number, etc.) is a responsibility shared by all OGE employees and contractors. As such, safeguarding personally identifiable information in the possession of the OGE and preventing the breach of that information is essential to ensuring the trust of individuals working with OGE as well as the trust of its employees, contractors and the general public.  (Note: OGE's policy on Breach of Personally Identifiable Information provided in this PDF file is under review for future revision.) Read the entire policy (PDF).

Plan for Shutting Down Operations in the Event of a Lapse of Appropriations

In the event that Congress has not enacted legislation providing appropriations for agency operations, a majority of OGE employees would be furloughed until appropriations are provided by the Congress. OMB requires agencies to establish a contingency (“shutdown”) plan and to post the plan on the agency website. Read the entire plan (PDF).

Policy Regarding Performance and Conduct for Senior Executives and Senior Level Employees

Each Senior Executive Service (SES) and Senior Level (SL) employee is assigned an initial summary rating based on the employee’s established performance standards, pursuant to OGE’s SES performance management system. Rating officials must consider all available evidence that affected the employee’s level of performance during the rating period, including information about misconduct when it affects performance under an applicable requirement or standard. With regard to performance awards, it is axiomatic that an employee who has committed actionable misconduct has not exhibited excellence during the rating period, and therefore, will be ineligible for a performance award.