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The Plain Writing Act of 2010 requires federal agencies to write “clear government communication that the public can understand and use.” President Obama also emphasized the importance of establishing “a system of transparency, public participation, and collaboration” in his Jan. 21, 2009 Memorandum on Transparency and Open Government.
The ODNI is committed to writing new documents in plain language using the Federal Plain Language Guidelines.
language efforts is Jeff A., chief of staff, Public Affairs.
The ODNI is training our employees and have created an oversight process. We must use plain language in any document that
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Mailing Address: Office of the Director of National Intelligence, Washington, DC 20511
Phone Number: 703-733-8600
A Federal agency cannot discriminate against an employee or applicant with respect to the terms, conditions or privileges of employment on the basis of race, sex (including pregnancy or gender identity), color, religion, national origin, age (over 40), mental or physical disability, genetic information, parental status, or sexual orientation. Discrimination on these bases is prohibited by various federal statutes or Executive Orders. (5 USC - 2302(b)(1), 29 USC - 206(d), 29 USC - 631, 29 USC - 633a, 29 USC - 791, and 42 USC - 2000e-16.)
If you believe that you have been the victim of unlawful discrimination, you must contact an Equal Employment Opportunity counselor within 45 days of the alleged discriminatory action, or, in the case of a personnel action, within 45 calendar days of the effective date of the action, before you can file a formal complaint of discrimination. See, e.g., 29 CFR Part 1614, the ODNI Equal Employment Opportunity and Diversity internal agency website, and the EEOD public website.
If you believe that you have been the victim of unlawful discrimination on the basis of age, you must contact an EEO counselor as noted above, or you may give notice of intent to sue to the Equal Employment Opportunity Commission within 180 calendar days of the alleged discriminatory action.
A Federal agency cannot retaliate against an employee or applicant because that individual exercises his or her rights under any of the Federal antidiscrimination laws noted above or whistleblower protection laws listed below. If you believe that you are the victim of retaliation for engaging in protected activity, you must follow, as appropriate, the procedures described in the Antidiscrimination Laws or the Whistleblower Protection Laws sections or, if applicable, the administrative or negotiated grievance procedures in order to pursue any legal remedy.
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