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Employment Law Reflection

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Employment Law Reflection at DISA


The Defense Information Systems Agency (DISA) was previously called the Defense Communications agency (DCA) until 1991. DISA is a combat support agency, provides, operates, and assures command and control, information sharing capabilities, and a globally accessible enterprise information infrastructure in direct support to joint warfighters, national level leaders, and other mission and coalition partners across the full spectrum of operations (DISA, 2014.). It is also a Battle Support Agency Composite of Military, National Civilians, and Contractors. It provides security information to the president, the vice president, secretary of state defense, the military services and any individual or systems contributing to the defence of the USA.
The key employment-related policies and compliance requirements that have the greatest impact on employees and to DISA are as discussed below.
Office of Personnel Management (OPM) works in several broad categories to recruit, retain and honor a world-class workforce for the American people (OPM, 2014). OPM act as the liaison for between Federal government employees and their Federal government employer. OPM managers Federal job announcements, back ground checks, uphold and defend the merit systems, manage pension benefits for retired Federal employees to include their families and provide training and development programs (OPM, 2014).
The Privacy Act regulates the information that can be shared amongst employees within and outside the organization. The Privacy Act controls all modes of communication and an individual or the Agency is answerable in a court of law if any information that is perceived as a threat to national or international security is disclosed. This act also limits employees to access specific information and systems that are on the Agency’s network which information to pass across and at what time using which systems and methods.
DISA Training Management System is a one-stop system that incorporates training registration, eLearning and competency management systems under a single “umbrella Employees are equipped with information systems that help them on a daily basis. This creates room for self-improvement for employees who have completed DISA competency and self-assessments can identify performance gaps and get the correct training to close those gaps. Employees can improve technical and job skills which are essential for DISA to determine if the workforce is meeting the strategic goals and overall mission which will improve health information systems worldwide.
Electronic Office Personnel Folder (eOPF) lets employees’ have immediate access to their official records. Allowing the employee access to their eOPF; helps the HR department in keeping personnel folders current and eliminated misfiled and paper documentation. This file is maintained throughout the employees’ Federal career and eliminates duplication of documents and personal documents falling into the wrong hands. The following are ramifications of non-compliance with DISA and OPM policies: * An employee may be suspended or terminated from work * The organization may face closure * The employee or an organization may be penalized according to the law that was broken * The employee may be jailed after facing the court of law and finding out that there was a breach of DISA law * The employee or an organization may not be allowed to carry out certain duties and therefore reducing their incomes
DISA successfully prepares it employees to be familiar with and know where to find policies that it or OPM places and do not have any best practice suggestions for DISA at this time.
Employment policies affect each and every organization. Most employment policies touch on worker remunerations, workplace conditions, workplace safety and retirement, to name a few. DISA is committed to ensure that all relevant employment policies are observed. The policies range from No Fear Act, Equal Employment Opportunities Act and various discrimination Acts, among others (United States Department of Labor, 2014). Title III of Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 (No Fear Act) makes it mandatory for organizations to post quarterly year-to-date cumulative statistical data. The date must relate to complaints of discrimination in employment as filed by employees, former employees as well as applicants for employment (United States Department of Labor, 2014). On the other hand, the Equal Employment Opportunities Act guarantees that all divisions within DISA reflect diversity within their work environments.
Compliance has not been an issue at DISA. All responsible parties have clearly cut out roles. At DISA, there is a dedicated team to prepare a report with the data presented being recent and based on the current fiscal year. Furthermore, end of year data for the five previous fiscal years (DISA, 2004) is also presented. Additionally, DISA is also committed to Equal Employment Opportunity, promotion of diversity and inclusion, and resolution of workplace conflict in a constructive way. It is done in order to maintain a high performance at the workplace without compromising the legal requirements (DISA, 2004). To that effect, DISA seeks to enforce all Federal employment policies resolutely. This includes restrictions, executive directives, as well as management directives. The aim is ensuring equal employment opportunity in the places of work for all DISA employees, as well as applicants for employment (Job Accommodation Network, 2014).
Employment in context of DISA makes references to employment guidelines ranging from recruiting, hiring, promotions, transfers, re-assignments, training of employees, career development initiatives, benefits to separation (DISA, 2004). Further, DISA provides reasonable accommodation to people with disabilities that are qualified, in addition to providing room for exercise of religious practices in line with applicable laws (O’Donnell, 2013). As a matter of principle, DISA does not condone any discrimination forms that are based on sex, racial background, religious affiliation, origin, or disability. Additionally, it is against the company's policy to offer any reprisals for actions taken against discriminatory practices or engaging in discrimination complaint processes.
As a matter of principle, DISA’s HR department in consultation with the legal department and OPM drafts policies aimed at ensuring compliance with all employment policies is achieved. Additionally, the legal teams keep up to date with all legal changes affecting DISA and in response propose policy shifts aimed at ensuring compliance with emerging policies is achieved. Further, DISA has its ethics that guide its operations and in many, if not all instances, the ethical foundations within the company end up ensuring that it sub-consciously complies with the law.
In general, DISA has heavily invested in staff and processes that ensure it complies with all employment policies that touch on its operation. Additionally, there is constant review of emerging employment policies with the aim of ensuring that compliance policies are up to date. This is further seen in its contract formulations. Employment contracts offered by DISA are ever changing in response to the changing employment policies and new ethical foundations being employed by company. Additionally, it is every employee’s responsibility to ensure compliance is achieved. As a matter of fact, DISA can bear the bragging rights when it comes to compliance with employment policies.
References (2004). Defense Information Systems Agency Information Assurance Workforce Improvement Implementation Plan. Retrieved from (2014). DISA - Data Rights/Intellectual Property. Retrieved from
Job Accommodation Network. (2014). ADA and Rehabilitation Act Compliance and Other Disability-Related Laws. Retrieved from
O’Donnell, A. (2013). OPM Issues Final Regulation on Hiring Persons with Disabilities, Findlaw, Retrieved from
Office of Personnel Management. (2014). Our Agency. Retrieved from
United States Department of Labor. (2014). Office of Federal Contract Compliance Programs (OFCCP). Retrieved from

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