OSMRE and the U.S. Department of the Interior (DOI) are committed to making its Information and Communication Technology (ICT) accessible to individuals with disabilities by meeting or exceeding the requirements of Section 508 of the Rehabilitation Act of 1973 (29 U.S.C. 794d), as amended.
Section 508 is a Federal law that requires agencies to provide individuals with disabilities equal access to electronic information and data comparable to those who do not have disabilities, unless an undue burden would be imposed on the agency. Section 508 applies to Federal agencies when they develop, procure, maintain or use EIT. The Section 508 standards are the technical requirements and criteria that are used to measure conformance within this law.
More information on Section 508 and the technical standards can be found at http://www.section508.gov.
If you have feedback or concerns related to the accessibility of any content on this website, please email OSMRE’s Section 508 Coordinator, at firstname.lastname@example.org. The email should include the web address or URL and the specific problems encountered. Alternatively, you may call (202) 208-2565.
If you would like to file a Section 508-related complaint or have questions related to the DOI Section 508 Program, please contact the DOI Section 508 Program via email at email@example.com or phone (202) 208-1530.
The anti-harassment procedures provide an accountable process for management to address employee allegations of harassment and take immediate and appropriate corrective action, including interim relief and use of disciplinary actions to eliminate harassing conduct, even if such conduct does not rise to a level that would violate the law. The goal of the anti-harassment policy and procedures is to address harassing conduct at the earliest possible stage, before it can become “severe or pervasive” harassment within the meaning of anti-discrimination laws.
Reporting harassment through the EEO process may not result in prompt corrective action, especially if the aggrieved party does not waive anonymity. The EEO process should be used only when the employee believes the harassment is occurring due to discrimination or retaliation, whereas the anti-harassment coordination process can be used to address harassment regardless of the motive.
While the EEO process offers the possibility of a broader range of relief for harm that has occurred, the anti-harassment program focuses on stopping the harassment and punishing the responsible party. The anti-harassment procedures do not affect rights under the EEO complaint process. This means that an employee who reports allegations of harassment in accordance with the Bureau’s anti-harassment procedures has not filed an EEO complaint, and that an employee at the beginning stages of the EEO process, also could report harassment through the anti-harassment coordination process. An employee who wishes to file a discrimination complaint should contact an OSMRE EEO counselor within 45 days of the alleged discriminatory conduct.
If you believe that you have been a victim of harassment in the OSMRE workplace, then please contact the OSMRE anti-harassment coordinator by email at firstname.lastname@example.org
The coordinator will be able to provide information on anonymity and how the Bureau will handle complaints.
The OSMRE Congressional Affairs program is responsible for:
- Building congressional understanding of SMCRA and OSMRE programs and policy positions
- Preparing OSMRE staff and leadership for hearings, briefings and meetings
- Providing analysis of legislation and congressional actions that impact agency programs and/or policies
- Serving as a resource for Congressional offices to contact the Bureau for constituent support services
- Email congressional inquiries to email@example.com
- Please mail congressional or constituent inquiries to:
Office of Surface Mining Reclamation and Enforcement
Attention: Office of Communications
Mail Stop 4526
1849 C Street NW
Washington DC 20240
Visit the Directives page for more information or contact the representative by email at firstname.lastname@example.org
Small, Small Disadvantaged, Minority, and Women-owned Businesses
For contracting opportunities with the Office of Surface Mining Reclamation and Enforcement, please contact:
Phone: (202) 208-0614
Fax: (202) 208-6390
1849 C Street, NW
MIB, Mail Stop 1565
Washington, DC 20240
- Special Notice - Department of the Interior Electronic Invoicing Requirement
- DOI Non-Retaliation Policy
- Doing Business with DOI: A Marketing Information Package
Small Business Administration National Ombudsman
Your comments are important. The Small Business and Agriculture Regulatory Enforcement Ombudsman and 10 Regional Fairness Boards were established to receive comments from small businesses about federal agency enforcement actions. The Ombudsman will annually evaluate the enforcement activities and rate each agency's responsiveness to small business. You may comment to the Small Business Administration without fear of retaliation. If you wish to comment on the enforcement actions of OSMRE, you may call the Small Business Administration at 1-888-REG-FAIR - (1-888-734-3247) or contact the Small Business Administration at: https://www.sba.gov/ombudsman/fairness-boards.
System for Award Management (SAM)
SAM is the Official U.S. Government system that consolidated the capabilities of CCR/FedReg, ORCA, and EPLS. There is NO fee to register for this site. Entities may register at no cost directly from this page. User guides and webinars are available under the Help tab at https://www.sam.gov/portal/public/SAM/.
The Office of Equal Opportunity (OEO) is responsible for promoting and providing equal employment opportunities (EEO) for all OSMRE employees. The office is also responsible for ensuring that Special Emphasis Programs (SEP) are active and address the specific needs of employees that identify with either of the various programs. The SEP is designed to ensure outreach is conducted, barrier analyses are performed, and to teach, train and communicate for the purposes of recognizing and valuing the contributions of all persons and/or groups that have contributed to the making of America.
These programs and services collectively place the OSMRE in a position of strength and serve the greater purpose of placing it on a path to attaining a Model EEO Program as defined by the U.S. Equal Employment Opportunity Commission.
OSMRE Special Emphasis Program Managers Directory
|Disability Program Manager||(Vacant)|
|Federal Women's Program Manager||
Tabitha Ferrall (email@example.com)
Sarah Kreitzer (firstname.lastname@example.org)
Moira Russell (email@example.com)
|Hispanic Employment Program Manager||Roberta Martinez Hernandez (firstname.lastname@example.org)|
|Asian American Pacific Islander Program Manager||Amanda McKenzie (email@example.com)|
|Black Employment Program Manager||Larisha Warner (firstname.lastname@example.org)|
|Native American Employment Program Manager||
Jamie Reiter (email@example.com)
Lori Windle (firstname.lastname@example.org)
Lesbian, Gay, Bisexual, Transgender Program Manager
You have the right to file an EEO complaint if you believe you have been discriminated against on the bases of race, color, national origin, sex, age, religion, disability, genetics, status as a parent, sexual orientation or reprisal, you must contact an EEO Counselor to start the initial informal complaint process. You have 45 calendar days from the date of the alleged discriminatory act (or personnel action) to contact the EEO Counselor.
OSMRE does offer Alternative Dispute Resolution (ADR), which is an inclusive term used to describe a variety of joint problem-solving techniques that present options in lieu of adjudication or adversarial methods for resolving disputes. Mediation and facilitation are two examples of ADR.
Persons seeking additional information regarding the EEO complaint process should contact David Williams, Complaints Manager at email@example.com.
OSMRE EEO Counselors Directory
Tabitha Ferrall (firstname.lastname@example.org)
Aleta Johnson (email@example.com)
|Interior Regions 1 & 2||Lillian Pickens (firstname.lastname@example.org)|
|Interior Regions 3,4 & 6||Jennifer Nicholson (email@example.com)|
|Interior Regions 5, 7-11||Moira Russell (firstname.lastname@example.org)|
For annual reporting on the No FEAR (Federal Employee Anti-Discrimination and Retaliation) of 2002 Act, please visit the DOI Reports Repository.
For resources on Disability and Religious Accommodations, please visit the DOI Office of Civil Rights.
To view OSMRE's Affirmative Action Plan for the Recruitment, Hiring, Advancement, and Retention of Persons with Disabilities, please click here.
For more information regarding OSMRE's Office for Equal Opportunity, please contact Civil Rights Director Mr. Alexie L. Rogers by email at email@example.com.
The Freedom of Information Act (FOIA), 5 U.S.C. § 552, reflects our nation's fundamental commitment to open government. FOIA is a federal law that gives the public the right to make requests for federal agency records unless the agency reasonably foresees that the release of the information in those records would harm an interest protected by one or more of the nine exemptions (reasons an agency may withhold records from a requester) or release is prohibited by law. For more information about the FOIA, please email firstname.lastname@example.org.
Submitting a FOIA Request
If the information you are seeking is not publicly available, you can file a FOIA request in the following ways:
- Electronic FOIA requests can be submitted through FOIAonline.
- You may file a request with the Office of Inspector General or through the government-wide FOIA portal.
- Requests can also be submitted via physical mail or facsimile to the bureau/office FOIA Contacts.
- Additional guidance is available at the DOI FOIA Program page.
To connect with the Division of Human Resources (HR), please call 202-208-2965
HR develops and implements policies, standards and systems for the effective use of human resources to accomplish the overall mission of OSMRE. Specifically, the human resources program provides managers and employees advice and technical assistance on the full range of human resources programs in accordance with OSMRE, DOI, OPM and other federal policies and guidelines.
Ongoing programs and special HR initiatives include:
- Recruitment, Staffing and Hiring
- Position Classification and Organizational Analysis
- Pay and Compensation Programs
- Strategic Management of Human Capital
- Work Force Planning
- Automated On-line Recruitment
- Strengthening Partnerships with Hiring Managers
- Consulting and Training Sessions on Human Resources Matters
- Increased Service Delivery (Streamlined Processes)
- Enhanced Customer Service
- Enhanced Use of Non-Competitive Appointments
- Electronic Official Personnel Folder (EOPF)
- Workforce Transformation and Tracking System (WTTS)
- Hiring Manager Tool Kits
- Entrance On Duty System (EODS)
Plain language makes it easier for the public to read, understand and use government communications. For more information on our commitment to the Plain Language Writing Act of 2010, please visit the DOI Plain Language Policy page.
Disclaimer on OSMRE Links to Other Sites
OSMRE may link to websites created and maintained by other Federal agencies and/or private organizations. The presence of a link is not an OSMRE endorsement of the website. When you follow a link to any outside website, you are leaving OSMRE and are subject to the privacy and security policies of the sponsor(s) of the outside website. OSMRE is not responsible for the information collection practices of non-OSMRE websites.
Contact your nearest state or tribal state regulatory agency on our Regional Map page for more information.
Download the Inspection Request Form to learn how to request a state or federal inspection of an active coal mine.
For information regarding citizen requests for an inspection, refer to INE-35. If you have questions, please contact the local OSMRE staff in your state or send an email to OSMRE's Citizen Request staff.
We recognize that an effective workforce will be more critical than ever to the continued success of OSMRE. Our mission is to promote a safety and health culture that recognizes and prevents injury and illness associated with workplace hazards.
Our people define our character, culture, and capacity to perform, and our ability to achieve our mission is dependent upon conducting our work safely in hazardous environments, and where possible, providing our visitors and partners a safe experience on Interior-managed facilities and lands.
For more information, please contact James Banks, the OSMRE Safety and Occupational Health Manager, by email (email@example.com) or by phone (202-208-2608).
SAFETY AND OCCUPATIONAL HEALTH
To follow OSMRE's latest updates and activities, follow along on Twitter (twitter.com/osmre), Facebook (facebook.com/osmre), and YouTube (youtube.com/osmre).
Comments or replies submitted on OSMRE social media accounts are informal and unofficial. If you would like to make a formal comment, please contact us at firstname.lastname@example.org.
We ensure that the most current and valid scientific information and technologies are available to the coal industry, state and tribal staff, and OSMRE employees who implement SMCRA requirements.
The National Technical Training Program (NTTP) provides education to increase the technical competence and professionalism of personnel in SMCRA-related agencies.
The Technical Innovation and Professional Services (TIPS) program provides provides off-the-shelf scientific and engineering modeling software and training to the state, tribal, and federal offices that administer SMCRA requirements.
For general questions or comments, please contact the Office of Communications by email at email@example.com or by phone at (202) 208-2565. The TTY telephone text number is (202) 208-2694.