60 day FRN

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plan of action be open to the public.6
However, attendance may be limited if
the Sponsor 7 of the Voluntary
Agreement finds that the matter to be
discussed at a meeting falls within the
purview of matters described in 5 U.S.C.
552b(c). The Sponsor of the Voluntary
Agreement, the FEMA Administrator,
found that a portion of this meeting to
implement the Voluntary Agreement
involves matters which fall within the
purview of matters described in 5 U.S.C.
552b(c) and that portion of the meeting
will therefore be closed to the public.
Specifically, the meeting to
implement the Voluntary Agreement
may require participants to disclose
trade secrets or commercial or financial
information that is privileged or
confidential. Disclosure of such
information allows for meetings to be
closed pursuant to 5 U.S.C. 552b(c)(4).
In addition, the success of the Voluntary
Agreement depends wholly on the
willing and enthusiastic participation of
private sector participants. Failure to
close the meeting to the public could
have a strong chilling effect on
participation by the private sector and
cause a substantial risk of premature
public release of sensitive information.
Such a release of sensitive information
could result in participants withdrawing
their support from the Voluntary
Agreement and thus significantly
frustrating the implementation of the
Voluntary Agreement. Frustration of an
agency’s objective due to premature
disclosure of information allows for the
closure of a meeting pursuant to 5
U.S.C. 552b(c)(9)(B).
Deanne Criswell,
Administrator, Federal Emergency
Management Agency.
[FR Doc. 2021–10800 Filed 5–20–21; 8:45 am]
BILLING CODE 9111–19–P

DEPARTMENT OF HOMELAND
SECURITY
[Docket Number DHS–2021–0024]

DHS Individual Complaint of
Employment Discrimination, DHS Form
3090–1
Department of Homeland
Security, (DHS).
ACTION: 60-day notice and request for
comments; extension without change of
a currently approved collection, 1610–
0014.

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AGENCY:

6 See

50 U.S.C. 4558(h)(7).
individual designated by the President in
subsection (c)(2) [of section 708 of the DPA] to
administer the voluntary agreement, or plan of
action.’’ 50 U.S.C. 4558(h)(7).
7 ‘‘[T]he

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The Department of Homeland
Security, will submit the following
Information Collection Request (ICR) to
the Office of Management and Budget
(OMB) for review and clearance in
accordance with the Paperwork
Reduction Act of 1995.
DATES: Comments are encouraged and
will be accepted until July 20, 2021.
This process is conducted in accordance
with 5 CFR 1320.1.
ADDRESSES: You may submit comments,
identified by docket number Docket #
DHS–2021–0024, at:
Æ Federal eRulemaking Portal: http://
www.regulations.gov. Please follow the
instructions for submitting comments.
Instructions: All submissions received
must include the agency name and
docket number Docket # DHS–2021–
0024. All comments received will be
posted without change to http://
www.regulations.gov, including any
personal information provided.
Docket: For access to the docket to
read background documents or
comments received, go to http://
ww.regulations.gov.
SUPPLEMENTARY INFORMATION: Explain
the circumstances that make the
collection of information necessary.
Identify any legal or administrative
requirements that necessitate the
collection. Attach a copy of the
appropriate section of each statute and
regulation mandating or authorizing the
collection of information.
It is the policy of the Government of
the United States to provide equal
opportunity in employment for all
persons, to prohibit discrimination in
employment because of race, color,
religion, sex (including pregnancy,
gender identity, and sexual orientation),
national origin, age, disability, protected
genetic information, or status as a
parent, and to promote the full
realization of equal employment
opportunity (EEO) through a continuing
affirmative program in each agency.
Persons who claim to have been
subjected to these types of
discrimination, or to retaliation for
opposing these types of discrimination
or for participating in any stage of
administrative or judicial proceedings
relating to them, can seek a remedy
under Title VII of the Civil Rights Act
(Title VII) (42 U.S.C. 2000e et seq.) (race,
color, religion, sex (including
pregnancy, gender identity, and sexual
orientation), national origin), the Age
Discrimination in Employment Act
(ADEA) (29 U.S.C. 621 et seq.) (age), the
Equal Pay Act (29 U.S.C. 206(d)) (sex),
the Rehabilitation Act (29 U.S.C. 791 et
seq.) (disability), the Genetic
Information Nondiscrimination Act
SUMMARY:

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(GINA) (42 U.S.C. 2000ff et seq.)
(genetic information), and Executive
Order 11478 (as amended by Executive
Orders 13087 and 13152) (sexual
orientation or status as a parent).
The Department of Homeland
Security (DHS), Office for Civil Rights
and Civil Liberties (CRCL) adjudicates
discrimination complaints filed by
current and former DHS employees, as
well as applicants for employment at
DHS. The complaint adjudication
process for statutory rights is outlined in
the Equal Employment Opportunity
Commission (EEOC) regulations found
at Title 29, Code of Federal Regulations,
Part 1614, and EEOC Management
Directive 110. For complaints alleging
discrimination prohibited by Executive
Order 11478, DHS follows procedures
similar to the procedures for statutory
rights, to the extent permitted by law.
The recordkeeping provisions are
designed to ensure that a current
employee, former employee, or
applicant for employment claiming to
be aggrieved, or that person’s attorney,
provides a signed statement that is
sufficiently precise to identify the
aggrieved individual and the agency,
and to describe generally the action(s) or
practice(s) that form the basis of the
complaint. The complaint must also
contain a telephone number, email
address, and address where the
complainant or the representative can
be contacted. The complaint form is
used for original allegations of
discrimination and for amendments to
pending complaints of discrimination.
The form also determines whether the
person is willing to participate in
mediation or other available types of
alternative dispute resolution (ADR) to
resolve the complaint; Congress has
enacted legislation to encourage the use
of ADR in the federal sector, and the
form ensures that such an option is
considered at this preliminary stage of
the EEO complaint process.
A complainant may access the
complaint form on the agency website
and may submit a completed complaint
form electronically to the relevant
Component’s EEO Office. The complaint
form can then be directly uploaded into
the DHS EEO Enterprise Complaints
Tracking System, also known as
‘‘icomplaints.’’
The burden of compliance with the
information collection requirement does
not impact small businesses or other
small entities.
The information collection frequency
specified in the DHS complaint form is
the minimum amount necessary and
appropriate for the agency to determine
whether the allegations should be
accepted for investigation, dismissed

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due to procedural grounds, or partially
accepted and partially dismissed.
Complainants are provided a Privacy
Act statement noting the purposes and
uses of the information collected. No
assurance of confidentiality is provided,
because the collection is governed by
EEOC Management Directive 110, which
provides that ‘‘Once the complaint is
filed, the complaint file, or part of it,
may be shared only with those who are
involved and need access to it. This
includes the EEO Director, agency EEO
officials, and possibly persons whom
the aggrieved person has identified as
being responsible for the actions that
gave rise to the complaint. The
complaint file is not a public document
to be released outside the EEO
complaint process. The identity of the
aggrieved person does not remain
confidential in the formal complaint
process.’’ EEOC Management Directive
110 provides that aggrieved persons be
so informed by an EEO counselor prior
to the initiation of a formal complaint.
There is a decrease in burden. The
previous approval documentation
mistakenly included the burden for
Federal Employees. This error has been
corrected, resulting in the reporting of a
reduced annual burden.
The Office of Management and Budget
is particularly interested in comments
which:
1. Evaluate whether the proposed
collection of information is necessary
for the proper performance of the
functions of the agency, including
whether the information will have
practical utility;
2. Evaluate the accuracy of the
agency’s estimate of the burden of the
proposed collection of information,
including the validity of the
methodology and assumptions used;
3. Enhance the quality, utility, and
clarity of the information to be
collected; and
4. Minimize the burden of the
collection of information on those who
are to respond, including through the
use of appropriate automated,
electronic, mechanical, or other
technological collection techniques or
other forms of information technology,
e.g., permitting electronic submissions
of responses.

Information
collection

Estimated
number of
respondents

HUD–11 Record of Employee Interview or
HUD–11SP Historial
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Analysis
Agency: Department of Homeland
Security, (DHS).
Title: DHS Individual Complaint of
Employment Discrimination, DHS Form
3090–1.
OMB Number: 1610–001.
Frequency: On Occasion.
Affected Public: Private Sector.
Number of Respondents: 136.
Estimated Time per Respondent: 1
Hour.
Total Burden Hours: 68.
Robert Dorr,
Executive Director, Business Management
Directorate.
[FR Doc. 2021–10712 Filed 5–20–21; 8:45 am]
BILLING CODE 9112–FL–P

DEPARTMENT OF HOUSING AND
URBAN DEVELOPMENT

60-Day Notice of Proposed Information
Record of Employee Interview OMB
Control No. 2501–0009
Office of Davis Bacon Labor
Standards and Enforcement, FPM, HUD.
ACTION: Notice.
AGENCY:

HUD is seeking approval from
the Office of Management and Budget
(OMB) for the information collection
described below. In accordance with the
Paperwork Reduction Act, HUD is
requesting comment from all interested
parties on the proposed collection of
information. The purpose of this notice
is to allow for 60 days of public
comment.

SUMMARY:

Interested persons are
invited to submit comments regarding
this proposal. Comments should refer to
the proposal by name and/or OMB
Control Number and should be sent to:
Walter Kroptavich, Program Analyst,
Office of Field Policy and Management,
Department of Housing and Urban
Development, 451 7th Street SW,
Washington, DC 20410, Room 7108 or
the number (202–402–5537) this is not
a toll free number or email at

ADDRESSES:

37,944

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Comments Due Date: July 20,

2021.

Frequency of
response

Total number
of responses

1

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Total burden
hours
per response

37,944

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FOR FURTHER INFORMATION CONTACT:

Anna Guido, Reports Management
Officer, QDAM, Department of Housing
and Urban Development, 451 7th Street
SW, Washington, DC 20410; email Anna
Guido at [email protected] or
telephone 202–402–5535. Persons with
hearing or speech impairments may
access this number through TTY by
calling the toll-free Federal Relay
Service at (800) 877–8339. This is not a
toll-free number. Copies of available
documents submitted to OMB may be
obtained from Ms. Guido.
This
notice informs the public that HUD is
seeking approval from OMB for the
information collection described in
Section A.

SUPPLEMENTARY INFORMATION:

[Docket No. FR–7039–N–04]

DATES:

[email protected] or a copy of
the proposed forms or other available
information. Persons with hearing or
speech impairments may access this
number though TTY by calling the tollfree Federal Relay Service at (800) 877–
8339.

A. Overview of Information Collection
Title of Information Collection:
Record of Employee Interview.
OMB Approval Number: 2501–0009.
Type of Request: Reinstatement with
change.
Form Number: HUD –11, HUD–11–
SP, HUD–11i.
Description of the need for the
information and proposed use: The
information is collected using
interviews with laborers and mechanics
and is compared with employer’s
certified payroll reports received
through other systems. When the
collected information is compared with
the employer’s submitted reports, the
information should duplicate itself
proving the reports received match the
information collected meaning likely
compliance with federal labor
standards. When there is a difference,
an investigation takes place to
determine the discrepancy and, when
appropriate, declare a federal labor
standard violation with steps taken to
correct the violation. This collection
focuses on the employee as the
respondent.

Total burden
hour annual

.25

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9,486

21MYN1

Hourly cost
per response

$28.05

Total cost

$266,082.31