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U.S. Census Bureau Director Steven Dillingham on Operational Updates Less than one week ago, the 2020 Census fully kicked off, and invitations continue to arrive in mailboxes across the nation. As of this morning, more than 11 million households have responded. America is stepping up to shape our future and ensure families and communities are counted.  Beginning today, in support of guidance on what we can all do to help slow the spread of coronavirus, 2020 Census field operations will be suspended for two weeks until April 1. The Census Bureau is taking this step to help protect the health and safety of the American public, Census Bureau employees, and everyone going through the hiring process for temporary census taker positions. Read More During this pause in field operations, the Census Bureau will continue to evaluate all 2020 Census operations. Should any additional adjustments need to be made, the Census Bureau will communicate these changes broadly and promptly.  In late May, census takers around the nation will begin visiting households that have not yet responded to the 2020 Census to help complete the count. As we continue to monitor the evolving COVID-19 outbreak, we will adjust census taker and survey operations as necessary in order to follow the guidance of federal, state, and local health authorities. The public is strongly encouraged to respond to the 2020 Census online using a desktop computer, laptop, smartphone, or tablet, and can also respond by phone or mail. Everyone should respond to the 2020 Census as soon as they receive their invitation — and when they’re finished, they can make sure their friends, families, and social networks know about the importance of responding.   It has never been easier to respond to the census, and the 2020 Census will count everyone accurately. We recognize that many people plan to access the 2020 Census through other response modes, such as phone or paper, which is why the 2020 Census has such a nimble design.  On March 15, the Census Bureau announced several adaptations to our group quarters operations to accommodate recent scheduling changes on college campuses as leadership takes action to keep students and faculty safe. For all other Census Bureau household and economic surveys separate from the 2020 Decennial Census, Bureau personnel will begin using phone calls instead of in-person visits. In the limited number of instances where an in-person visit is necessary, we are working closely with public health authorities to ensure each visit is accomplished safely. Once again, we encourage everyone to respond online today at 2020census.gov. With the flexibility and support of the American people, we will achieve a complete and accurate count, which helps guide funding decisions for things like hospitals, roads, and emergency services. Respondents can also respond by calling the number provided in their invitation or by mail once they have received a paper form. . WASHINGTON-Debido a la situación actual de salud, las oficinas de campo de la EEOC han dejado de realizar entrevistas de admisión en persona temporalmente. Si previamente programó una cita de admisión en persona, su cita se cambiará a una entrevista telefónica. Las oficinas no aceptarán visitas sin cita en este momento.       Le recomendamos que visite el portal público de la EEOC (https://publicportal.eeoc.gov/) para programar una cita de admisión por teléfono. También se puede acceder al sistema yendo directamente a nuestro sitio web en www.eeoc.gov .       Si está cerca de la fecha límite de presentar su queja (al menos 180 días, pero generalmente 300 días), llame al 1-800-669-4000.   Para las personas sordas y con problemas de audición, puede comunicarse con la EEOC por videoteléfono al 1-844-234-5122. Si tiene una discapacidad que le impide acceder al portal público o tiene dificultades para acceder al portal, llame al 1-800-669-4000.                                                                       ### . EEOC ANUNCIA QUE TODA LA AGENCIA TELETRABAJARÁ WASHINGTON. – En respuesta a la actual pandemia del coronavirus, la Comisión Para La Igualdad de Oportunidades en el Empleo (EEOC) de EE. UU. Está implementando el teletrabajo (trabajo remotamente) en toda la agencia. Efectivo de inmediato, todos los empleados, aparte del personal mínimo necesario para manejar el correo, deben trabajar remotamente hasta nuevo aviso.              Este paso permite que la EEOC continúe aplicando las leyes antidiscriminatorias laborales nacionales mientras toma medidas para mantener seguros a sus empleados y al público. Antes de esta nueva política, la EEOC ya había implementado el teletrabajo ampliado en varias de sus 53 oficinas en todo el país. La EEOC había anunciado previamente que su oficina de campo y sede en Washington, D.C., habían pasado a teletrabajar al 100% debido a la posible exposición al coronavirus.              El 12 de marzo, todas las oficinas de la EEOC comenzaron a recibir quejas de discriminación laboral por teléfono, minimizando los riesgos para la salud de los empleados de la agencia y el público, a la vez garantizando que ningún empleado o solicitante perderá sus derechos según las leyes que aplicamos. Preservar el acceso para poder presentar una queja de discriminación es importante porque las leyes que impone la EEOC tienen plazos dentro de los cuales los empleados y los solicitantes deben presentar quejas de discriminación.             Si desea comenzar el proceso de presentar una queja de discriminación, le recomendamos que visite el portal público de la EEOC (https://publicportal.eeoc.gov/) para programar una cita de admisión por teléfono. También se puede acceder al sistema yendo directamente a nuestro sitio web en www.eeoc.gov. Más información sobre cómo llegar a una oficina de campo de EEOC está disponible en https://www.eeoc.gov/field/index.cfm.             Cualquier persona que no pueda usar el portal puede llamar a la EEOC al 1-800-669-4000 para comenzar el proceso de presentar una queja.              La EEOC también está alentando a los empleados federales en el proceso de igualdad de oportunidades laborales (EEO) del sector federal a presentar solicitudes de audiencias y apelaciones electrónicamente a través del portal público de la EEOC.                         Las personas sordas o con problemas de audición pueden comunicarse con la EEOC por videoteléfono al 1-844-234-5122. Si tiene una discapacidad que le impide acceder al portal público o tiene dificultades para acceder al portal, llame al 1-800-669-4000.               El liderazgo de la agencia continuará monitoreando esta situación en evolución y proporcionará información adicional a medida que esté disponible. What You Should Know About the ADA, the Rehabilitation Act, and COVID-19 The EEOC enforces workplace anti-discrimination laws including the Americans with Disabilities Act (ADA) and the Rehabilitation Act, including the requirement for reasonable accommodation and rules about medical examinations and inquiries. The ADA and Rehabilitation Act rules continue to apply, but they do not interfere with or prevent employers from following the guidelines and suggestions made by the CDC or state/local public health authorities about steps employers should take regarding COVID-19. Employers should remember that guidance from public health authorities is likely to change as the COVID-19 pandemic evolves. Therefore, employers should continue to follow the most current information on maintaining workplace safety. The EEOC has provided guidance (a publication entitled Pandemic Preparedness in the Workplace and the Americans With Disabilities Act), consistent with these workplace protections and rules, that can help employers implement strategies to navigate the impact of COVID-19 in the workplace. This pandemic publication, which was written during the prior H1N1 outbreak, is still relevant today and identifies established ADA and Rehabilitation Act principles to answer questions frequently asked about the workplace during a pandemic. The World Health Organization (WHO) has declared COVID-19 to be an international pandemic. The EEOC pandemic publication includes a separate section that answers common employer questions about what to do after a pandemic has been declared. Applying these principles to the COVID-19 pandemic, the following may be useful: How much information may an employer request from an employee who calls in sick, in order to protect the rest of its workforce during the COVID-19 pandemic? During a pandemic, ADA-covered employers may ask such employees if they are experiencing symptoms of the pandemic virus. For COVID-19, these include symptoms such as fever, chills, cough, shortness of breath, or sore throat. Employers must maintain all information about employee illness as a confidential medical record in compliance with the ADA. When may an ADA-covered employer take the body temperature of employees during the COVID-19 pandemic? Generally, measuring an employee's body temperature is a medical examination. Because the CDC and state/local health authorities have acknowledged community spread of COVID-19 and issued attendant precautions, employers may measure employees' body temperature. However, employers should be aware that some people with COVID-19 do not have a fever. Does the ADA allow employers to require employees to stay home if they have symptoms of the COVID-19?  Yes. The CDC states that employees who become ill with symptoms of COVID-19 should leave the workplace. The ADA does not interfere with employers following this advice. When employees return to work, does the ADA allow employers to require doctors' notes certifying their fitness for duty?  Yes. Such inquiries are permitted under the ADA either because they would not be disability-related or, if the pandemic influenza were truly severe, they would be justified under the ADA standards for disability-related inquiries of employees. As a practical matter, however, doctors and other health care professionals may be too busy during and immediately after a pandemic outbreak to provide fitness-for-duty documentation. Therefore, new approaches may be necessary, such as reliance on local clinics to provide a form, a stamp, or an e-mail to certify that an individual does not have the pandemic virus. If an employer is hiring, may it screen applicants for symptoms of COVID-19? Yes. An employer may screen job applicants for symptoms of COVID-19 after making a conditional job offer, as long as it does so for all entering employees in the same type of job.  This ADA rule applies whether or not the applicant has a disability.   May an employer take an applicant's temperature as part of a post-offer, pre-employment medical exam? Yes.  Any medical exams are permitted after an employer has made a conditional offer of employment.  However, employers should be aware that some people with COVID-19 do not have a fever. May an employer delay the start date of an applicant who has COVID-19 or symptoms associated with it?  Yes.  According to current CDC guidance, an individual who has COVID-19 or symptoms associated with it should not be in the workplace.  May an employer withdraw a job offer when it needs the applicant to start immediately but the individual has COVID-19 or symptoms of it? Based on current CDC guidance, this individual cannot safely enter the workplace, and therefore the employer may withdraw the job offer. Online security tips for working from home by Lisa Weintraub Schifferle Attorney, FTC, Division of Consumer & Business Education Teleworking during the Coronavirus outbreak? While working from home can help slow the spread of the virus, it brings new challenges: juggling work while kids are home from school; learning new software and conferencing programs; and managing paper files at home. As you’re getting your work-at-home systems set up, here are some tips for protecting your devices and personal information. Read more > The following Global Agricultural Information Network (GAIN) reports were released on Tuesday, March 17, 2020 Brazil: Poultry and Products Semi-annual Brazil is likely to set another record in chicken production and exports in 2020 despite current uncertainties surrounding the impact of Coronavirus (COVID-19) on the world economy. Posts projects production to increase by 3.2 percent and set a record at 14.1 million metric tons and exports to reach a record of nearly 4.1 million metric tons. The main driver is steady demand for chicken meat, mostly from Asia, but also from other traditional Brazilian markets, due to the combination of outbreaks of African Swine Fever (ASF) and Avian Influenza in Asia and other parts of the world. Brazil is well positioned to fill world demand since it is free of these diseases. Domestic demand is also projected to increase due to ongoing economic growth, although at a lower level than initially projected. Profit margins are forecast to increase for the second year in a row due to stable feed prices.  Mexico: Grain and Feed Annual Grain production is expected to have a mixed outlook in 2020. Total wheat and sorghum production will remain practically unchanged, while corn and rice production are forecast to increase due to higher planted area in marketing year (MY) 2020/21. However, the cancellation of federal commercialization support programs for medium and big grain growers has generated uncertainty regarding the planting intentions for the upcoming year. In MY 2019/20, imports are expected to continue their modest growth to meet growing demand for livestock feed. The United States is expected to remain Mexico’s principal supplier due to logistical advantages and existing business relationships.  Japan: Livestock and Products Semi-annual FAS/Tokyo revises Japan's 2020 beef production slightly upward as a result of delayed slaughter at the end of 2019, yielding one percent growth. Expected growth in beef consumption will slow to just over one percent due in part to rising prices for imported trim used in hamburger production. Beef import growth is lowered to two percent with the United States regaining market share as a result of tariff reductions. Pork production is projected to remain flat as the industry struggles to rebound from Classical Swine Fever. Pork consumption is likely to grow slower than expected as consumers seek product innovation. A buildup of pork stocks at the end of 2019 will slow import growth as the United States expands market share due to lower tariffs.  March 18, 2020    FAI Training & COVID-19 As the situation regarding COVID-19 (coronavirus) continues to evolve, FAI wants to reach out and address our classroom-based instructor-led training. FAI’s top priority is the health and safety of our students, instructors, and training delivery partners. The Office of Management and Budget (OMB) has issued guidance to all Executive Branch departments and agencies regarding the use of telework flexibilities in response to COVID-19 OMB Guidance. To align with the spirit of this guidance, FAI is endeavoring to convert all of its remaining classroom-based instructor-led training in FY2020 to virtual instructor-led training. Students enrolled in upcoming classes will be directly notified about any changes and how those changes will affect how training is delivered. For the remainder of FY2020, if you are ill or concerned about becoming ill and being unable to participate in a given training class, please cancel your enrollment through FAITAS. Late cancellations (less than 10 days prior to the class start date) can be processed through the FAI Help Desk at 703-752-9604. Late cancellations will not receive the associated penalty until further notice. FAI also has many other virtual instructor-led training opportunities available to federal employees that avoid interpersonal contact. Spring 2020 LEAP Applications Open The Leadership Excellence for Acquisition Professionals (LEAP) program helps GS-12 to GS-14 employees become well-rounded leaders via an eight-month program. To deliver on its mission, our government requires strong acquisition professionals who can spearhead agency efforts to reduce costs, improve performance, and drive innovation. Submit your application by April 17.     OFPP Pilots a Video Update for the Acquisition Workforce The Office of Federal Procurement Policy (OFPP) released a pilot video to update the workforce on government-wide acquisition policies and initiatives. The video, “Solutions from the Source,” is only available via the OFPP InReach Hub on the Acquisition Gateway. Access the video here or sign up for an Acquisition Gateway account. Recognize 2020 Acquisition Excellence To recognize acquisition professionals who contribute to outstanding improvements in acquisition throughout the federal government, the Chief Acquisition Officers Council (CAOC) is seeking nominations for the 2020 Acquisition, Program Management, and Small Business Excellence Awards. Nominate federal employees engaged in team or individual activities that led to excellent results by June 1. Attention 1102s: New PSC Manual Released The revised Product Service Code Manual was released on March 17 with ten new Product Service Codes (PSCs) in the M2 category series that describe Ship Husbanding Services and one new code that describes Aseptic Housekeeping Services. The most recent version of the PSC Manual and supporting documentation can be found on the website. All questions regarding the PSCs can be sent to PSC-Codes@gsa.gov. CM Dashboards Update Earlier this fiscal year, all CFO Act agencies submitted category management (CM) plans. Reports on agency progress are now available via the CM Planning Workbench. Learn more or review the new Order Size Analysis Tool rolling out within Acquisition Analytics. Spotlight Webinar: Risk Analysis and Management through Proactive Supplier Engagement The federal acquisition workforce has long recognized that engaging suppliers proactively is essential to delivering on requirements and mission goals. On March 25 at 1:00 p.m. ET, learn how a proactive supplier engagement strategy can also be used to manage supply chain risk. This webinar will review risk management research and global trends that leading practice firms use to pursue commercial strategies and tactics and increase the value of their supply chains.