Equal Employment Opportunity Commission

Campaign: Equal Employment Opportunity Commission

cutting down on EEO complaints

One way to cut down on EEO complaints is to ensure that those supervisors and managers who have had mulitiple viable complaints filed against them are removed or terminated from their current job. Why are the same managers who have received mulitple complaints of discrimination or unfair hiring practices being allowed to continue in their present postion and in some cases promoted. Save yourself from a lawsuit, and ...more »

Submitted by

Voting

52 likes
Active

Campaign: Equal Employment Opportunity Commission

Disciplinary Actions Against Managers

Revise the No Fear Act Managers are not being punished for their illegal actions. The No Fear Act needs revision. EEOC must have authority to impose discipline. In September, 2010, EEOC Judge Macauley issued a decision in which he found that HUD retaliated against (Redacted) for a lawsuit based on disability discrimination. The Judge found that HUD had denied a promotion for (Redacted) that had been granted to every ...more »

Submitted by

Voting

12 likes
Active

Campaign: Equal Employment Opportunity Commission

EEOC Claims

Many man hours are spent filing, investigating, and defending EEOC complaints. These can last for years. Most employees that have been effected want to be heard and not looking for a payout. They are often disregarded. The counselers dont help, they often list only half of the issues. I myself went through this process and was never once offered a mediator. If there was a person that an employees could go to, such as ...more »

Submitted by

Voting

11 likes
Active

Campaign: Equal Employment Opportunity Commission

Formal EEO Investigation Complaints

Per 29 CFR, Part 1614, federal employees may file EEO complaints aledging discrimination. The first part or Informal stage allows complainants the option of chosing the Traditional method or Alternative Dispute Resolution. Once the complaint has processed through the first part or initial phase of the EEO complaint process, the complainant may elect to continue on to the second part or phase of the EEO complaint process ...more »

Submitted by

Voting

3 likes
Active

Campaign: Equal Employment Opportunity Commission

Awards

Our agency gives awards on an annual basis, but we are not told why we received the award nor why our co-workers received the award. If the reasons behind the award were transparent, then employees could see what type of work product leads to an award and it might lead to motivation to work towards an award in the future. Too often, with no transparency employees are often discouraged rather than encouraged to perform ...more »

Submitted by

Voting

5 likes
Active

Campaign: Equal Employment Opportunity Commission

Discipline Managers

A more efficient department makes for more productive employees. More productive employees will result if bad managers are disciplined as is required by law. This will improve morale. The Notification and Federal Employee Anti-discrimination and Retaliation (No Fear) Act states, among other things, that employees who engage in misconduct be disciplined. Marsha Coleman-Adebayo , a senior policy analyst at the EPA, was ...more »

Submitted by

Voting

6 likes
Active

Campaign: Equal Employment Opportunity Commission

Management Layers

The Agency needs to de-layer the management structure. Over time the Agency has created numerous layers of management which reduces the effectiveness of the Agency. As an example our Agency has 50 + offices, but has created 10 + regional offices, district offices, etc.. What is the purpose of creating all of these layers, how does the layering advance the mission of the Agency? All it creates is layers of management ...more »

Submitted by

Voting

3 likes
Active

Campaign: Equal Employment Opportunity Commission

Penny Wise - Pound Foolish

The Chicago District Office occupied one floor of the Ogilivie Transportation Center Building. Someone in DC did some sort of "cost analysis" and required the CDO to move to another floor taking about two thirds of the floor. This necessitated an expensive move and a more expensive "buid out" of the space. This spring the CDO hired a plethora of new investigators and was given permission to take over almost the entire ...more »

Submitted by

Voting

3 likes
Active

Campaign: Equal Employment Opportunity Commission

Reasonable Accomodation

More and more often many employees are requesting reasonable accomodations. These accomodations can range from computer equipment to furniture. Sometimes employees request to bring in their own items to satisfy the accomodation but the gov't chooses to instead spend an absorbent amount of money fulfilling these accomodations themselves. As long as it does not interefere with the business the gov't should allow employees ...more »

Submitted by

Voting

3 likes
Active

Campaign: Equal Employment Opportunity Commission

When mailng, federal agencies should be required to use the USPS

Currently, many of the federal agencies use Federal Express and United Parcel Service, and the USPS for mailing. At minimum, all federal agencies should be required to use the USPS's mailing services first, especially, given, the USPS's products and services are very competitive, if not less costly, than those costs for products and services rendered by the USPS's competitors. This could potentially generate millions ...more »

Submitted by

Voting

3 likes
Active

Campaign: Equal Employment Opportunity Commission

Electronic mailing of Large Quantity Documents

Every day government agencies have to print documents for filing, storage, mailings and in response to FOIA request. In the Hearings Unit we are asked to return and store large volumes of documents including transcripts of hearings, submitted pleadings and reports of investigations. This requires a large amount of storage space as well as huge expenditures in mail costs. This olso true for every other federal agency ...more »

Submitted by

Voting

2 likes
Active

Campaign: Equal Employment Opportunity Commission

Too Many Government Attorneys

Federal agencies that employ large numbers of attorneys should be required to evaluate and assess their agency's need for having so many attorneys on their government payrolls. Often, non-attorneys, who normally are compensated at GS rates significantly lower than the rates at which government attorneys are compensated, perform some of the same duties as attorneys perform. For example, in the GS-0260 and 0360 series, ...more »

Submitted by

Voting

2 likes
Active