Accountability/Transparency Measures

7/26/2019 Accountability/Transparency Measures

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The Federal EEO Complaint

Process:IncreasedAccountabilityMeasures Needed

Prepared for the

U.S. Equal Employment Office Commission

Office of Federal Operations

Director Carlton M. Hadden

Submitted byhe Coalition For Chan!e" #nc. $C%C&

May '" ()*+(Modified June 16, 2016)


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STATEMENT OF NEED

The U.S. Equal Employment Oppotunity !ommi""ion (EEO!)needs to ma,e Federal a!encies - officials more accountable for

iolatin! employment discrimination / 0histleblo0er protection la0s.

1!ency EEO data" reported pursuant to the 2otification and

Federal Employee 1nti3discrimination and 4etaliation 1ct $2oFE14& of ())(" underscores a crit ical need for enhanced

1ccountability-transparency 0ithin the Federal EEO complaintprocess.

The EEOC should adopt added accountability measures tocombat chronic retaliation aainst employees !hich:

ne!atiely affects the !oernment5s operational efficiency"

increasin!ly puts employee and public safety at ris," and annually costs the 1merican ta6payer millions of dollars.


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C"C STATEMENT OF CONCE#N

Image: Atlanta Black Star

Despite the #o $E%& %'t of 2002, Federal0or,place discrimination and unchec,edretaliation continues to adersely impair the

heal th an d 0e alth of c ii l serants.

2otably" many qualified" hi!hly s,illedand 0ell3educated 7lac, 1mericans"

either 0or,in! or see,in! employment inthe Federal sector" suffer financially"psycholo!ically" and physically due to racediscrimination and reprisal by federal officials.


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C"C STATEMENT OF CONCE#N $cont%d&Despite counselin! reports and formal complaints in the

thousands" federal a!encies and the EEOC finddiscrimination le"" than of the time. Moreoer" 0hendiscrimination is found officials rarely face any mandatorydiscipline.

Fi!ure ( !ompleted !oun"elin* to$omal !omplaint"

FY 2010 - FY 2014

2OE8 F9 ()*% 3Merit Final 1!ency Decision findin! discrimination O2:9 *.+*;< Final Orders of

1dministratie =ud!es$1=5s&Findin! Discrimination O2:9 %.(;. Source8EEOC5s 1nnual 4eport of theFederal 'or()orce F* +,-". able 73*> F9 ()*% Complaints Closed 0ith Findin!s of Discrimination.


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INDEXOF #ECOMMENDED FEDE#A/

'O#0P/ACE ACCO1NTA2I/IT* MEAS1#ES

Measure *8 Prescribe hat 1!encies 1nnounce Unla0ful ?iolations ia E32otice to Employees

$Operatin! Unit :eel&

Measure (8 #ncrease Use of Sanction 1uthority For 1!ency 2on3Compliance 0ith (@ CF4 *+*%

$4ule in Faor of Complainant&

Measure '8 Post Class 1ction Complaints on EEOC Aebsite

Measure %8 Post Federal ?iolations on EEOC Homepa!e

Measure >8 Disband 1nonymity8 #dentify the Discriminatin! Official

Measure +8 Use Certify Mail Ahen #ssuin! Complainant 4i!ht o File a Ciil 1ction

Measure B8 Support Discipline. 4efer Ciil 4i!hts ?iolators to the Office Special Counsel

Measure 8 Prohibit 1 Orders hat May #mpose Harm on Public Health or Safety


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Measure -: Prescribe That Aencies

Announce 1nla!)ul 3iolations 4ia E5Noticeto Employees $Operatin 1nit /e4el&

he EEOC should require a!encies to announce unla0ful

iolations to employees ia E3notice. he E3notice $e3mail&

to employees shall" at a minimum" identify8

the speci)ic o))ice !here 4iolation occurred"the statute that 0as iolated6

the name of the party found culpable< and

a statement assurin! that the discrimination found 0ill not

recur.


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#dentify Unla0ful ?iolation at Operatin 1nit /e4el

E6ample 3 U.S. Department of 1!riculture $USD1&

Source8 #nformation e6tracted from or!aniational chartF9 ()*B 7ud!et =ustification G USD1 Forest Serice

USDA

USDA

USDA

Lands and Realty Management (1 of 10 Operating

USDA Unit under National Forest System)

Department of Agriculture (a!"net

De#artment

$% 1& agenc"es and 1' maor off"ces)

orest Ser*"ce (1 of 1& agenc"es)

+at"onal orest System (10 ,#erat"ng

Un"ts)


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he EEOC should ma,e more effectie" timely" and re!ular use of itssanction authority to combat discrimination. Ahen a Federal a!encyiolates an EEOC re!ulation !oernin! Federal sector complaintprocessin!" the EEOC should enter a 7udment in )a4or employee8

For e6ample" 0hen a Federal a!ency fails $0ithout !ood cause& to timelycomply 0ith the *) day IEEO complaint inesti!atie requirement"J asprescribed in (@ CF4 K*+*%.*) 3 the EEOC should enter a Lud!ment in faor

employee. 2OE83he U.S. Social Security 1dministration5s $SS1& 2o FE14 data disclosed that the a!ency e6ceeds the prescribeddays to conduct inesti!ations. he SS1" 0hich has on3!oin! class complaint actiity" reported that in fiscal year ()*> ite6ceeded re!ulations. 1era!e 2umber of Days (+ for Fiscal year of ()*>.

Measure +: Increase 1se o) SanctionAuthority For Aency Non5Compliance !ith +9 CF# --"

$%*en'y +o*am To +omote Equal Employment Oppotunity)


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Aencies routinely inore pro4isions o) +9 CF# --".E;ample I: 0ennedy 4 3ilsac(

$EOC5&

USD1 failed to timely comply0ith EEOC5s order to produce

complaint file by March '*" ()*+.

E;ample II: O))ice o) Special

Counsel /etter to President

Obama dated May -?6 +,-


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Measure @: Post Class Action Complaints

On EEOC 'ebsite

he EEOC should post Iclass actionJ complaint data on its

0ebsite. Data should disclose8 the name of the a!ency

Accountability/Transparency Measures

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