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C4C Upload: Accountability Measures Presented To The Equal Employment Opportunity Commission
C4C Upload: Accountability Measures Presented To The Equal Employment Opportunity Commission
Increased Accountability
Measures Needed
(Progress Review)
Follow-up Submission
The Coalition For Change, Inc. (C4C)
June 23, 2016
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STATEMENT OF NEED
The EEOC needs to make Federal agencies/officials more
accountable for violating employment discrimination and
whistleblower protection laws. Agency reported data under
the Notification and Federal Employee Anti-
discrimination and Retaliation Act of 2002, highlights
a critical need for enhanced accountability and
transparency within the Federal EEO Program.
NOTE: FY 2014 -Merit Final Agency Decision finding discrimination ONLY 1.61%; Final Orders of
Administrative Judges (AJ’s) Finding Discrimination ONLY 4.2%. Source: EEOC’s Annual Report of the
Federal Workforce FY 2014 – Table B-15 FY 2014 Complaints Closed with Findings of Discrimination.
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*NOTE: Some of the measures recommended to spur a workplace free of discrimination and retaliation The Coalition For
Change, Inc. (C4C) previously submitted in support of H.R. 1557 Federal Employee Antidiscrimination Act as
introduced by Rep. Elijah Cummings on 3/24/15.
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The EEOC should make more effective, timely, and regular use of its
sanction authority to combat discrimination. When a Federal agency
violates an EEOC regulation governing Federal sector complaint
processing, the EEOC should enter a judgment in favor employee. For
example, when a Federal agency fails (without good cause) to timely
comply with the 180 day “EEO complaint investigative requirement,” as
prescribed in 29 CFR §1614.108 - the EEOC should enter a judgment in
favor employee.
[NOTE:-The U.S. Social Security Administration’s (SSA) No FEAR data disclosed that the agency exceeds the
prescribed days to conduct investigations. The SSA, which has on-going class complaint activity, reported that
in fiscal year 2015 it exceeded regulations. [Average Number of Days 286 for Fiscal year of 2015.]
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· Documentation: Office of
Special Counsel Letter to
President Obama dated May
18, 2015. “. . . 50 % of civil
rights complaints filed against
high level USDA officials were
not acted on the legally required
timeframe.”
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Note: The C4C conducted a Freedom of Information Act (FOIA) inquiry to assess how often, if at all, the EEOC followed
through with its enforcement authority by referring cases to the OSC for disciplinary action when appropriate. We found
that over a ten year period and after finding retaliation in numerous cases, the EEOC referred ZERO names to OSC for
disciplinary action.
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The EEOC should have referred both the Decatur case and Saunder’s case - which involved widespread retaliation and
“Blacklisting” at the VA - to the OSC for disciplinary action. In VA Case No 200L-0629-2004100828 the Final Agency
Decision footnoted in the Ralph Saunders v Veterans Affairs case the following statement” “ We also note the evidence
that they also retaliated against other employees who filed EEO complaints.”
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”
“Darkness Cannot Drive Out Darkness; Only Light Can Do That --- Dr. Martin Luther King, Jr.
Presented by:
Tanya Ward Jordan, President and Founder
The Coalition For Change, Inc. (C4C)