|Other titles||Administrative judge"s handbook|
|Genre||Handbooks, manuals, etc|
|The Physical Object|
|Pagination||1 v. (loose-leaf) ;|
Overview Of Federal Sector EEO Complaint Process If you are a federal employee or job applicant, the law protects you from discrimination because of your race, color, religion, sex (including gender identity, sexual orientation, and pregnancy), national origin, age (40 or . EEOC Hearing for Federal Employment Discrimination Cases Outline of the Hearing Process: The following is a typical hearing process. Some steps may be skipped depending on the judge's ruling and/or Agency's or Complainant's motions/responses, settlement. EEOC regulations require that you seek pre-complaint counseling before filing a formal complaint. You must file a formal complaint within 15 daysof receiving the notice of the right to file a formal complaint. The Director of EEO will acknowledge receiving the formal complaint and notify you of the claims accepted for investigation. Following is a summary of new EEOC guidance called the Federal Sector Quality Practices to address the quality of the agency’s hearings and appeals in federal employee employment discrimination.
Federal employees only have 45 days to initiate an informal complaint of discrimination. To meet this deadline, you need only contact an EEO Counselor and state that you want to file an informal complaint. The EEO Counselor will then provide forms for you to fill out and generally request. When your complaints aren't met or you feel unsatisfied, you may file a discrimination complaint with the EEOC or a similar agency in your state to handle these proceedings. The EEOC has a very well-defined process for handling complaints compared to most government agencies. Generally, an Administrative Judge will conduct a hearing on the merits of a complaint unless: 1) the parties mutually resolve the complaint and the hearing request is withdrawn; 2) the hearing request is otherwise voluntarily withdrawn; 3) the Administrative Judge dismisses the complaint; or 4) the Administrative Judge determines that material. EEOC assures federal agency and department compliance with EEOC regulations, provides technical assistance to federal agencies concerning EEO complaint adjudication, monitors and evaluates federal agencies' affirmative employment programs, develops and distributes federal sector educational materials and conducts training for stakeholders.
The EEOC's Office of Federal Operations (OFO) requires a notice to be posted -- both electronically and in hard-copy -- if it makes a finding of discrimination in one of its decisions. However, the decisions themselves are not supposed to be posted, because they contain the Complainant's name, and the process is required to remain confidential. • Once you have elected a hearing, the EEOC Administrative Judge will have full and complete authority over your complaint. • The EEOC Administrative Judge will issue a decision on your complaint which will become the final action of DOI unless DOI appeals the Administrative Judge's decision. In federal EEO law, there is a strong presumption that a complainant who prevails in whole or in part on a claim of discrimination is entitled to full relief which places him/her in the position s/he would have been in absent the agency's discriminatory conduct. See Albermarle Paper Co. . Compensatory Damages in the Federal Sector: An Overview By: Nicole M. Thompson A Brief History. Title VII of the Civil Rights Act of 1 is a powerful tool used to eliminate discrimination in the workplace. Under the Act, courts have the power to issue an injunction against an employer once the employer is found to have engaged in unlawful employment practices.