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Why Do Employees File Discrimination Complaints and Grievances? (Part I)
Total Comments: 47
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January 8, 2009
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Filing complaints
USACE Finance Center
Tue Jul 1, 2008 8:18 AM
Post Reply
In most Federal agencies Management pick who they want for jobs, before they list the jobs. When someone
files a complaint it is said that person has a complaint all the time. Management don't want to hear any complaints, they are in charge and everything is wonderful. That is all they hear, If management knew what work their employees do each day, they would be able to reveiw their work properly.
Article
DOT
Tue Jul 1, 2008 8:40 AM
Post Reply
Many EEO complaints are frivolous but there are some very valid and legitimate complaints. You dont hear about those that much because they are usually settled before it goes to court and there is a gag order. The frivolous ends up in court and is often tossed out or found in Agency's favor. Then there is the 1% of valid complaints that make it way to court and those win and the Agency pays a penalty. Those you do hear about but they are few and far between. Then there are valid complaints that are tossed out because the complainant didnt follow the timelines/guidelines.
All in all, Management is aware that the cards are stacked in their favor which gives them a license to violate labor laws because they know the valid ones will settle before court and no harm will be done to them. Then there are the idiots that discriminate against people because of their incompetence or ignorance. So there are essentially two types of discrimination, intentional and un-intentional
COUNTER-POINT
NAVAL FACILITIES COMMAND
Tue Jul 1, 2008 8:43 AM
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a great number of employees do not file grievances because their supervisor's are retaliatory and vindictive. believe me, they are out there, and the "no fear act" is a joke. if you work for a manager who will make your life miserable if you dare to complain, are you going to file a grievance and make your life at work more miserable, or are you going to keep your mouth shut and pray you find employment elsewhere? i speak from personal experience that you will keep your mouth shut. these "climate of command" surveys should allow employees the opportunity to speak with someone in confidence if they choose to divulge the managers' vindictiveness they suffer on a daily basis. we had a survey like that one year, but because the cmd (naval reserve readiness command, jacksonville fl) was so small, mgmt called the few civilians in the command to explain their confidential responses - another slap in the face! now, they answer these surveys as to what mgmt wants to hear. waste of time!
Re: COUNTER-POINT
DOD
Thu Jul 3, 2008 10:48 AM
How could i know this as fact?? I know this persons intergity and who and what he stands for inside from his heart. How sad that the No Fear Act is meaningless when corruption can occur because of managments bonded unity which can lead to unfair and improper actions against the inocent. And the ones who are part of the conspiracy, go unpunished and have the power to do it all again.
Re: COUNTER-POINT
VA
Thu Jul 3, 2008 12:48 PM
I ended up crying, going to HR to talk to SOMEONE to see if this type of thing is permitted. I didn't even know what to do because I hadn't experienced anything like this before.
That was the tip of the iceberg in terms of poor treatment and it was years before I figured out that the better job I did, the more I was attacked. Finally I came upon the term "workplace bullying" and my eyes were opened to this real, pervasive, destructive and LEGAL phenomenon.
My mission when I retire (if I can hang on that long) is to crusade for passage of anti-bullying legislation.
Anyone who has experienced puzzlingly similar behavior from their management may want to read up on this phenomenon. Therapy too.
Re: COUNTER-POINT
DoD
Thu Jul 3, 2008 3:04 PM
- Mgt officials allow mismanagement to breed, continue and escalate. I agree totally that bullying is dead-on descriptive.
- Most workers don't know how to deal w/it and so file complaints, grievances, etc. unknowingly.
- Even if they're wrong, mgt won't "own up" to their own wrongdoings and allow problems to fester.
This is where unions can really "step up to the plate." I've had to learn things the hard way, and I hope my experiences benefit others in similar circumstances. A good union--one w/trained stewards and solid, honest leadership--can act as a "lightning rod" for workers w/problems. What can result is a solution that both sides can live w/.
Those same unions can also educate workers about proper solutions, how to spot problems before they get ugly, and what to do when they do.
That's how I feel about it--would that my mgt officials AND union were equally cooperative...
One Size
HHS
Tue Jul 1, 2008 8:46 AM
Post Reply
It's impossible to label anything as one size fits all. I'm sure from the position the author is taking it may appear that most of the cases in question have similar points, but most people are complaining about an injustice that simply cannot be resolved, although we a system that tries to hear both sides of the issue, normally it's simply a waste of time.
Complaints
DOD
Tue Jul 1, 2008 8:48 AM
Post Reply
Accountant is so right.
A job opening came up, I was in that office doing most of that job. Put in for that job,guess what,I didn't get it,why because the person the boss gave it to was in his grade the longest! Never did anything in that office,just in grade the longest. Did I put in a complaint, No,why ,because it does NO good around here!
Substandard management
FDIC
Tue Jul 1, 2008 8:48 AM
Post Reply
Substandard management. They either can't, or won't, think outside a little tiny bureaucratic box. They want to "celebrate diversity", but under restrictions of political correctness. This is not diversity, this is dictatorship. I enjoy my work with bankers and bank management issues. The challenges are interesting and sometimes there is friction that must be managed. I managed employees in a bank in the private sector for about nine years before this. About one percent of the mid-level managers I have encountered would last more than a day in the private sector.
Discrimination Complaint
GSA-OGP
Tue Jul 1, 2008 8:52 AM
Post Reply
I filed a discrimination complaint against my management with various instances of discrimination documented and ignored. The GSA process took over 2 years and throughout the process seemed stacked against me or any other person placing an EEO complaint. In due course the complaint was also heard by the Judge outside of GSA who decided that although I had cause--she ruled for the agency. At that point I had already spent $15K on legal fees and decided that I would not continue to the federal court system because of the cost involved and apparent low opportunity for me to recover my cause and/or right my grievance. I am a Hispanic, GS-15 who has decided to retire at the end of this fiscal year. I think that it is wrong to put the agency to administer complaints and/or grievances against it. Like putting the fox in the chicken house--fat chance that it will be fair.