Readers' Comments
Total Comments: 47
Page 3 of 6
Page 3 of 6
Why Do Employees File Discrimination Complaints and Grievances? (Part I)
Total Comments: 47
Page 3 of 6
Page 3 of 6
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March 20, 2010
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Really?
Cabinet Level
Tue Jul 1, 2008 10:22 AM
Post Reply
Great article. However, the EEO process was not designed for venting or as an avenue for people who think it is an alternative to every issue that makes them unhappy. The EEO process is valuable and necessary and should not be used as a push button solution. Spouses, friends, chatroom pals....all of those are options for "venting." A good supervisor can hear a concern and act accordingly. It has been my experience that most "vents" that rise to complaint status do so because the supervisor has said "no."
Fourth Category:
VA
Tue Jul 1, 2008 11:04 AM
Post Reply
A fourth category of complainant would be the "Preemptive Strike" employee. This is someone who is facing imminent discipline and decides that, if they file a complaint, the agency can't touch them because it would look like retaliation. Of the six EEO complaints my facility has responded to this year, two fall squarely into this category, or 33%.
EEO Complaints
IRS
Tue Jul 1, 2008 11:19 AM
Post Reply
As a former union official my experience was that complaints are filed because managers discriminate, intentionally or unintentionally. Agencies then compound the problem by always backing their managers in a reflex action thus institutionalizing the behavior of the mangers who are led, correctly, to think that management "has their back."
The complainant quickly realizes that the agency EEO bureaucracy is set up to frustrate the complainant and support the agency, therefore the desire to move the issue to what is considered a neutral ballpark becomes paramount.
EEO and HR
BLM
Tue Jul 1, 2008 12:25 PM
Post Reply
Frankly in this office, the HR people can give themselves positions with higher grades without advertising. Our whole administration staff is here to serve themselves and not the employees who pay to have administration here. HR and EEO work for the SD only and do what he says--to hell with the employees.
Filing Complaints
Retired
Tue Jul 1, 2008 12:29 PM
Post Reply
The article listed three main reasons for EEO complaints. There is a glaring additional reason that is missing from the article. That is that sometimes management commits illegal discrimination against employees. It takes years for an employee and his/her attorney (if he/she has one) to prove such discrimination. Some cases go all the way to Federal court, to jury trials, and the employees win. Since agencies have almost unlimited time and resources to fight such complaints, one wonders how many other adverse, unsatisfactory, discriminatory situations exist, but which employees do not have the time, energy, or money to oppose. Attorneys who specialize in this kind of work (Federal employment law) keep very busy and turn away a lot of work just because they cannot handle it all. Meanwhile, management and human resources dig in their heels and rarely admit they did anything wrong. Even an adverse court judgment does not phase or impress them. There should be consequences.
complaint filing
BLM
Tue Jul 1, 2008 12:30 PM
Post Reply
In my agency, management does not want to hear from the employees. The atmosphere is almost that of management against employees. That is why I do not want them rating us outside of the EPIR or PIPR system. My immediate supervisor does not believe in giving awards even tho he has gotten awards. If he gets an award for supervising and work accomplished does that not reflect on the people who do the work for him---guess not in his eyes. I have gotten awards from other sections outside of my whole section.
Filing Complaints
VA
Tue Jul 1, 2008 1:02 PM
Post Reply
I agree, w/ most of what Account said. Being a Union Rep I've been in meetings where, for whether good or bad, they didn't see me. I've heard management basically plot pre selection or plan to retaliate against employees for asking questions. I don't say anything, I just sneak quietly out of the meeting to file a grievance. Or wait for a employees complaint. What galls me is that mangt. has me pegged as this "grievance hungry" rep like I'M creating the problem. Unforunately ACCT, in my world, most of our managers/supvrs don't have any experience in the areas/divisions they preside over. They COULDN'T do the job if they were put on the spot. The call our VA the Lilly pad. No skills required, just come in, don't speak, do a lil work, pucker up, stab a back, get promoted, & jump to another govt job. If you violate rights, understand upper mangt. will disavow all knowledge of all they told you to do to employees, or anything they allowed you to do. Be prepared to make a quick exit.