Readers' Comments
Total Comments: 47
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Page 2 of 6
Why Do Employees File Discrimination Complaints and Grievances? (Part I)
Total Comments: 47
Page 2 of 6
Page 2 of 6
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March 15, 2010
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Lies
FAA
Tue Jul 1, 2008 9:13 AM
Post Reply
In the grievance process is management permitted to lie, or if you prove they did lie (fortunately it's in writing) are they supposed to be held to the same Conduct and Discipline standards and penalties as are listed in the regulations? Can someone answer that question for me?
Why Employees File Grievances
SSA
Tue Jul 1, 2008 9:14 AM
Post Reply
Thoughtful comments. I have also served both sides of the fence. I especially agree with the idea that we not judge or label an individual because they express their concern.
WHY EMPLOYEES FILE EEO COMPLAINTS
DON
Tue Jul 1, 2008 9:16 AM
Post Reply
I work for an organization that has been unfair to minorities for several years. Most employees are intimidated when it comes to filing complaints. But if change is ever going to happen, especially in the case of racial or age discrimination, someone has to file complaints to have any impact. I have filed EEO complaints, and while the outcome may not have directly benefited me, it has benefited others with those employment issues. The change has been slow, since management is not accountable for their actions in EEO cases even when the statistics are staring you right in the face. I have had a GS-15 to tell me to go file an EEO complaint if I wish when I voiced concerns. So of course I did. This is the mentality of those that lead where I work.
HR is an exrtension of management's arm
DOL
Tue Jul 1, 2008 9:22 AM
Post Reply
You couldn't have said it better. HR IS an extension of management's arm. I actually believe that HR is one of the reasons employees file EEO complaints and grievances. In fact, sometimes management wants to do what is morally right and are told by HR that they can't. It is sad to see because when I first started with the Government HR was totally different. It helped employees and gave only guidance to manager's. Now they take over and have to sit in on every step of the grievance, arbitration and internal complaint procedure. This to me takes away management's role.
LAST OPTION !
USMC
Tue Jul 1, 2008 9:33 AM
Post Reply
Our command has a lot of EEO Complainants.
The people that file are at the end of their rope and have no other option (and in some cases they are blocked from taking other positions).
I have watched as poor supervisors/managers have created major problems. Instead of the command/EEO/HRO taking action and re-educating the supervisors/managers they will punish the individual that is attempting to get resolution for the problems and the stress related to the problems.
I have seen management , HRO, & EEO cover up bad supervisors/managers behavior and justify it to others.
I was call in to testify at one case and the EEO top official (high ranking) told the base EEO rep to help the individual get out of this job and find another job,
and the EEO Rep for that area refused. They cover up and let supervisors and managers get away with things that you would not believe.
As I stated when an individual files they are at the end of the rope and have no other choice.
COMPLAINTS AND GRIEVANCES
Fed Agency
Tue Jul 1, 2008 10:00 AM
Post Reply
Is the employee at fault sometimes even though the employee initiated a complaint or grievance? Sure. But more often than not the employee has a case. What the employee wants is results not just to be heard. But this article confirms my belief that EEO is really a management lapdog.
I knew one Ex-EEO counselor who personally told me that because he hadn't been promoted as an EEO counselor after "saving the government thousands of dollars" as an EEO counselor he became an officer in the Union.
Reasonable results cannot be expected from an EEO Counselor as he/she is an integral element of the management the agency.
Re: COMPLAINTS AND GRIEVANCES
Naval Base
Wed Jul 2, 2008 12:02 PM
I couldn't believe my ears, and lost all faith in the process at that point.
EEO
HHS
Tue Jul 1, 2008 10:02 AM
Post Reply
HR would send me to EEO. No one in HR wanted to get involved. EEO on the other hand is in a world of its own. I can't get them to respond to simple email concerns and requests. So the employee may believe that EEO will listen, I think the results depends on the Agency. The HHS Program Support Center EEO office has been understaffed for two years. They never bothered budgeting for an EEO Director in 2008 to save money. At one point the office worked with one full time employee, one part time on maternity leave who worked from home 3 hours a day and a stay in school student.