Free Email Newsletter
| Close | Change | YTD | |
| G | $12.7463 | +0.0008 | +0.04% |
| F | $12.5956 | +0.0340 | +0.12% |
| C | $10.4853 | -0.3174 | +0.49% |
| S | $12.3632 | -0.4115 | +1.28% |
| I | $14.3592 | -0.2050 | +0.73% |
| Close | Change | YTD | |
| L 2040 | $12.5675 | -0.2638 | +0.63% |
| L 2030 | $12.6930 | -0.2335 | +0.55% |
| L 2020 | $12.9186 | -0.1958 | +0.47% |
| L 2010 | $13.8674 | -0.1008 | +0.25% |
| L Income | $12.8084 | -0.0642 | +0.19% |
Considering the Filing of an EEO Complaint or Grievance? Think Before You Act
Home | About Us | FAQ's |
Site Map | Terms of Use |
Privacy Policy |
RSS 
|
Twitter 
© 2009 FedSmith Inc. All Rights Reserved.
EEO/GRIEVANCE ADVICE
DOL
Thu Jul 17, 2008 10:23 AM
Post Reply
Sometimes the "Act" is so blantant that an employee should file an EEO or Grievance immediately. I prefer that an employee feel free to contact me because what most people forget in going through informal discussion with the person who committed the "Act" is that there are time limitations both under EEO and the CBA. As Federal employees we don't give up our rights because we are civil servants and advising people to "vote with their feet" is asking them to give up those rights.
EEO
DoD
Thu Jul 17, 2008 10:23 AM
Post Reply
I think the statement concerning voting with your feet is taken too lightly by the other commentors. The stress involved with staying the course in a complaint is tremendous. No amount of compensation, even if you do win, is worth the strain and possible permanent effect on your mental health. You have to decide if winning your case is really worth it. What will your life be like if you don't win? You need to do a reality check at some point. Nobody is saying not to file or put up with discrimination. Just know what you are getting into before you proceed.
Sad
DOD
Thu Jul 17, 2008 10:25 AM
Post Reply
It is likely true that the only practical option is to vote with your feet. That many managers are clearly, some very openly, acting in ways that are against the law and hurt people for seriously illegal reasons is beyond question. That they will get a way with it in most of the time is also beyond question. This from one who was a collateral duty EEO counselor for many years.
The steps outlined in this article will only work if you have well-meaning and competent managers and employees. For them, just getting everyone talking helps a LOT.
Most managers are probably are well-meaning. Competence is more in question. That many are neither is the sad story of government employment.
I call it, "Trading in my frustrations for a new set," as I know no job is perfect and once I have settled into a interesting new set of duties then the frustrations familiar to those duties will start poking their pointy little heads over the edge of my desk.
But it is all about survival.
The black eye may never heal
DOT
Thu Jul 17, 2008 10:31 AM
Post Reply
I have been in the position of having to decide if what I was about to do was going to be helpful, or if I was committing career suicide.
As a non-bargaining employee, the "choice", in my opinion, was really limited to filing an EEO complaint. Not so much as there was a violation of my EEO rights, although there was, but more so as needing an unbiased party to hear my case and see through the lies and deception the other side was telling.
Steve is correct in saying it is you against the entire organization. So you better have a bullet proof case for it is going to be very brutal and very ugly.
If you are as lucky as I was you will walk away from it all knowing who your true friends are. And maybe, just maybe, the black eye will fade away to a permenant shade of very light green. Just consider it a battle scare.
sometimes you just have to
USPS
Thu Jul 17, 2008 10:40 AM
Post Reply
I was told "get your ass back to your case" as I deposited mail on the throw-back case on my way to clock-off for the day. I finished my route first of 30 city carriers and was informed I had to go back out -- there were two sets of mail on the floor -- one curbside delivery -- the other all walking. I thought I should have first choice since not on OT list, and had walked all day; the 204-B said "I have been informed to walk your ass off." I was assaulted on a route I was instructed to go help one day -- and the same supervisor said it was my fault? I went to the police station after work to file charges, and the supervisor had told them that -- I had witnesses as to what had happened, and I don't understand how it was my fault. The customer was angry they got their mail late. I had a Special Achievement Award in my folder. I just refused to play the little "sexual" games the supervisor played. My husband doesn't curse at me -- and I am not going to allow a supervisor to.
sometimes you just have to
USPS
Thu Jul 17, 2008 10:45 AM
Post Reply
The outcome of my EEO was simply an admission of guilt and an apology. My fellow employees who witnessed the verbal assaults were punished on down the road. One of the witnesses could not take it anymore, and retired early. I retired early at 56 years 11 months to the day. The retaliation would never ease. I worked hard every single day. I out-worked most carriers simply because I am a hard worker and like to work hard. The supervisor is still there and has had several EEO's and grievances filed against him. The agency just doesn't get it.
another opportunity for resolution
EPA
Thu Jul 17, 2008 11:04 AM
Post Reply
Your comments and suggestions are worthy. You suggest that an individual facing a difficult conversation or circumstance speak to EEO and HR counselors and to the agency's Employee Assistance Program after speaking directly to their supervisor. Individuals who feel empowered and confident to do so may be able to follow this advice. Others may find that more difficult. Some agencies have an Alternative Dispute Resolution program outside of their EEO offices that can be of assistance. I want to add the recommendation that employees seek to identify such a program within their agency. The staff of such a program may be able to coach you and empower you to have the recommended difficult conversation with your boss or facilitate that difficult conversation with the both of you. They may also be able to help each individual involved to more clearly see the position and interests of the other individual.