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The Complexities and Frustrations of the Federal Human Resources Process

Another Frivilous Lawsuit

Equal Opportunity Director
USAF
Thu Oct 29, 2009 9:38 AM

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No wonder it takes so long to resolve formal EEO complaints. This appears to be another example of someone wasting time and resources needlessly. All the while someone who has truly suffered discrimination of some kind is waiting and waiting. This is why people look negatively on EO programs and offices. Everyone knows that some people run to the EO office as a means to manipulate and get what they want. *sigh* Glad she didn't win and encourage other lackluster performers to file complaints to get back at the supervisors for actually doing their jobs!!!

Re: Another Frivilous Lawsuit

Fed
Bureaucracy
Thu Oct 29, 2009 12:06 PM
Far too many employees use the process as a sword to inflict harm on those who are trying to do right in the federal service, rather than a shield against those who are genuinely discriminating. If the American taxpayer had any idea of how much money is wasted on frivolous complaints (the cost of which is hidden since most think it is solely within the EEOC's budget), they would be outraged.

Re: Another Frivilous Lawsuit

Registered Nurse
VA Medical Center
Thu Oct 29, 2009 1:25 PM
I have suffered discrimination, harassment,reprisal, intimidation at a VA. It makes me sick to read how some employees abuse the EEO process. I had no proficiency issues on my job, when the above actions were taken against me. The VA agency is aware of the EEOC backlog, and takes full advantage to punish employees, during the time it takes to process EEO charges. Also, the money spent by my agency trying to cover-up and defend themselves, is tax-payer money! Wake-up Eric Shinseki, take action and investigate some of your worst VA agencies! Hint!, Salisbury, NC!

And so....

PMP
just another agency
Thu Oct 29, 2009 9:51 AM

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...... she continues to be gainfully employed by the Federal Government

Re: And so....

Agent
IRS
Thu Oct 29, 2009 11:01 AM
Even worse, now she's career status. She will continue to be gainfully employed as it is extremely difficult to get rid of career personnel AND she'll continue to file baseless EEO complaints whenever she receives a rating less than what she perceives she should have received. Since she's since been promoted, knowing the Service, they'll probably soon promote her to a manager position!

Background Checks

Civil Engr. Tech
FS
Thu Oct 29, 2009 2:38 PM

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Maybe the govt. should be more timely with background checks. While she was still probationary, had they discovered her dishonesty they could have released her from govt. employment and saved everyone (including her co-workers) alot of anxiety.

Complexities/Frustrations Another Frivilous Lawsui

LR Commentator
Treasury
Thu Oct 29, 2009 2:46 PM

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Alternative Discipline (AD) does not wipe out the reprimand; it is AD in lieu of a reprimand and is good for 2 years. If this employee has ANY other misconduct within that 2-year period, management can build on that discipline, and take a higher level disciplinary action such as a suspension from 1-14 days. If the misconduct is so egregious it rises to the level of an adverse action, managemetn could recommend a 15+ day suspension, up to and including removal. Speaking of AD, I have never heard of such an outrageous AD agreement where the employee's offer was to donate goods and at least $50 in cash to a charity. I've heard of employee's volunteering their time, in addition to taking some anger management courses, but to just donate goods/cash---no! What a shame the employee was no longer probationary.

supervisor's actions are perplexing

back in the saddle
the best
Thu Oct 29, 2009 3:30 PM

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The supervisor had an employee who received a performance rating of minimally acceptable (which probably means her performance was really unacceptable.) He is handed a golden opportunity to remove her for falsifying her security clearance application and what does he do - gives her a letter of reprimand! He should have fired her. Also, these table of penalties that provide ranges of penalties from letter of reprimand to removal are a joke.

Appraisel

Diversity Manager
DOL
Thu Oct 29, 2009 8:53 PM

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I'm sure she got a raise and bonus, she represents the typical CS mentality

Insane

Fed Worker
DoD
Fri Oct 30, 2009 6:35 AM

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I can't believe she has had 3 bankruptcies and still works for the Government. I would have fired her for the deception.

Re: Insane

Clown
Around
Sun Nov 1, 2009 12:33 PM
I worked for a federal agency where the Assistant Administrator for Management (in charge of an agency budget of one billion dollars) had declared bankruptcy before he was selected for SES, but the agency went ahead and promoted him anyway.

Now really, does it make any sense that a person who can not manage their household finances (GS-15 with GS-13/14 spousal income) is selected to manage a budget?

The joke is on the tax payers. This was totally demoralizing to agency employees.

The fellow eventually was "given a job he could not refuse" in the broom closet...
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