Accountant USACE Finance Center Tue Jul 1, 2008 8:18 AM
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
Supervisor DOT Tue Jul 1, 2008 8:40 AM
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
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
Supervisor retired DOD Thu Jul 3, 2008 10:48 AM
Wow! when I read your comment I could not help but reflect on some horror stories I have heard coming from a Naval training base that seems to have no regard for the NO FEAR ACT. And that is because they have control of the whole bases infrasture that is supposely designed to help and get the truth. They are all in cahoots and what a sad thing that is and all because of the good buddy system.
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
Peon VA Thu Jul 3, 2008 12:48 PM
After many busy, fulfilling years helping veterans and promoting the image of the VA, I was accused by my supervisor of 'not socializing enough.' I thought I was in the twilight zone - after all, I was up to my eyeballs in work and busted my butt to respond to the needs of my veterans.
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
Fed DoD Thu Jul 3, 2008 3:04 PM
Having been both rep and complainant more than once, I think this situation has many facets:
- 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
IT HHS Tue Jul 1, 2008 8:46 AM
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
Inventory DOD Tue Jul 1, 2008 8:48 AM
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
Examiner FDIC Tue Jul 1, 2008 8:48 AM
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.
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.
Lies
Program Specialist FAA Tue Jul 1, 2008 9:13 AM
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
Public Affairs SSA Tue Jul 1, 2008 9:14 AM
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
Environmental Specialist DON Tue Jul 1, 2008 9:16 AM
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
Federal Employee DOL Tue Jul 1, 2008 9:22 AM
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 !
WORKER IN FEDERAL SERVICE USMC Tue Jul 1, 2008 9:33 AM
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
Program Analyst Fed Agency Tue Jul 1, 2008 10:00 AM
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
employee Naval Base Wed Jul 2, 2008 12:02 PM
I had a female EEO counselor tell me, "he's hispanic, that's what they do" when I complained about inappropriate behavior by a male supervisor.
I couldn't believe my ears, and lost all faith in the process at that point.
EEO
fired fed HHS Tue Jul 1, 2008 10:02 AM
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.
Really?
One of many Cabinet Level Tue Jul 1, 2008 10:22 AM
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:
ER/LR Specialist VA Tue Jul 1, 2008 11:04 AM
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
Retired IRS Tue Jul 1, 2008 11:19 AM
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
federal employee BLM Tue Jul 1, 2008 12:25 PM
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
HR Consultant Retired Tue Jul 1, 2008 12:29 PM
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
federal employee BLM Tue Jul 1, 2008 12:30 PM
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
PATIENT BUSINESS ASSISTANT VA Tue Jul 1, 2008 1:02 PM
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.
WHY DO EMPLOYEES FILE DISCRIMINATION COMPLAINTS
RETIRED EEO US ARMY Tue Jul 1, 2008 2:13 PM
YOU KNOW YOU AND YOUR FRIEND, PARTNERS ON FENSE SITTING, ARE PROBABY CORRECT IN YOUR ASSUMPTIONS. THAT SAID THEN AS FORMER PERSONNEL OFFICERS WHY IS THE GOVERNMENT PAYING EEO MANAGERS AND SPECIALIST OUTRAGEOUS SALARIES OVER 1OOK A YEAR FOR SOMETHING THAT CAN BE DONE BY CERTIFIED SCHOOL TRAINED GS 09 COUNSELORS OR JUST NON-TRAINED PERSONALIST/EEO TYPES WITHOUT ANY SPECIFIC FORMAL EDUCATIONAL BACKGROUNDS. ALLOT OF $$$ FOR JUST LISTING AND ADVISING EMPLOYEES. IS THERE NOT AN EMPLOYEE ASSISTANCE CENTER PROVISION ONTHE FEDERAL BOOKS. mAYBE BE $$ BETTER SPENT THAN OVER 100K FOR COUNSELORS AND PEOPLE TO SET UP THE SAME SPECIAL EMPHASIS DAYS CELEBRATIONS OF FOOD AND DISPLAYS ONCE A YEAR. OVERPAID IS A NICE WAY TO PUT IT.
Why do your employeees file complaints and grievan
Industrial Hygienist OSHA Tue Jul 1, 2008 2:46 PM
As a long-time EEO counselor, I think you have captured the situation perfectly. Almost none of the cases with which I have been involved have had anything to do with EEO discrimination (in my opinion, at least) but many, many result from poor management practices in one way or another.
People are looking for any available forum to get what they view as fair treatment.
EEO
Program Assistant VA Tue Jul 1, 2008 6:22 PM
while I would agree many EEOs are filed because of desperation, many are not. I won an EEO serving as my own counsel against two managers. Discrimination is alive and well in Federal agencies despite measures to prevent their occurance. It is simply, very often, a matter of bad management. I should note I am white and the two managers black. It can happen to anyone.
all employees need to be better informed about their rights and what patterns of behavior are acceptable for their respective roles.
EEO Complaints
Program Analyst US ARMY Wed Jul 2, 2008 8:42 AM
This has to be said: there are the number of employees who want something for nothing or have not been taught personal values or work ethics by their parents much less by supervisors in the work place. The best advice given to me at an early age was: sometimes you have to suck it up and keep traveling and not to rely on something for nothing.
Discrimination Complaints
HRS DOL Wed Jul 2, 2008 9:31 AM
I read your article three times. I was upset that you used the terminology desparate for someone to listen to them. HR as management dealing with employees should be willing to listen to the compliants of their employees. I don't beleive we should be ignoring there concerns. At my agency the top management believes that if her manager has been in his position for over 20 years, then whatever he says is golden. The employee is automatically a complainer. Since management does not listen to its employees, I beleive that is why so employees go postal. Sometimes if management has an open maid, disputes can be solved prior to going to EEOC. In today's work environment, damn the employee and their thoughts and concerns go full speed ahead with whatever management wants. Hopefully if the employee gets totally dissatified, they will resign or retire and the issue at hand will be ended. The issue will continue whether that employee is still there or not because management refuses to chan
Fourth category of complainant...
ER/LR Specialist VA Wed Jul 2, 2008 10:06 AM
I'd add a fourth category of complainant to the list -- the "Preemptive Strike" complainant. This is the person who is facing imminent disciplinary action and who files an EEO complaint in the belief that the agency cannot process an adverse action against them once they file a complaint, as it would appear to be retaliation. Of the six EEO complaints my facility has responded to this year, two have been of this nature -- employees who can't face the consequences of their actions and thus take advantage of a well-intentioned system.
Re: Fourth category of complainant...
Retired Manager IRS Fri Aug 1, 2008 2:13 AM
I've experienced this backlash as a result of an employee disagreement with an evaluation. The employye was encoraged by the union to file an EEO complaint after the employee's greviance was denied at all levels. The employee attempted to coerce her peers into providing testimony based upon race and gender discrimination. Other employees testified to the contrary and informed me of this conspiracy. The EEO counselor and employee were overheard discussing how they would set me up for retaliation. The case of discriminatio was found to be without merit. The employee refused to believe she was not discriminated against and was told she could take her case outside.
EEO Complaints
Career Fed DOD Wed Jul 2, 2008 11:18 AM
The tone of the original article and many of the responses shows exactly why employees file EEO complaints. I personally feel that the EEO system should be eliminated and court actions should be the first step. It is designed to run the employee out of time and money (both of which the government has plenty). Arbitration is a total waste of time because the government has very little incentive to deal with the employee. The writer who felt that the EEO system is just for people who "want something for nothing" is ignorant and insulting. Many employees work hard to accumulate experience and education only to be confronted with favoritism and cronyism and find that an EEO complaint is their only resort.
Investigative reporter
System Analyst Dept. of Veterans Affairs Wed Jul 2, 2008 1:18 PM
EEO or any other programS CREATED BY THE GOV IS not for the Victim IT IS THEIR TO PROTECT THE GOV.
Get an outside party investigative reporter or an under cover investigation and you'll see how rampant Discrimanation is. Waste, Fraud and abuse is as rampant as well.
Why employees file discrimination complaints
Personnel Anonymous Wed Jul 2, 2008 3:06 PM
Believe it or not yes it exists! I would have filed one myself but they rid of people that do that!
A job opening was announced in my office. I applied for the job and it was given to someone from another office who had no experience in the type of work the job called for. I had years of experience in the type of work the job called for. I had even been detailed to the position several times. The person who got the job was someone who was friend of a person who was part of the hiring crew. I filed a complaint but EEO was on side with the person I filed complaint against and I was ruled against. I took the case all the way up to the point of going to US. Court. In the office I worked all job openings were filled with people who were part of the in-crowd with the Boss. I understand that the same type of cronyism is still going on in the office. There is definitely discrimination in the Federal government.
Misuse of EEO Complaint Process
ER Specialist Various Thu Jul 3, 2008 10:18 AM
I have been in the HR field specializing in employee relations for over 20 years. I would like to offer an observation that has not really been touched on in the previous articles I've read. That is the filing of EEO complaints by employees who, in their hearts, really don't believe they have been discriminated against. Mistreated or subject to a bogus action or decision: Yes. But, because of their race, sex, religion, etc: No. I have had many employees admit this to me over the years. The usual statement is that they didn't have any other avenue that wasn't controlled by management (i.e., grievance system). I understand the frustration, but not the willingness to be dishonest in order to use that system. Shockingly, I've had a number of EEO professionals (who as a group of employees tend to file more complainst than any other in my experieince) admit to misusing the EEO system in this manner to me. These are otherwise honest people, yet they seem untroubled about doing this.
EEO
Financial Analyst DHUD Fri Jul 4, 2008 3:51 PM
The EEO is in "BED" with Management and care less about the unjust in the Agency. In one department, management brought in new employees over season employees three times, and EEO did not do anything, although these employees filed. They even brought in a group for upper mobility jobs which these seasoned employees new backward, with their eye closed, and still did not get one of them. Granted a few of these employees refused to apply for the upper mobility jobs when they knew these were for younger people without experience, and to them it was a slap in the face to apply with 30+ years under their belt. all those years of service, and leave at a low grade to live off for the rest of their lives. So unfair and EEO could care less.
EEO Complaints
A disgruntle employee who believes in fairness IRS Fri Jul 4, 2008 4:36 PM
I filed a complaint that is going through the process simply because there are some things that need to come out. I have been a manager, a union steward, EEO Specialist, EEO Investigator, EEO Manager/Counselor and have conducted investigations for other agencies as well as some high profile cases.
I am aware it is hard to prove discrimination, but some things need to come out. Every employee who is employed by a federal agency have a right to file a complaint. It is not right to say whose complaint is frivolous. I have found that when complaints are filed some mangers take it personally. I wonder why.
I have also found that there are a lot of unethical managers that make a decision about someone based
on whether or not they like the individual. There are a lot of unethical managers who in there meetings know that things are done in an unethical manner but will not speak out for fear of staganted careers, and retaliation. Yes, retaliation does exist. An agency decision?????????
EEO System is Broken
EEO Complaintaint DHS Sat Jul 5, 2008 12:40 AM
Lets be honest the Management & HR System in most agencies does not work much like in DHS. This is why the HR system is now going to be subcontracted. We need a federal EEO Agency that has teeth and can timely process and act on complaints and mandate agencies to fix problems.
There are two sets of standards one for the agency and one for the individual when we look at accountability related to timeliness and other standards. Agencies constantly disregard the legislation in issuing FADS and conducting investigations but are not held accountable.
The system is too cumbersome for most employees to understand and the agency bets on them not being able to understand the system and not being able to afford an attorney. Most cases I am aware of in DHS are legitimate but loopholes exists that do not protect employees and when you have the largest law firm in the world (US GOVT) to serve you who wins?
Time is on the agencies side! How long does a case take? YEARS!
Totally agree with article
HR Specialist US Army IMCOM Thu Jul 10, 2008 9:21 AM
You are absolutely correct when you stated employees want someone to listen. I found listening to complaints emotionally draining and deeply satisfying at the same time. More often than not, employees did not file an EEO complaint. Sometimes the issues were so emotionally-charged, I could only counsel a few each week, but it was effective none the less. DFAS has a wonderful R.E.S.P.E.C.T. document on their HR web site. It would be a perfect world if all Federal supervisors and managers were mandated to read it and put it into practice! Oh well, it was a nice dream anyway.
HR and EEOC
Former Employee Logistics Wed Jul 16, 2008 8:10 PM
I may agree with the fact that some people who file complaints "cronic complainers" but not all of them. After the process I and my coworker have been through I understand how people can get that helpless feeling. Until recently we had been loyal employees of our company. I for 14 yrs. and he for 18 yrs. But in one quick month we were falsely accused of violating saftey rules and fired. I lie was made up and others "said" they saw it too when it never occured. Our HR Manager could have cared less about what we were going through. The entire HR department and our accusers where racially discriminating against us. Do you think anyone cared? Nope!! The company just saw it as a way to finally get rid of tenured people. There is no accountability with HR departments. They do what they want to and there is no one to monitor what they do. Why should someone in HR decide who gets fired rather than the Supervisors who you've worked most of your life for?
Thanks,
RCN
who files EEO complaints.
clerk treasury Thu Jul 17, 2008 5:00 PM
There is a saying throw a rock in a grooup of dogs and the one it hits will holler.
I filed a EEO complaint, it was the worse thing I could have done, I have never been so humiliated, I feel my good name has been violated. Yes manamement had been ignoring me, I was told I was a trouble maker. then two times my new supervisor made several racial sterio types about me. the ones he did when it was just he and, I never complaint about, but one day he felt it was appropriate to make a racial statement in front of the Union Rep,
The process was grusome, they used words to describe me I did not know the meaning of and i had been so beat down I did not ask. I will never sugess any one file a EEO compleant. I will tell them it is not worth it.
DISCRIMINATION EXPERIENCE
HEALTH CARE PROVIDER/MED STUDENT HEALTH CARE Wed Jul 30, 2008 3:35 AM
i have encountered several issues such as these discussed. nevertheless ,my complaints with the eeoc led me to believe that they were working with the employer. i was denied a position, lied on and fired all within a few months. the eeoc investigated my complaints and found that the employers testimony were untruthful. unfortunately the eeoc's investigaters primary focus was to convince me to close the charge.
the issue at hand is that the individuals who can make a change dont. i have found that the traits the we hate so much dishonesty, deceit, liars,and greed are the ones that accompany success. this terrible cycle must change.
Grievance
Management Analyst GSA Wed Jul 30, 2008 10:18 AM
My grievance against GSA has been ongoing for 3 years. They made a clerical error on an SF-50 and SF-52 which I have been trying to get corrected since 2005. The correction will at the very least result in me getting about $30,000 in back pay and we are looking for attorney's fees as well. In 2007 GSA admitted in a letter to me and the union that they had made the error and were going to take corrective action. We are still waiting for that to occur. We are suppose to go to arbitration this summer. My manager tried bullying me around but I told the manager that I did not put up with bullies in school and I won't put up with them in the office. I am a formor law enforcment officer and I don't take crap from anybody. And besides, us Italians like a good fight.
Wrong focus/Horrible Management
Manager CBP Tue Aug 5, 2008 8:38 AM
“I often wondered why legit complaints and grievances fall short of correcting or addressing obvious managerial issues. Instead of correcting BAD Managerial actions we attack the lower ranks. Why, because we have the power to do so. Bottom line, I have seen several examples of the "ENTIRE AGENCY" covering up the wrong doings of a manager in order to save face, and obviously money. Many GOOD employees leave CBP for this very reason. Now you have an insight as to why we have the lowest grade in employee satisfaction in the ENTIRE Government! It is very common for MANAGEMENT to take all measures to cover up wrong doings - Remember EEO is a Management Program!!!
HR & Mgmt
Mgmt Mgmt Sun Oct 12, 2008 3:01 AM
In my dealings with employees and the EEOC, consistently events occurred and the employee did complain. HR immediate looked for a way to get the employee to quit or to be terminated instead of investigating the complaints. So not only were we guilt of sexual harrassment but we were also guilty of retaliation. The other complaint we were found guilty of reliogious discrimination but we were also found guilty of retaliation. In both cases the employees used the proper channels to complain and were terminated. Shocking as it may seem the managers and HR personnel involved are STILL with the company and the ex-employees were paid off. This seems to be a common practice.
Filing complaints
USACE Finance Center
Tue Jul 1, 2008 8:18 AM
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
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
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
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
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
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
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.
Lies
FAA
Tue Jul 1, 2008 9:13 AM
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
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
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
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
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
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
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.
Really?
Cabinet Level
Tue Jul 1, 2008 10:22 AM
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
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
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
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
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
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
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.
WHY DO EMPLOYEES FILE DISCRIMINATION COMPLAINTS
US ARMY
Tue Jul 1, 2008 2:13 PM
YOU KNOW YOU AND YOUR FRIEND, PARTNERS ON FENSE SITTING, ARE PROBABY CORRECT IN YOUR ASSUMPTIONS. THAT SAID THEN AS FORMER PERSONNEL OFFICERS WHY IS THE GOVERNMENT PAYING EEO MANAGERS AND SPECIALIST OUTRAGEOUS SALARIES OVER 1OOK A YEAR FOR SOMETHING THAT CAN BE DONE BY CERTIFIED SCHOOL TRAINED GS 09 COUNSELORS OR JUST NON-TRAINED PERSONALIST/EEO TYPES WITHOUT ANY SPECIFIC FORMAL EDUCATIONAL BACKGROUNDS. ALLOT OF $$$ FOR JUST LISTING AND ADVISING EMPLOYEES. IS THERE NOT AN EMPLOYEE ASSISTANCE CENTER PROVISION ONTHE FEDERAL BOOKS. mAYBE BE $$ BETTER SPENT THAN OVER 100K FOR COUNSELORS AND PEOPLE TO SET UP THE SAME SPECIAL EMPHASIS DAYS CELEBRATIONS OF FOOD AND DISPLAYS ONCE A YEAR. OVERPAID IS A NICE WAY TO PUT IT.
Why do your employeees file complaints and grievan
OSHA
Tue Jul 1, 2008 2:46 PM
As a long-time EEO counselor, I think you have captured the situation perfectly. Almost none of the cases with which I have been involved have had anything to do with EEO discrimination (in my opinion, at least) but many, many result from poor management practices in one way or another.
People are looking for any available forum to get what they view as fair treatment.
EEO
VA
Tue Jul 1, 2008 6:22 PM
while I would agree many EEOs are filed because of desperation, many are not. I won an EEO serving as my own counsel against two managers. Discrimination is alive and well in Federal agencies despite measures to prevent their occurance. It is simply, very often, a matter of bad management. I should note I am white and the two managers black. It can happen to anyone.
all employees need to be better informed about their rights and what patterns of behavior are acceptable for their respective roles.
EEO Complaints
US ARMY
Wed Jul 2, 2008 8:42 AM
This has to be said: there are the number of employees who want something for nothing or have not been taught personal values or work ethics by their parents much less by supervisors in the work place. The best advice given to me at an early age was: sometimes you have to suck it up and keep traveling and not to rely on something for nothing.
Discrimination Complaints
DOL
Wed Jul 2, 2008 9:31 AM
I read your article three times. I was upset that you used the terminology desparate for someone to listen to them. HR as management dealing with employees should be willing to listen to the compliants of their employees. I don't beleive we should be ignoring there concerns. At my agency the top management believes that if her manager has been in his position for over 20 years, then whatever he says is golden. The employee is automatically a complainer. Since management does not listen to its employees, I beleive that is why so employees go postal. Sometimes if management has an open maid, disputes can be solved prior to going to EEOC. In today's work environment, damn the employee and their thoughts and concerns go full speed ahead with whatever management wants. Hopefully if the employee gets totally dissatified, they will resign or retire and the issue at hand will be ended. The issue will continue whether that employee is still there or not because management refuses to chan
Fourth category of complainant...
VA
Wed Jul 2, 2008 10:06 AM
I'd add a fourth category of complainant to the list -- the "Preemptive Strike" complainant. This is the person who is facing imminent disciplinary action and who files an EEO complaint in the belief that the agency cannot process an adverse action against them once they file a complaint, as it would appear to be retaliation. Of the six EEO complaints my facility has responded to this year, two have been of this nature -- employees who can't face the consequences of their actions and thus take advantage of a well-intentioned system.
Re: Fourth category of complainant...
IRS
Fri Aug 1, 2008 2:13 AM
EEO Complaints
DOD
Wed Jul 2, 2008 11:18 AM
The tone of the original article and many of the responses shows exactly why employees file EEO complaints. I personally feel that the EEO system should be eliminated and court actions should be the first step. It is designed to run the employee out of time and money (both of which the government has plenty). Arbitration is a total waste of time because the government has very little incentive to deal with the employee. The writer who felt that the EEO system is just for people who "want something for nothing" is ignorant and insulting. Many employees work hard to accumulate experience and education only to be confronted with favoritism and cronyism and find that an EEO complaint is their only resort.
Investigative reporter
Dept. of Veterans Affairs
Wed Jul 2, 2008 1:18 PM
EEO or any other programS CREATED BY THE GOV IS not for the Victim IT IS THEIR TO PROTECT THE GOV.
Get an outside party investigative reporter or an under cover investigation and you'll see how rampant Discrimanation is. Waste, Fraud and abuse is as rampant as well.
Why employees file discrimination complaints
Anonymous
Wed Jul 2, 2008 3:06 PM
Believe it or not yes it exists! I would have filed one myself but they rid of people that do that!
Discrimination Complaint
Treasury Dept.
Wed Jul 2, 2008 9:29 PM
A job opening was announced in my office. I applied for the job and it was given to someone from another office who had no experience in the type of work the job called for. I had years of experience in the type of work the job called for. I had even been detailed to the position several times. The person who got the job was someone who was friend of a person who was part of the hiring crew. I filed a complaint but EEO was on side with the person I filed complaint against and I was ruled against. I took the case all the way up to the point of going to US. Court. In the office I worked all job openings were filled with people who were part of the in-crowd with the Boss. I understand that the same type of cronyism is still going on in the office. There is definitely discrimination in the Federal government.
Misuse of EEO Complaint Process
Various
Thu Jul 3, 2008 10:18 AM
I have been in the HR field specializing in employee relations for over 20 years. I would like to offer an observation that has not really been touched on in the previous articles I've read. That is the filing of EEO complaints by employees who, in their hearts, really don't believe they have been discriminated against. Mistreated or subject to a bogus action or decision: Yes. But, because of their race, sex, religion, etc: No. I have had many employees admit this to me over the years. The usual statement is that they didn't have any other avenue that wasn't controlled by management (i.e., grievance system). I understand the frustration, but not the willingness to be dishonest in order to use that system. Shockingly, I've had a number of EEO professionals (who as a group of employees tend to file more complainst than any other in my experieince) admit to misusing the EEO system in this manner to me. These are otherwise honest people, yet they seem untroubled about doing this.
EEO
DHUD
Fri Jul 4, 2008 3:51 PM
The EEO is in "BED" with Management and care less about the unjust in the Agency. In one department, management brought in new employees over season employees three times, and EEO did not do anything, although these employees filed. They even brought in a group for upper mobility jobs which these seasoned employees new backward, with their eye closed, and still did not get one of them. Granted a few of these employees refused to apply for the upper mobility jobs when they knew these were for younger people without experience, and to them it was a slap in the face to apply with 30+ years under their belt. all those years of service, and leave at a low grade to live off for the rest of their lives. So unfair and EEO could care less.
EEO Complaints
IRS
Fri Jul 4, 2008 4:36 PM
I filed a complaint that is going through the process simply because there are some things that need to come out. I have been a manager, a union steward, EEO Specialist, EEO Investigator, EEO Manager/Counselor and have conducted investigations for other agencies as well as some high profile cases.
I am aware it is hard to prove discrimination, but some things need to come out. Every employee who is employed by a federal agency have a right to file a complaint. It is not right to say whose complaint is frivolous. I have found that when complaints are filed some mangers take it personally. I wonder why.
I have also found that there are a lot of unethical managers that make a decision about someone based
on whether or not they like the individual. There are a lot of unethical managers who in there meetings know that things are done in an unethical manner but will not speak out for fear of staganted careers, and retaliation. Yes, retaliation does exist. An agency decision?????????
EEO System is Broken
DHS
Sat Jul 5, 2008 12:40 AM
Lets be honest the Management & HR System in most agencies does not work much like in DHS. This is why the HR system is now going to be subcontracted. We need a federal EEO Agency that has teeth and can timely process and act on complaints and mandate agencies to fix problems.
There are two sets of standards one for the agency and one for the individual when we look at accountability related to timeliness and other standards. Agencies constantly disregard the legislation in issuing FADS and conducting investigations but are not held accountable.
The system is too cumbersome for most employees to understand and the agency bets on them not being able to understand the system and not being able to afford an attorney. Most cases I am aware of in DHS are legitimate but loopholes exists that do not protect employees and when you have the largest law firm in the world (US GOVT) to serve you who wins?
Time is on the agencies side! How long does a case take? YEARS!
Totally agree with article
US Army IMCOM
Thu Jul 10, 2008 9:21 AM
You are absolutely correct when you stated employees want someone to listen. I found listening to complaints emotionally draining and deeply satisfying at the same time. More often than not, employees did not file an EEO complaint. Sometimes the issues were so emotionally-charged, I could only counsel a few each week, but it was effective none the less. DFAS has a wonderful R.E.S.P.E.C.T. document on their HR web site. It would be a perfect world if all Federal supervisors and managers were mandated to read it and put it into practice! Oh well, it was a nice dream anyway.
HR and EEOC
Logistics
Wed Jul 16, 2008 8:10 PM
I may agree with the fact that some people who file complaints "cronic complainers" but not all of them. After the process I and my coworker have been through I understand how people can get that helpless feeling. Until recently we had been loyal employees of our company. I for 14 yrs. and he for 18 yrs. But in one quick month we were falsely accused of violating saftey rules and fired. I lie was made up and others "said" they saw it too when it never occured. Our HR Manager could have cared less about what we were going through. The entire HR department and our accusers where racially discriminating against us. Do you think anyone cared? Nope!! The company just saw it as a way to finally get rid of tenured people. There is no accountability with HR departments. They do what they want to and there is no one to monitor what they do. Why should someone in HR decide who gets fired rather than the Supervisors who you've worked most of your life for?
Thanks,
RCN
who files EEO complaints.
treasury
Thu Jul 17, 2008 5:00 PM
There is a saying throw a rock in a grooup of dogs and the one it hits will holler.
I filed a EEO complaint, it was the worse thing I could have done, I have never been so humiliated, I feel my good name has been violated. Yes manamement had been ignoring me, I was told I was a trouble maker. then two times my new supervisor made several racial sterio types about me. the ones he did when it was just he and, I never complaint about, but one day he felt it was appropriate to make a racial statement in front of the Union Rep,
The process was grusome, they used words to describe me I did not know the meaning of and i had been so beat down I did not ask. I will never sugess any one file a EEO compleant. I will tell them it is not worth it.
DISCRIMINATION EXPERIENCE
HEALTH CARE
Wed Jul 30, 2008 3:35 AM
i have encountered several issues such as these discussed. nevertheless ,my complaints with the eeoc led me to believe that they were working with the employer. i was denied a position, lied on and fired all within a few months. the eeoc investigated my complaints and found that the employers testimony were untruthful. unfortunately the eeoc's investigaters primary focus was to convince me to close the charge.
the issue at hand is that the individuals who can make a change dont. i have found that the traits the we hate so much dishonesty, deceit, liars,and greed are the ones that accompany success. this terrible cycle must change.
Grievance
GSA
Wed Jul 30, 2008 10:18 AM
My grievance against GSA has been ongoing for 3 years. They made a clerical error on an SF-50 and SF-52 which I have been trying to get corrected since 2005. The correction will at the very least result in me getting about $30,000 in back pay and we are looking for attorney's fees as well. In 2007 GSA admitted in a letter to me and the union that they had made the error and were going to take corrective action. We are still waiting for that to occur. We are suppose to go to arbitration this summer. My manager tried bullying me around but I told the manager that I did not put up with bullies in school and I won't put up with them in the office. I am a formor law enforcment officer and I don't take crap from anybody. And besides, us Italians like a good fight.
Wrong focus/Horrible Management
CBP
Tue Aug 5, 2008 8:38 AM
“I often wondered why legit complaints and grievances fall short of correcting or addressing obvious managerial issues. Instead of correcting BAD Managerial actions we attack the lower ranks. Why, because we have the power to do so. Bottom line, I have seen several examples of the "ENTIRE AGENCY" covering up the wrong doings of a manager in order to save face, and obviously money. Many GOOD employees leave CBP for this very reason. Now you have an insight as to why we have the lowest grade in employee satisfaction in the ENTIRE Government! It is very common for MANAGEMENT to take all measures to cover up wrong doings - Remember EEO is a Management Program!!!
HR & Mgmt
Mgmt
Sun Oct 12, 2008 3:01 AM
In my dealings with employees and the EEOC, consistently events occurred and the employee did complain. HR immediate looked for a way to get the employee to quit or to be terminated instead of investigating the complaints. So not only were we guilt of sexual harrassment but we were also guilty of retaliation. The other complaint we were found guilty of reliogious discrimination but we were also found guilty of retaliation. In both cases the employees used the proper channels to complain and were terminated. Shocking as it may seem the managers and HR personnel involved are STILL with the company and the ex-employees were paid off. This seems to be a common practice.