The Equal Employment Opportunity Commission is linking the temporary condition of pregnancy to a legal principle usually associated with the Americans with Disabilities Act (ADA), which rewrote the rules of access in both the workplace and society as they relate to accommodating people with disabilities. The author discusses how this change could impact federal workers in their workplaces.
Even though the Equal Employment Opportunity Commission (EEOC) found discrimination in a below-average number of federal sector cases in fiscal year 2012, agencies ended up paying more to resolve employees’ formal and informal discrimination complaints in that year than in any other year in at least the past decade.
The Equal Employment Opportunity Commission has released a new report designed to improve the federal sector complaint process.
According to a new report from the EEOC, the amount of money awarded to complainants who filed EEO appeals was up 18.2% in FY 2012 over the previous fiscal year.
Fewer than 3% of the EEO cases were litigated are lost by agencies. The EEOC tried to put a spin on this disturbing statistic by noting that more than one-fourth of cases are settled and “Many of these resolutions contained favorable outcomes for the complainant, including monetary and non-monetary benefits.”
The author says it is becoming increasingly dangerous to criticize people’s weight. He says federal employees need to consider at what point it becomes unlawful harassment or retaliation when they encounter it in the workplace.
The author analyzes a recent case involving the EEOC which is being hailed as an important decision against what he calls “over-zealous prosecution by government entities.” He says it is evidence that adoption of a legal system under which the losing party pays the other party’s legal fees would be beneficial.
An EEO complainant who blew his top over his company’s settlement offer through a mediator told the company they could keep it and just fire him. So they did.
In a follow up to a previous article, the author offers detail on what happens in a situation in which an EEO complaint is filed regarding a promotion in which multiple people are contending for the position. What happens if one of the people passed over for the promotion files a complaint and wins – do the others who didn’t get the promotion get notified of the award?
The author says that it is a false notion to assume that there is a “best qualified” person for a job, but rather, there is likely a list of equally well qualified individuals for a job and that “best qualified” is a matter subject to opinion. How then, does a person manage to win an EEO complaint regarding non-selection?