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?
Readers who identify themselves as “Black” essentially agree with the EEOC that they have a tougher time in the federal government than many other employees. Answers from others are diametrically opposed when responding to the same questions.
The EEOC says it worked with “dialogue partners” to identify obstacles to African Americans who work in the federal government. The report identifies seven obstacles.
According to a new Equal Employment Opportunity Commission (EEOC) report, average amounts awarded in resolution of formal Equal Employment Opportunity (EEO) complaints rose by 12.4 percent in the 2010 fiscal year to a net $46.9 million.
New regulations from the Equal Employment Opportunity Commission offer revised guidelines on the issue of how to define a disability under the Americans with Disabilities Act.
The U.S. Court of Appeals for the D.C. Circuit recently changed the way federal employees and agencies may approach partial relief in future discrimination claims.
