The FEC may not discriminate against an employee or applicant with respect to the terms, conditions or privileges of employment on the bases of age, disability, genetic information, pregnancy, race, color, religion, sex, national origin, marital status or political affiliation. Show
Discrimination on these bases is prohibited by one or more of the following statutes:
If you believe that you have been the victim of unlawful discrimination on one or more of these bases, you must contact an Equal Employment Opportunity (EEO) counselor within 45 calendar days of the alleged discriminatory action, or, in the case of a personnel action, within 45 calendar days of the effective date of the action, before you can file a formal complaint of discrimination against the FEC. (29 CFR § 1614). Further, if you believe that you have been the victim of unlawful discrimination specifically on the basis of age, you must either contact an EEO counselor within 45 days or if you wish to bypass the administrative process, you may give notice of intent to file suit against the FEC to the Equal Employment Opportunity Commission within 180 calendar days of the alleged discriminatory action. If you are alleging discrimination based marital status or political affiliation, you may file a written complaint with the U.S. Office of Special Counsel, the Merit Systems Protections Board (MSPB) or both as applicable. If you are alleging discrimination based on sexual orientation or status as a parent, please contact the U.S. Office of Special Counsel at 202-653-7188, the MSPB at 202-653-6772 or both as applicable, to determine whether grounds exist for a prohibited personnel practice complaint under the Civil Service Reform Act, 5 U.S.C. 2302(b)(10). A: Title II of the No FEAR Act authorizes OPM, through a delegation of authority from the President, to issue rules regarding an agency’s obligation to: 1) reimburse the Judgment Fund for payments made to employees, former employees, and applicants, because of actual or alleged violations of Federal antidiscrimination … What does the No FEAR Act cover?The No FEAR Act increases the accountability of federal departments and agencies for acts of discrimination or reprisal against employees. The No FEAR Act requires that federal agencies be accountable for violations of anti-discrimination and whistleblower protection laws. Does the No FEAR Act applies to all federal agencies?The Act applies to federal employees, former federal employees, and applicants for federal employment. The No Fear Act requires federal agencies to: Reimburse the Judgment Fund for any funds paid on discrimination and whistleblower related judgments, awards, or settlements in cases brought to Federal District Court. What is the primary purpose of No FEAR Act?The primary purpose of the Act is to improve agency accountability for antidiscrimination and whistleblower laws. Under the No FEAR Act, agencies must pay for settlements, awards or judgments against them in whistleblower and discrimination cases out of their own budgets. WHAT IS No FEAR Act training?The No FEAR Act requires Federal agencies to train their employees every two (2) years to ensure that DOC employees understand the Act and other laws making discrimination and retaliation in the workplace illegal. … Is whistleblowing a crime?Whistleblowers are required to present information and other documents that can back up their claims when filing a dispute. If it is found that they are lying, they may be subjected to criminal charges. What prohibited practice address improper hiring practices?PPPs are employment-related activities that are banned in the federal workforce because they violate the government’s merit system through some form of employment discrimination, retaliation, improper hiring practices, or failure to adhere to laws, rules, or regulations that directly concern the merit system principles … Who is responsible for issuing decisions on EEO complaints?The Director of EEO will issue a final FTC decision within 60 days of receiving notice of the request for a final FTC decision. You may request an EEOC hearing within 30 days of receiving the report of investigation. An EEOC AJ will make a decision about the matter. What are two possible consequences for a manager who harasses an employee?Employer Liability for Harassment The employer is automatically liable for harassment by a supervisor that results in a negative employment action such as termination, failure to promote or hire, and loss of wages. How often does the No FEAR Act requires federal agencies to report anti discrimination complaint data to Congress?Pursuant to Title III of the No FEAR Act and 29 CFR § 1614, federal agencies are required to post quarterly on their public Web sites certain summary statistical data relating to equal employment opportunity complaints filed against the respective agencies. Does federal law prohibit simple teasing offhand comments or isolated incidents?Although the law doesn’t prohibit simple teasing, offhand comments, or isolated incidents that are not very serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or … What is the Equal Employment Opportunity Act?The Equal Employment Opportunity Act of 1972 is a United States federal law which amended Title VII of the Civil Rights Act of 1964 (the “1964 Act”) to address employment discrimination against African Americans and other minorities. What is the name of the anti discrimination law that promotes overall fairness in federal personnel actions?The Civil Service Reform Act of 1978 (CSRA) contains a number of prohibitions, known as prohibited personnel practices , which are designed to promote overall fairness in federal personnel actions. Which Equal Employment Opportunity Act prohibits discrimination based on a person’s medical history?The Rehabilitation Act prohibits discrimination against an individual based on that person’s association with an individual with a disability. What are the prohibited practices?Prohibited personnel practices (PPPs) are employment-related activities that are banned in the federal workforce because they violate the merit system through some form of employment discrimination, retaliation, improper hiring practices, or failure to adhere to laws, rules, or regulations that directly concern the … Is preselection a prohibited personnel practice?Pre-selection is not necessarily illegal. It is only a prohibited personnel practice (and therefore illegal) when the pre-selectee is selected without regard to merit and the “competition” is really a sham. You say they go through the process so it may be hard to prove the illegality of the pre-selection. … Who heads the Office of Special Counsel?Joseph Siegelman is the chief of the Office of Special Counsel, San Francisco Bay Area Field Office in Oakland, California. Why is whistleblowing bad?Often, the reason why whistleblowers suffer a bad reputation is that they are the key reason for uncovering significant fraud and seeing that those who are guilty are held accountable for their actions. Can a whistleblower remain anonymous?If you do not wish to disclose your identity, you may remain anonymous when contacting the OIG. However, please keep in mind that anonymity may impede a quick or thorough investigation or the success of a later prosecution. What is the whistleblower policy?What is a Whistleblower Policy? A whistleblower policy is a legal document that companies must make publicly available and easily accessible for all employees and other persons engaged by the company. Employment Innovations have shared what should be included in a whistleblower policy. How many days do you have to contact your local Equal Opportunity Office?In general, you need to file a charge within 180 calendar days from the day the discrimination took place. The 180 calendar day filing deadline is extended to 300 calendar days if a state or local agency enforces a law that prohibits employment discrimination on the same basis. What are the federal anti discrimination laws?Title VII of the Civil Rights Act of 1964 (42 U.S.C. 2000e and following) prohibits employers from discriminating against applicants and employees on the basis of race, color, religion, sex, and national origin (including membership in a Native American tribe). Is EEO training mandatory for federal employees?All Federal employees are required to take a set of Federal Mandatory training courses including IT Security Awareness, No Fear Act, and EEO training. Executives are required to take Ethics Awareness training as well. Check with your Executive Resources office for a schedule of these mandatory courses at your agency.
Advertisement You might also like:What law is designed to promote overall fairness in federal personnel actions?The Civil Service Reform Act of 1978 (CSRA) contains a number of prohibitions, known as prohibited personnel practices, which are designed to promote overall fairness in federal personnel actions.
What does management directive 715 provide to federal agencies quizlet?MD-715 requires agencies to take proactive steps to ensure equal employment opportunity for all their employees and applicants for employment by regularly evaluating their employment practices to identify and eliminate barriers that hamper the advancement of any racial or ethnic group in federal agencies.
What is the purpose of fear act?This law became effective on October 1, 2003. The primary purpose of the Act is to improve agency accountability for antidiscrimination and whistleblower laws. Under the No FEAR Act, agencies must pay for settlements, awards or judgments against them in whistleblower and discrimination cases out of their own budgets.
Which of the following statements describe the purpose of EEOC?Prevent and remedy unlawful employment discrimination and advance equal opportunity for all in the workplace.
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Which law is designed to promote overall fairness in federal personnel actions quizlet?
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