![]() ![]() “Our offices continue to receive complaints that mirror the issues raised in the 2009 report,” wrote Maloney and Speier. They cited an August 2009 report from GAO that identified problems in the EEO process for the federal sector, which included lack of accountability for agency EEO officials who don’t follow correct protocol, inadequate resources for the EEOC and agency EEO offices, and possible conflicts of interest in agencies doing their own investigations. Unfortunately, too often federal employees are casualties of a process that can be convoluted, slow, costly and unjust.” ![]() “The federal government is only as good as its civil servants, all of whom deserve to do their jobs in safety and with dignity. Carolyn Maloney, D-NY., chairwoman of the House Oversight and Reform Committee, and Jackie Speier, D-Calif., co-chair of the Democratic Women’s Caucus, in a letter to the Government Accountability Office on September 22. “As the largest employer in the United States, the federal government should serve as a model employer by processing complaints fairly and expeditiously, holding perpetrators accountable, and providing victims with relief,” wrote Reps. This is “unduly complex for victims,” said an April 2020 report from the U.S. If there is an investigation, employees may accept the findings or request a hearing before the Equal Employment Opportunity Commission. If the matter isn’t resolved through mediation or counseling, the complainant can file a formal complaint and then agencies can either deny it or launch an investigation. Unlike the EEO process in other sectors, federal employees must first file complaints in their own agencies 45 days after an incident. A watchdog is considering a request from Democratic lawmakers to look at how the Equal Employment Opportunity complaint process and anti-harassment programs for federal employees could possibly be reformed.
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