Stop paying EEO settlements and actual fight the charges! Our agency settles everything and so far all the cases I've seen have been false. And yet we settle. Fight the charges, remove those who "cry wolf" and watch morale improve!
Five legal decisions concerning my agency's treatment of applicants for employment were handed down by either the U.S. Court of Appeals or the EEOC in 2008 and 2009. All found in favor of the litigants, and the four most recent contained scathing criticism of the agency for its disregard of laws concerning the hiring of people with disabilities. Three of the cases have recently been settled. As a layperson, I have ...more »
I believe thousands of dollars could be saved on a yearly basis, if the P.U.P.I.L. factor could be dealt with and permanently removed in an effective way. The first 'P' in P.U.P.I.L. stands for "partial" or partiality. It is the action that is the result of not investigating facts objectively and thoroughly. It is the action that plays "favorites" and that justifies wrong doing, but is quick to accuse and condemn loyal ...more »
Utilize existing subject matter experts (Employees with Disabilities, especially Disabled Veterans) to perform accessibility surveys at ALL of our offices and meeting locations to determine if the facilities comply with the Americans with Disabilities Act. Draft a transition plan to correct deficiencies utilizing maintenance dollars. This will help reduce EEO Complaints and Program Delivery Complaints.
When U.S. anti-discrimination laws are broken by Agency administrative personnel, the costs to the agency would be significantly lower if handled rapidly, since most victimized employees would probably settle for a simple acknowledgment of their complaint together with correction of the problem. Unfortunately, the Federal process can require years (years!) for a case to become eligible for (and then addressed by) EEOC. ...more »