Federal Employee Anti-discrimination Act 2015 (Brochure)

Sec. 5. DATA TO BE POSTED BY EMPLOYING FEDERAL AGENCIES

Amends Sec. 301(b) of No FEAR — requires agencies to post on its website the date of discrimination finding, the affected agency, and the law violated and whether a decision about disciplinary action has been made. It also requires agencies to post “class action” data against the agency alleging discrimination or retaliation including complaint status, date filed, case numbers, summary of allegations, and number of plaintiffs.

Sec. 6. DATA TO BE POSTED

BY EEOC

Sec. 8. NON-DISCLOUSRE

AGREEMENT LIMITATION

Amends 5 USC Section 2302(b) paragraph (13) - by inserting “or the Office of Special Counsel” after Inspector General. Prohibits using

nondisclosure agreements (a.k.a. gag orders) to restrict an employee from disclosing to Congress, the Office of Special Counsel, or an inspector general any information that relates to any violation of law, rule, or regulation or instance of waste, fraud, or abuse.

VIDEO Example: Veterans Affairs

H.R. 1557 Federal Employee Antidiscrimination Act of 2015

Amends Sec. 302(b) of No FEAR requires the EEOC to capture agency data as cited in Sec. 5 above.

Sec. 7. No FEAR AMENDMENTS

Adds Section 207 – Complaint Tracking System.

Adds Section 208 – Notation in Personnel Record. (If an agency takes adverse action covered under 5 USC Section 7512 against an employee for an act of discrimination or retaliation a notation of the adverse action and the reason for the action shall be placed in the employee personnel record.)

TITLE IV- PROCESSING AND REFERRAL Sec. 401 Processing and Resolution of Complaints Sec. 402 No Limitation on Human Capital or General Counsel Advice Sec. 403 Head of Program Reports to Head of Agency Sec. 404 Referrals of Findings of Discrimination

“FEA” Act of 2015

Highlights “The Coalition for Change, Inc. (C4C) addressing “racism” and “reprisal” in the Federal sector.”

Twitter C4C@C4CFED P. O. B o x 1 4 2 Washington, DC 20044 Tel: 202-810-5985

Copyright © 2015 All Rights Reserved

http://www.coalition4change.org/

H. R. 1557 Federal Employee Antidiscrimination Act of 2015 About H.R. 1557 H.R. 1557 is a bill amending the Notification and Federal Employee Anti-discrimination and Retaliation Act (No FEAR) of 2002. Namely, H.R. 1557 strengthens Federal antidiscrimination laws enforced by the Equal Employment Opportunity Commission (EEOC) and expands accountability within the Federal government.

Representative

Elijah

Cummings,

Ranking Member of the House Committee on Oversight and Government Reform, introduced H.R. 1557 on March 24, 2015. After receiving bi-partisan support, the

Federal Employee Antidiscrimination Act of 2015

SECTION 1.

Short Title

SECTION 2.

Sense of Congress

Sec. 2. SENSE OF CONGRESS

SECTION 3.

Notification of Violation

SECTION 4.

Reporting Requirements

SECTION 5.

Data To be Posted by Employing Federal Agencies

SECTION 6.

Data To be Posted by Equal Employment Opportunity Commission

Amends Sec. 102 of No FEAR Paragraph (4) – “accountability in the enforcement of Federal employee rights is furthered when Federal agencies take appropriate disciplinary action against Federal employees who have been found to have committed discriminatory or retaliatory acts.”

Sec. 3. NOTIFICATION OF VIOLATION

SECTION 7.

Notification and Federal Employee Antidiscrimination & Retaliation Act Amendments

Amends Sec. 202 of No FEAR – requires that a Federal agency post on its website any notice of agency final action or EEOC appellate decision involving a finding of discrimination or retaliation.

SECTION 8.

Non-Disclosure Agreement Limitations

Sec. 4. REPORTING

House of Representatives passed H.R. 1557 by a vote of 403-0.

Cosponsors Norton, Eleanor [D-DC0] Chaffetz, Jason [R-UT3] Jackson Lee, Sheila [D-TX18] Sensenbrenner, James [R-WI5]

Sec. 1. SHORT TITLE

CONTENTS

REQUIREMENTS

Amends Sec. 203(a) of No FEAR –requires an agency to submit its No FEAR Annual Report electronically and adds a “Disciplinary Action Report” requirement which directs Federal agencies to submit to the EEOC whether disciplinary action has been initiated against a Federal employee as a result of a violation.

“The Federal EEO programs are critical to ensuring that Federal workplaces are free from discrimination and that any barriers impeding fairness in personnel decisions are identified and eliminated.”

--Rep. Elijah Cummings TITLE IV- PROCESSING AND REFERRAL

I. II.