Category Archives: EEO/Discrimination
WHEN SUPERVISORS VENT, THEY MAY HAVE TO PAY There are lots of situations inside and outside government where some manager is “miffed” that s/he must respect an employee’s rights under the law and they might walk away muttering to themselves—maybe … Continue reading
RESPECT THE PRONOUNS–OR ELSE Yes, Americans are still getting used to using the proper pronoun in gender identity and transgender situations. But EEOC has made it crystal clear they are legally obligated to do so at work or risk violating … Continue reading
AGENT EXPOSES IRS PROMOTION DISCRIMINATION MECHANISM This GS-11 employee claimed that he was not selected for a GS-12 promotion in Oregon because he was African-American. He backed up that claim by pointing out that the promotion certificate showed he had … Continue reading
THE LACTATION LOWDOWN AT LAREDO Well, if the Customs & Border Protection supervisors did not know about their lactation obligations they will soon. EEOC just ordered the agency to “ provide at least eight (8) hours of interactive in-person EEO … Continue reading
WHY EEO ALLEGATIONS ARE A GOOD GAMBLE TO TAKE Private law firms are taking in bundles of attorney fees representing federal employees in EEO complaints. This is money unions could be collecting along with the positive publicity of tangibly helping … Continue reading
A CASE OF OLD-FASHION EEO REPRISAL I like to think that knuckle-dragging managers are fewer and fewer these days, but then a case like this comes along. A Navy employee, Cory, was upset about being passed over for promotion and … Continue reading
THE “DESIRED POSITION” YIELDS 13 YEARS OF BACK PAY Amanda was reassigned to a position that she was not able to do as a result of her disability. When she asked for a reasonable accommodation, the agency merely pointed to … Continue reading
YOU’RE PROTECTED WHEN YOU JUST SPEAK UP FOR A DISCRIMINATION VICTIM Iris, is an employee at DoD’s Education Activity (DoDEA) which manages its elementary and high schools around the world. In fact, she was a school principal. When she raised … Continue reading
IS THIS DISCRIMINATION? WHAT WOULD YOU DO? Assume that a CEO of some organization decides that he no longer wants a minority woman, who held a supervisory position, on his staff. She has somehow upset him. Consequently, he has her … Continue reading