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EEOC Proposes Changes To Federal Discrimination Complaint Process

EEOC Proposes Changes To Federal Discrimination Complaint Process

Alyssa Rosenberg | Government Executive

December 23, 2009

The Equal Employment Opportunity Commission this week unveiled a wide range of changes to how discrimination complaints in federal agencies are filed, processed and decided.

The recommendations were the product of an internal agency working group, led by acting EEOC Chairman Stuart Ishimaru, and inspired by a 2002 public meeting held to solicit suggestions for improving the EEO complaint process.

Peggy Mastroianni, EEOC’s deputy legal counsel, said the working group decided to proceed with incremental changes that would update the complaints process and make agencies more aware of their responsibilities.

EEOC stakeholders have in the past proposed broader overhauls — suggesting, for example, that agencies no longer be allowed to perform initial investigations of discrimination complaints, or that the federal complaint process be modified to look more like the private sector process. But Mastroianni said the working group focused on issues on which it could reach consensus.

Among the process updates EEOC outlined in a Federal Register notice published on Monday was a requirement that agencies file responses to complaints electronically, and that federal employees be encouraged to file complaints online as well.

Gabrielle Martin, president of the American Federation of Government Employees Council of EEOC Locals, cautioned that such a process might disadvantage certain federal workers.

“If electronic submissions are to be the norm, agencies must be accountable for providing this technology to complainants,” Martin said. “Otherwise, this will be another strike against complainants who paper file and whose files are not as readily [or] easily reviewable, causing dismissals.”

The proposed regulations also would change the way class complaints are handled. Currently, after administrative judges render decisions in such cases, agencies can accept, reject, or modify the findings in their final decisions. The regulations would make judges’ findings final, giving agencies the option only to accept or appeal them.

In addition, under the proposed regulations, if an agency failed to finish an investigation into a discrimination complaint within the 180-day time limit, it would be required to inform the employee who filed the complaint when the investigation would be finished. The agency also would have to let the employee know he or she had the right to request a hearing into the complaint or to file a lawsuit.


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  • D1f55f5d011afc06cb23d9ebafcfaeb7_1__max50

    Ricohenry7

    about 2 years ago

    2 comments

    Its clear to me that after reviewing Michelle Robinson-obama Bio that she was a member of the Daley crew. I mean she apart of the most politically corrupt family in this country (The Daley's). Once a member of the Daley's always a member of the Daley's gang. Look at all the positions she had from harvard law school and the salaries she recieved. Involved with Americorp to funnel money. Worked at U of Chicago along with her husband. Involved with an intern when she was a member of sibley & austin's managerment. Check out her families estate holdings.

    Following law school, Michelle worked as an associate in the Chicago branch of the law firm Sidley Austin in the area of marketing and intellectual property. There in 1989, she met her future husband, Barack Obama, a summer intern whom she was assigned as an adviser. "I went to Harvard and he went to Harvard, and the firm thought, 'Oh, we'll hook these two people up,'" Michelle said. "So, you know, there was a little intrigue, but I must say after about a month, Barack…asked me out, and I thought no way. This is completely tacky." Initially, she refused to date Obama, believing that their work relationship would make the romance improper. Eventually she relented, and the couple soon fell in love.

    After two years of dating, Barack proposed. "We were at a restaurant having dinner to celebrate the fact that he had finished the bar," Michelle remembers. "Then the waiter came over with the dessert and a tray. And there was the ring. And I was completely shocked." The couple married at Trinity United Church of Christ on October 18, 1992.

    High-Profile Work in Chicago
    Michelle soon left her job to launch a career in public service, serving as an assistant to Mayor Daley and then as the assistant commissioner of planning and development for the City of Chicago.

    In 1993, she became Executive Director for the Chicago office of Public Allies, a non-profit leadership-training program that helped young adults develop skills for future careers in the public sector.

    Michelle joined the University of Chicago in 1996 as associate dean of student services, developing the University’s first community service program. She then worked for the University of Chicago Hospitals beginning in 2002, as executive director of community relations and external affairs.

    In May 2005, she was appointed vice president of community relations and external affairs at the University of Chicago Medical Center, where she continues to work part-time. She also manages the business diversity program and sits on six boards, including the prestigious Chicago Council on Global Affairs and the University of Chicago Laboratory Schools

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