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No FEAR Act P.L. 107-174 15 May 2002. No tification and F ederal E mployee A nti-discrimination & R etaliation. No FEAR.

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no fear act p l 107 174 15 may 2002
No FEAR ActP.L. 107-17415 May 2002

Notificationand FederalEmployeeAnti-discrimination&Retaliation

slide2

No FEAR

On May 15, 2002, Congress enacted the "Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002," which is now known as the No FEAR Act. One purpose of the Act is to "require that Federal agencies be accountable for violations of antidiscrimination and whistleblower protection laws." Pub. L. 107-174. In support of this purpose, Congress found that "agencies cannot be run effectively if those agencies practice or tolerate discrimination." Pub. L. 107-74, Title I, General Provisions, Section 101(1).

slide3

Equal Opportunity and Treatment

It is the policy of the Government of the United States to provide equal opportunity in federal employment regardless of race, color, religion, sex (to include sexual harassment), age, national origin, and physical or mental disability, and to promote the full realization of equal employment opportunity through a continuing affirmative program in each executive department and agency. The policy of equal employment opportunity applies to, and must be an integral part of every aspect of personnel policy and practice in the employment, development, advancement, and treatment of civilian employees of the Federal Government.

slide4

The U.S. Air Force of the 21st Century

IncreasedCombatCapability

Respect for People

Continuous Improvement

AFSO21 and Equal Opportunity is a natural partnership

slide5

The U.S. Air Force of the 21st Century

No matter what our background, where we live, or when we started our careers in the AF, we have one huge thing in common - - - - The MISSION. We cannot afford to let Equal Opportunity or Retaliation issues impede our operations or mission imperatives. Our Equal Opportunity posture directly contributes to the AFSO21 pillar of Respect for our People. The Air Force of the 21st Century will be leaner and more diverse and respect will be what sees our people through the difficult times. Respect for ourselves will ensure our SERVICE to others.

slide6

Zero Tolerance

The Air Force is committed to providing a work environment where military members and civilian employees are treated with respect and dignity. Harassment of any person based on race, color, sex, religion, national origin, age, disability, reprisal or any other category protected by law or policy will not be tolerated. Harassment by anyone, including harassment by any manager, supervisor, work leader, co-worker, or contractor is strictly prohibited. Violators face the possibility of removal from employment or other appropriate disciplinary action.

slide7

Why No FEAR?

The Bottom Line: Congressional action through the No FEAR Act places emphasis on improved government performance through enforcement, compliance, and accountability with existing employment discrimination, whistleblower, and retaliation prohibitions.

no fear overview
No FEAR Overview

Effective date of Act was 1 October 2003

  • Title I
    • Background and Purpose
  • Title II
    • Agency Requirements
      • Rulemaking by OPM
  • Title III
    • Posting Requirements
      • Rulemaking by EEOC

Enforcing Federal Agency Compliance and Accountability

title i congressional findings
Agencies cannot run effectively if discrimination is practiced or tolerated

Evidence points to chronic problems of discrimination and relation against federal employees

Notification of discrimination and Whistleblower laws should increase agency compliance

Annual Reports to Congress should improve oversight

Payments for discrimination and Whistleblower judgments and settlements should improve agency accountability

Title ICongressional Findings:
title ii requirements
Title II-Requirements

Reimbursement Requirements:

Federal agency must reimburse the Judgment Fund of the Treasury for any Federal district court judgments, awards, and compromise settlements made to Federal employees, former Federal employees or applicants as a result of violations or alleged violations of Federal discrimination laws, Whistleblower protection laws and/or retaliation claims arising from the assertion of rights under these laws.

written notification and training requirement
Written Notification and Training Requirement
  • Federal employees, former Federal employees and applicants for Federal employment must be provided with their rights and protections in connection with the respective provisions of law covered under the No Fear Act.
  • Written notifications of rights and protections of Federal employees must be posted on the agency’s Website.
  • Agencies must conduct training to its Federal employees about these rights and protections.
title iii posting requirements
Title III Posting Requirements
  • Federal agencies must post on its public website, summary statistical data relating to equal employment opportunity complaints filed with the agency.
  • The Equal Employment Opportunity Commission will post on its public website, summary statistical data relating to hearings and appeals requested on complaints with the agency.
slide13

Overview of EEO and Whistleblower Laws:

  • Title VII of the Civil Rights Act
    • Race, Color, Sex, National Origin, Religion, Retaliation
  • Age Discrimination in Employment Act (ADEA)
    • 40 years of age or older, Retaliation
  • Rehabilitation Act (and Americans w/ Disabilities Act)
    • Disability, Accommodation, Retaliation
  • Fair Labor Standards Act (FLSA)
  • Equal Pay Act (EPA)
    • Equal Pay for Equal Work, Retaliation

Civil Rights Laws prohibit discrimination and retaliation

slide14

Overview of EEO and Whistleblower Laws: Cont.

  • Prohibited Personnel Practices Statute
    • EEO Discrimination
    • Marital and Parental Status
    • Sexual Orientation
    • Political Affiliation
  • Whistleblower Protection Act
    • Protected disclosure regarding fraud, waste, abuse or gross mismanagement

Other Laws and Policies that prohibit discrimination and reprisal

employee protections
Employee Protections

Federal agencies cannot discriminate against an employee or applicant with respect to the terms, conditions or privileges of employment on the-basis of race, color, religion, sex, national origin, age, disability, marital and parental status, sexual orientation or political affiliation.

avenues of redress
Avenues of Redress

If you believe that you have been the victim of unlawful discrimination on the basis of race, color, religion, sex, age, national origin, disability or reprisal for participating or supporting Equal Employment Opportunity (EEO) laws, you must contact an EEO counselor within 45 calendar days of the alleged discriminatory action, or, in the case of a personnel action, within 45 calendar days of the effective date of the action, before you can file a formal complaint of discrimination with the Air Force.

avenues of redress17
Avenues of Redress

If you are alleging discrimination based on marital status or political affiliation, you may file a written complaint with the U.S. Office of Special Counsel (OSC) (see contact information later). Alternatively (or in some cases, in addition), you may pursue a discrimination complaint by filing a grievance through installation's administrative or negotiated grievance procedures, if such procedures apply and are available.

anti harassment policy
Anti Harassment Policy

Harassment includes unwelcome conduct, whether verbal, physical or visual, which creates an intimidating, offensive or hostile work environment or that unreasonably interferes with job performance.

sexual harassment
Sexual Harassment

Sexual harassment deserves special mention. Sexual harassment includes one or more unwelcome sexual advances, request for sexual favors, or other unwelcome physical, verbal or visual conduct of a sexual nature where:

(1) submission to or rejection of such conduct is made either explicitly or implicitly a term or condition of employment;

sexual harassment cont
Sexual Harassment cont.

(2) submission to or rejection of such conduct by an individual is used as a basis for career or employment decisions affecting that individual; or

(3) such conduct has the purpose or effect of unreasonably interfering with a reasonable individual's work performance or creates an intimidating, hostile or offensive work environment.

whistleblower protection laws
Whistleblower Protection Laws

A Federal employee with authority to take, direct others to take, recommend or approve any personnel action must not use that authority to take or fail to take, or threaten to take or fail to take, a personnel action against an employee or applicant because of disclosure of information by that individual that is reasonably believed to evidence violations of law, rule or regulation; gross mismanagement; gross waste of funds; an abuse of authority; or a substantial and specific danger to public health or safety, unless disclosure of such information is specifically prohibited by law and such information is specifically required by Executive order to be kept secret in the interest of national defense or the conduct of foreign affairs.

avenue of redress
Avenue of Redress

If you believe that you have been the victim of whistleblower retaliation, you may file a written complaint (Form OSC-11) with the U.S. Office of Special Counsel at 1730 M Street NW., Suite 218, Washington, DC 20036-4505 or online through the OSC Web site -- www.osc.gov.

disciplinary actions
Disciplinary Actions

Under the existing laws, each agency retains the right, where appropriate, to discipline a Federal employee who has engaged in discriminatory or retaliatory conduct, up to and including removal. Nothing in the No FEAR Act alters existing laws or permits an agency to take unfounded disciplinary action against a Federal employee or to violate the procedural rights of a Federal employee who has been accused of discrimination.

slide24

“What does it mean to me?”

  • It means Accountability to the law has been strengthened;
  • It means the Air Force is enhancing its role in being responsible for eradicating discrimination and retaliation in the workplace;
  • It means you can expect swift and appropriate action where violations are substantiated
  • It means you can expect a work environment where you can perform to your highest potential and contribute to effective government operations.
  • It means that each of us have to be responsible and accountable for our actions.

Responsibility and Accountability

slide25

“What does No FEAR mean to me?” cont.

All personnel have the responsibility to make these anti-discrimination/harassment laws and policies effective. Personnel should IMMEDIATELY report all violations to: (1) their supervisor; (2) another supervisor within their chain of command; and/or (3) (for discrimination) EEO counselor or the HQ AFPC Complaint Hotline (1-800-616-3775 option 8, Contact.center@randolph.af.mil) or (for whistleblowers) U.S. Office of Special Counsel (OSC). Do not wait for the conduct to become severe or pervasive; instead, report it as early as possible. No one is exempt from these laws and/or policies.

slide27

Question #1. Name a primary purpose of the No Fear Act:

  • a. To “put fear in to Federal agencies by requiring payments for discrimination and Whistleblower judgments and settlements.”
  • To “harass Federal agencies into complying with antidiscrimination and whistleblower protected laws.”
  • To “require that Federal agencies be accountable for violations of antidiscrimination and whistleblower protection laws.”
  • d. None of the above
slide28

Question #2: Name three of the bases prohibited by Title VII of the Civil Rights Act of 1964, as amended by 1972:

  • Race, color and sexual orientation
  • Race, religion and sex
  • Color, national origin and retaliation
  • B and c
  • e. All of the above
slide29

Question #3: The legislative act which provides that all personnel actions must be free from any discrimination because of disability:

  • a. The Civil Rights Act of 1991.
  • The Rehabilitation Act of 1973.
  • The Equal Accommodations Act of 1976
  • d. The Civil Service Reform Act of 1978
slide30

Question #4: The Whistleblower Protection Act of 1989 protects employees from retaliation for making complaints disclosing waste, abuse, or gross mismanagement:

TRUE or FALSE

slide31

Question #5: In most instances, if you believe that you have been the victim of unlawful discrimination on the basis of race, religion, sex, age, national origin, disability or reprisal for participating or supporting Equal Employment Opportunity (EEO) laws, you must contact an EEO Counselor within _____ days.

  • 30 duty
  • 15 duty
  • 45 calendar
  • 60 calendar
slide32

Question #6: When applicants or employees believe that a prohibited personnel practice has been committed against the constitutes discrimination based upon sexual orientation, they may seek assistance from their:

  • EEO Office
  • IG Office
  • JAG Office
  • Personnel Office
slide33

Question #7: To make these anti-discrimination /harassment laws and policies effective, personnel:

  • Must IMMEDIATELY report all violations to their supervisor and/or chain of command.
  • Should IMMEDIATELY report all violations to their supervisor and or another supervisor within their chain of command.
  • Must IMMEDIATELY report all violations to their local personnel office.
  • None of the above.
slide34

Question #8: If you believe that you have been the victim of whistleblower retaliation, you may:

  • File a written complaint with the U.S. Office of Special Counsel.
  • Contact your local Inspector General Office.
  • Contact your local EEO Office.
  • A and b
  • All of the above
slide35

Question #9: An Agency must pay out of its own budget to reimburse the judgment fund all costs associated with losing settling a complaint of discrimination:

  • TRUE or FALSE
slide36

Question # 10: Name at least one of Congress’ major findings in support of requiring Federal agencies to be accountable for violations of antidiscrimination and whistleblower protection laws:

  • Agencies cannot be run effectively if those agencies practice or tolerate discrimination.
  • Evidence points to chronic problems of discrimination and relations against federal employees.
  • Payments for discrimination and Whistleblower judgments and settlements may not improve agency accountability.
  • A and b
  • All of the above