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All EEO Blog Blog Posts from 2011

If an investigation is not completed in the allotted time, can a Complainant still request a hearing?

Ask the EEOC - December 2011

December 1, 2011 | Ask the EEOC

If an investigation is not completed in the allotted time, can a Complainant still request a hearing before the investigation is complete?

Jamie Price's avatar

Jamie Price

Obstacles that may compromise EEO complaint deadlines – Part III

December 1, 2011 | Fair Practice

In the last Fair Practice post, we discussed how inadequate preparation of a witness can slow down the complaint process. This month, we review how to set expectations for an investigator in order to keep the complaint on track for a timely Investigation Report. Read More

Obstacles that may compromise EEO complaint deadlines- Part II

November 1, 2011 | Fair Practice

How inadequate expectation setting with investigators can slow down the process and compromise critical deadlines. Read More

What is the difference between a Final Agency Order and a Final Agency Decision?

Ask the EEOC - October 2011

October 1, 2011 | Ask the EEOC

Can you explain the differences between a Final Agency Order and a Final Agency Decision?

Jamie Price's avatar

Jamie Price

Obstacles that may compromise EEO complaint deadlines – Part I

October 1, 2011 | Fair Practice

In this installment of Fair Practice we are going to examine how an EEO staffer can help familiarize an employee with the EEO program processes, and build their confidence that a positive outcome can be achieved. Read More

Is the Notice of Final Interview optional?

Ask the EEOC - August 2011

August 1, 2011 | Ask the EEOC

One of my colleagues is under the impression that the Notice of Final Interview is "optional." Would you please speak to that notion?

Jamie Price's avatar

Jamie Price

Retaliation Part V: Another secret to being heard by a disgruntled employee.

July 31, 2011 | Fair Practice

In the previous post, we suggested how the supervisor could use the power of praise to get the employee to listen to her/him in order to avoid a retaliation complaint. The following steps describe an additional approach to overcoming a communication breakdown and getting an employee to listen and respond positively. Read More

Carl Moore's avatar

Carl Moore

Retaliation Part IV: The secret to being heard by a disgruntled employee.

July 1, 2011 | Fair Practice

Retaliation complaints can be a difficult situation for supervisors to confront. However, by being proactive and by using praise, supervisors can avoid this type of grievance. Read More

Carl Moore's avatar

Carl Moore

When should an informal case become formal?

Ask the EEOC - July 2011

July 1, 2011 | Ask the EEOC

I have a question regarding Informal and Formal ADR. I have an informal case that is in ADR and based on the information I am getting from the Mediator it is likely this thing will settle. However, tomorrow is the 90th day, and our agency really wants us to put in a Notice of Right to File on or before the 90th day to meet the timeline.

Jamie Price's avatar

Jamie Price

Retaliation Part III: Avoiding a retaliation claim by not avoiding the employee.

June 1, 2011 | Fair Practice

Oftentimes supervisors inadvertently lead themselves into a retaliation claim by avoiding the employee completely. Read More

Carl Moore's avatar

Carl Moore

Retaliation Part II: How can I defend myself against a retaliation claim?

May 2, 2011 | Fair Practice

Criticizing a real error in the employee’s performance or conduct may not be a defense against a retaliation claim. Read More

Carl Moore's avatar

Carl Moore

Retaliation: The #1 form of discrimination in the Federal Government

April 1, 2011 | Fair Practice

Employers tend to lose far more retaliation cases than any other form of discrimination. The reason? Supervisors generally react to accusations of discrimination negatively, which can in-turn set the stage for a retaliation case. Read More

Carl Moore's avatar

Carl Moore