If the EEOC is truly powerless in matters of imposing discipline; yet, truly seeks to prevent future managerial acts of reprisal -- then Chair Yang . . . what keeps the EEOC from doing its job of referring appropriate cases to the OSC, an agency which holds disciplinary power? And, why does your agency give anonymity to public officials who break Federal laws?
Undoubtedly, the EEOC's recurring failures add to the unceasing reprisal in the Federal workplace. The EEOC reports that: "retaliation violations comprised 53 percent of all violations found in the federal sector in fiscal year 2015." Clearly, the Federal agency needs to provide the proactive leadership to curb managerial acts of reprisal.
The Coalition For Change, Inc. (C4C) acknowledges the EEOC's recent initiative of revising its regulations to purportedly address the reprisal problem. In support of the EEOC initiative, the C4C submitted recommendations to address the plague on America's workforce. However, the C4C also recognizes that the mere act of issuing updated regulations will do little, if anything, to calm federal managers acts of reprisal; nor will issuing more regulations cure the inaction of an EEOC official when justice demands that EEOC administrative judges engage in fair, prompt and judicious decision-making. For this reason, the C4C makes the following open inquiry to
EEOC's Chair Jenny R. Yang : Will you make the EEOC do its job? Or, should victims of workplace discrimination simply expect the EEOC to issue additional guidance for agencies to ignore without sanctions?
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