In a federal sector discrimination complaint at the hearings stage, an EEOC Administrative Judge (AJ) may oversee discovery and hold a hearing or issue a decision on the record. If a hearing is held, an AJ will hear testimony from witnesses, review relevant evidence, and make findings of fact and law in a decision issued to the parties. In lieu of holding a hearing, an AJ may, in appropriate cases, procedurally dismiss a case or issue a summary judgment decision.
Figure 11 - Hearings Inventory
FY 1999 - FY 2003
Figure 12 - Requests for EEOC Hearings (10)
FY 1999 - FY 2003
Figure 13 - Hearings Program Closures (11)
FY 1999 - FY 2003
Figure 14 - Average Processing Days for Hearings
FY 1999 - FY 2003
Table 11 - Agency Actions on AJ Decisions
FY 2000 - FY 2003
Fiscal Year | Finding Discrimination | Finding No Discrimination | Totals | |||
---|---|---|---|---|---|---|
Fully Implemented | Appealed | Fully Implemented | Appealed | Fully Implemented | Appealed | |
2000 | 143 | 67 | 3,935 | 14 | 4,078 | 81 |
2001 | 194 | 122 | 3,636 | 44 | 3,830 | 166 |
2002 | 197 | 106 | 3,644 | 0 | 3,841 | 106 |
2003 | 159 | 92 | 3,639 | 3 | 3,798 | 95 |
Figure 15 - Monetary Benefits Awarded from Hearings
FY 1999 - FY 2003
This page was last modified on May 14, 2004.