On May 15, 2002, President Bush signed the Notification and Federal Employee Anti-discrimination and Retaliation of 2002 (No FEAR) Act into law. The No Fear Act, with an effective date of October 1, 2003, requires that Federal agencies be more accountable for violations of anti-discrimination and whistleblower protection laws.
In addition, the No FEAR Act requires Federal agencies to:
- Notify employees and applicants for employment about their rights under the discrimination and whistleblower laws;
- Post statistical data relating to Federal sector equal employment opportunity complaints on its public Web site;
- Ensure that their managers have adequate training in the management of a diverse workforce, early and alternative conflict resolution, and essential communications skills;
- Conduct studies on the trends and causes of complaints of discrimination;
- Implement new measures to improve the complaint process and the work environment;
- Initiate timely and appropriate discipline against employees who engage in misconduct related to discrimination or reprisal;
- Reimburse the Judgment Fund for any discrimination and whistleblower related settlements or judgments reach in Federal court; and,
- Produce annual reports of status and progress to Congress, the Attorney General and the U.S. Equal Employment Commission.
Read full No FEAR Act (PDF)
OFHEO Director's Message regarding No Fear Act (PDF) (9/10/2007)
OFHEO Notice - No FEAR Act in Federal Register (12/5/06)
Equal Employment Opportunity Data Posted Pursuant to the No FEAR Act
Data as of September 30, 2007 (html)
Data as of September 30, 2007 (PDF)
Data as of June 30, 2007 (html)
Data as of June 30, 2007 (PDF)
Data as of March 31, 2007 (PDF)
Data as of March 31, 2007 (html)
Data as of December 31, 2006 (PDF)
Data as of December 31, 2006 (html)
Data as of September 30, 2006 (PDF)
Data as of September 30, 2006 (html)