No FEAR Act Information for
Department of Commerce Employees
New Employee and
Supervisor Training Module
All new employees are required to take this training within 90 days of being hired.
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OPM Final Rule--Notification and Training V. 71, No. 139 Fed.Reg. 41095-41099 (July 20, 2006)
Text version
PDF version
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EEOC Final Rule V. 71, No. 148 Fed Reg. 43643-43652 (Aug. 21, 2006)
Text version
PDF version
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OPM Final Rule--Reporting and Best Practices V. 71, No. 249
Fed. Reg. 78033-78038
(December 28, 2006)
Text Version
PDF version
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DOC No FEAR Act Notification Published
in the Federal Register
Vol. 71, No. 222
Fed. Reg. 66909-66910
(November 17, 2006)
Text version
PDF version
The Department of Commerce publishes this notice to inform current employees, former employees and applicants for Commerce employment of the rights and protections available to these individuals under Federal antidiscrimination, whistleblower protection and retaliation laws.
Links
Text
of No FEAR Act: html (on the GPO website)
Text
of No FEAR Act: pdf (on the GPO website)
Interim
Equal Employment Opportunity Commission (EEOC) Rule (on the GPO website)
No
FEAR Act Data on the EEOC website (includes information on EEOC Hearings
and Appeals processing)
EEOC website
Office of
Special Counsel (OSC) website
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New 2007 Department of Commerce No FEAR Report
Equal Employment Opportunity Data Posted Pursuant to
the No FEAR Act
(These data tables have recently been revised to follow the new EEOC format.)
Department
of Commerce Aggregate No FEAR Act Data: html
Department
of Commerce Aggregate No FEAR Act Data: pdf
Bureau of the
Census No FEAR Act Data: html
Bureau of the
Census No FEAR Act Data: pdf
Bureau of the Census- Decennial No FEAR Act Data: html
Bureau of the Census- Decennial No FEAR Act Data: pdf
International Trade
Administration (ITA) No FEAR Act Data: html
International Trade
Administration (ITA) No FEAR Act Data: pdf
National Institute
of Standards & Technologies (NIST) No FEAR Data: html
National Institute
of Standards & Technologies (NIST) No FEAR Data: pdf
National Oceanic
and Atmospheric Administration (NOAA) No FEAR Data: html
National Oceanic
and Atmospheric Administration (NOAA) No FEAR Data: pdf
See the
Patent and Trademark Office (PTO) website for postings from PTO related
to the No FEAR Act.
On May 15, 2002, President Bush signed legislation called
the No FEAR Act (Notification and Federal Anti-Discrimination and Retaliation
Act of 2002). This act, which took effect on October 1, 2003, makes Federal
agencies individually accountable for violations of anti-discrimination
and whistleblower protection laws. Requirements and agency responsibilities
under the No FEAR Act include:
- Payment of settlements and judgments.
Agencies that lose or settle discrimination and whistleblower cases
must pay judgments out of their individual budgets. In the past, most
of these settlements and judgments were paid from a government-wide
“judgment fund”. Under the new law, agencies must now reimburse
the fund for court judgments and settlement payments to complainants.
- Employee information and education.
Agencies must give their employees, former employees and applicants
for employment written notification of discrimination and whistleblower
protection laws. This written notification must include posting the
information on the agency’s web site. Agencies are also required
to provide their employees with training regarding the rights and remedies
applicable to them under these laws. The U.S. Office of Special Counsel
(OSC) (www.osc.gov) is responsible for ensuring that agencies meet their
obligations to inform and educate their employees regarding the WPA.
The Office of Special Counsel is an independent federal investigative
and prosecutorial agency whose basic mission is to guard against prohibited
personnel practices in the federal workplace, with a special emphasis
on protecting government whistleblowers.
- Training for managers. Agencies
should ensure that managers have adequate training in the management
of a diverse workforce and in dispute resolution and other essential
communication skills.
- Annual reports to Congress.
Each agency must file an annual report with Congress, the Equal Employment
Opportunity Commission, and the Attorney General providing information
about discrimination and whistleblower cases filed against the agency,
including details on how cases were resolved and any disciplinary actions
against agency employees resulting from violations of discrimination
and whistleblower protection laws.
- Posting of EEO complaint data
on the Internet. Each Federal agency must post on its public
web site summary statistical data relating to equal opportunity complaints
filed against the agency. The agency must post data for the current
fiscal year on a cumulative basis (year-to-date information), updated
quarterly. An agency also must post year-end data for the five previous
fiscal years for comparison purposes. In addition, section 302 of the
No FEAR Act requires the Equal Employment Opportunity Commission (EEOC)
to post government-wide, summary statistical data pertaining to hearings
requested under 29 C.F.R. Part 1614 and appeals filed with EEOC. The
posting of EEO data on agency public web sites is intended to assist
Congress, Federal agencies and the public to assess whether and the
extent to which agencies are living up to their equal employment opportunity
responsibilities.
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US Department of Commerce,
Office of Civil Rights, 1401 Constitution Ave., NW, Room 6012, Washington,
D.C. 20230
Page last updated:
Tuesday, September 30, 2008
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