The U.S. Equal Employment Opportunity Commission
How EEOC Leads and Coordinates
To implement the required coordination duties of Executive Order
12067, the EEOC:
- consults with departments or agencies on all EEO-related documents under
development and provides comments within 15 working days
- has developed a process for implementing this review of EEO-related
documents from other departments or agencies:
EEOC presents the federal government's position on matters affecting
workplace discrimination. Recent statements include:
- Joint Statement Against Employment Discrimination in the Aftermath of
the September 11 Terrorist Attacks
- Testimony of Cari M. Dominguez, Chair, U.S. Equal Employment Opportunity
Commission Before the Senate Committee on Health, Education,
Labor & Pensions, United States Senate Hearing on Protecting Against
Genetic Discrimination: The Limits of Existing Laws, February 13, 2002
EEOC issues regulations that help individuals determine when they are
protected by the laws that
we enforce and the laws prohibiting workplace discrimination
that are enforced by other Federal departments or agencies.
EEOC also has a duty under the Americans with Disabilities Act of 1990 to
coordinate with the Departments of Labor and Justice regarding consistent
enforcement of the ADA and sections 503 and 504 of the Rehabilitation Act.
Section 107 of the ADA requires coordination among these agencies.
Coordination in the Federal Sector
The Federal government is the nation's largest employer. EEOC has established
the process for addressing workplace discrimination in the Federal sector.
Other examples of EEOC's coordination role in the Federal sector include:
- Under Executive Order 13164, Requiring Federal Agencies to Establish Procedures
to Facilitate the Provision of Reasonable Accommodation, EEOC
issues guidance
for drafting a reasonable accommodation process and requires
agency submission of plans to EEOC for review.
- Under EEOC Federal sector regulation at 29 C.F.R. §1614.602, agencies
must, among other duties, develop affirmative employment programs. Agencies
also must submit employment data to EEOC and EEOC issues an "Annual Report on
the Federal Work Force" to the President and Congress on EEO in the Federal sector.
- Under the "Notification and Federal Employee Antidiscrimination and Retaliation Act of
2002" (also known as the "NoFEAR Act"), Federal agencies are required to file annual
reports with EEOC concerning employment discrimination cases filed against them, how the
cases were resolved, any monetary awards, policies for disciplining employees found to have
violated federal anti-discriminations laws, the number of employees so disciplined and the
discipline taken. Each agency is to post final year-end data on its website, as well as provide
an analysis of the information reported.
EEOC outreach efforts on behalf of the Federal sector
- EEOC's Office of Federal Operations presents periodic briefings to
Federal agency EEO directors. For information about the briefings, call
OFO at 202-663-4599 or 1-800-669-6820 (TTY).
- EEOC provides training
programs for Federal employers.
This page was last modified on October 11, 2002.
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