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NOFEAR ACT

On May 15, 2002, President Bush signed the Notification and Federal Employee Anti-disctimination and Retaliation (NO FEAR) Act, which increases federal agency accountability for acts of discrimination or reprisal against employee.


One of the requirements for the NO FEAR Act is that federal agencies post on their public web sites certain summary statistical data relating to equal employment opportunity complaints filed against the respective agencies.Information for the Defense Intelligence Agency, as required by the NO FEAR Act, follows.


The data is updated on a quarterly basis.


I. Complaints of Discrimination Filed:

2nd
Qtr
FY 
2016 

 1st Qtr
FY 
2016 		 FY 
2015 		 FY 
2014
FY
2013
FY 2012
FY 2011
FY 2010
FY 2009
FY 2008
A.  Complaints filed:

 25

 12 41 40
54
42
31
36
29
38
B.  Number of individual filers:

 25

 12 41 40
54
42
31
35
29
35
C.  Individuals filing 2 or more complaints:

 0

 0 0 0
0
0
0
1
0
2
                     
II. Bases of Complaints Filed:        
 
 
 
 
A.  Race

 2

 2 17 15
22
11
12
10
12
12
B.  Color

 0

 0 4 2
8
0
1
3
2
0
C.  Religion

 1

 1 3 0
5
0
1
3
0
1
D.  Reprisal

 14

 6 27 21
32
18
16
19
16
20
E.  Sex

 17

 11 18 36
28
12
20
15
9
14
F.  National Origin

 2

 1 8 1
2
5
5
3
1
4
G.  Age

 7

 5 11 0
13
13
7
7
7
6
H.  Disability

 7

 1 10 9
15
11
6
5
11
10
I.  Equal Pay

 0

 0 0 30
0
0
1
0
1
0
J. Pregnancy Discrimination Act

 1

 1 0 0
0
0
1
      
K. GINA

 0

 0 0 0
0
1
0
0
L. Other 

 0

 0 0 0
0
0
1
2
1
0
                     
III. Issues of Complaints Filed:

 

      
 
 
 
 
A.  Appointment/Hire

 1

 0 6 4
11
4
3
3
B.  Assignment of Duties

 0

 0 2 6
6
4
1
2
4
1
C.  Awards

 0

 0 0 0
0
0
1
1
4
1
D.  Disciplinary Action/Reprimand

 11

 8 19 18
18
10
8
6
9
5
E.  Duty Hours

 0

 0 4 3
1
1
0
0
2
0
F.  Evaluation/Appraisal

 8

 4 10 12
9
5
3
7
4
6
G. Examination/Test

 0

 0 1 1 1 0 1 1 1 0
H.  Harassment/Non-sexual

 18

 10 25 22
34
17
19
13
16
17
I.  Harassment/Sexual

 3

 2 1 1
3
3
4
1
1
2
J.  Pay/Overtime

 0

 0 1 2
1
1
1
0
1
1
K.   Promotion/Non-selection

 5

 2 5 9
11
10
5
6
4
12
L.  Reasonable Accommodation

 1

 0 3 2
5
1
1
0
4
1
M.  Reassignment

 9

 6 6 8
13
4
6
2
5
3
N.  Termination

 2

 1 1 1
2
2
1
3
2
6
O.  Terms/Conditionsof Employment

 1

 0 5 5
10
11
5
5
6
3
P.  Time & Attendance

 1

 0 2 3
8
2
1
2
5
5
Q.  Training

 1

 1 4 3
7
4
5
3
5
1
R.  Other

 1

 1 4 10
8
0
7
3
1
15
                     
IV. Pending Complaints Filed in Previous Fiscal Years by Status

 2nd Qtr
FY
2016

1st Qtr
FY
2016

 FY
2015
FY
2014 
FY
2013
FY
2012
FY
2011
FY
2010
FY
2009
FY
2008
Total Complaints from previous Fiscal Years

 98

 106 72 51
51
37
45
43
45
39
Total Complainants

 91

 99 66 46
48
34
42
74
74
77
Number complaints pending        
Investigation

 9

 15 0 3
5
2
14
0
23
29
ROI issued, pending Complainant's action

 1

 3 0 1
0
2
1
1
0
0
Hearing

 64

 64 50 43
29
21
15
7
14
12
Final Agency Action

 3

 1 4 4
3
1
8
1
5
5
Appeal with EEOC Office of Federal Operations

 21

 23 18 13
14
11
7
4
8
8
Complaint Investigations

 2016

 2016 2015  2014
2013
2012
2011
2010
2009
2008
Pending complaints where Investigations excees required time frames

 2

 1 1 3
3
1
7
6
17
26
                     
V. Dismissals Pursuant to 29 C.F.R.        
A.  Dismissals:

 4

 0 5 9
7
11
7
14
5
1
B.  Average days pending to dismissal:

 109

 0 90 81
62
54
51
118
114
22
                     
VI.  Complaints Withdrawn by Complainants:

 1

 0 1 4
4
3
4
7
6
2
                     
VII. Findings of Discrimination:

 0

 1 0 0
1
2
0
0
2
1
                     
VIII. Complaints Pending at end of Fiscal Year:

 2016

 2016 2015 2014
2013
2012
2011
2010
2009
2008
 

 123

 118 113 83 
85
59
59
39
43
48

NOTIFICATION AND FEDERAL EMPLOYEE ANTIDISCRIMINATION RETALIATION ACT OF 2002


On May 15, 2002, President Bush signed legislation called the No FEAR Act. 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 governmentwide “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.



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.



Online Posting of EEO Complaint Data 

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. The posting of EEO data on agency public web sites is intended to help Congress, Federal agencies, and the public assess whether and the extent to which agencies are living up to their equal employment opportunity responsibilities.

For additional information, please contact the Equal Opportunity Office at (202) 231-8178.