The Notification and Federal Employee Anti-discrimination and Retaliation Act of 2002 (No Fear Act), (Public Law No. 107-174) was passed by both houses of Congress and was signed into law by President Bush May 15, 2002.
No Fear Act became effective on October 1, 2003.
The intent of the Act is to help ensure that Federal agencies:
- Pay more attention to their EEO and whistleblower activities
- Act more expeditiously to resolve complaints at the administrative level when it is appropriate to do so.
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 website;
- 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.