Under this priority, the EEOC has continued to build on our successful mediation program in the private and federal sectors and made a renewed commitment to meaningful and effective conciliation efforts in all private sector matters (both are discussed in more detail below). 1:20-cv-00234, filed April 6, 2020 – Alleging that Defendant maintained a drug reporting policy that screened out individuals with disabilities taking certain medications, prohibited employees from taking disability-related medication, and failed to provide reasonable accommodation. Fiscal year 2020 revenue of $5.34 billion delivers 3% reported growth and a 1% increase in core (1) revenue over fiscal year 2019. Beginning in fiscal year 2020, EEOC mediation participants will be able to share their perceptions by completing a survey electronically, in English or Spanish. Andrea R. Lucas was nominated by President Trump on March 16, 2020 and was confirmed on September 22, 2020, to serve as Commissioner, for a term expiring July 1, 2025. In fiscal year 2020, the EEOC’s Revolving Fund Program, through its Training Institute, trained over 11,200 individuals at more than 252 sessions, including 13 one- or two-day Technical Assistance Program Seminars (TAPS), 18 half-day workshops, 42 federal courses, and 184 on-site trainings (customer-specific training delivered at the workplace for private sector employers and federal agencies), which … The Chair’s Vulnerable Workers Task Force, discussed below in more detail in the section “The Chair’s Priorities for 2020,” developed and deployed internally the Vulnerable Workers Needs Assessment to help gain a better understanding of the current practices and methods our 53 Offices use to serve vulnerable workers. Prioritizing outreach to vulnerable workers and developing and enhancing partnerships with organizations that work with vulnerable workers, including: Conducting over 905 outreach events for vulnerable workers and reaching over 94,100 individuals. The federal sector program also vigorously implemented case management strategies to more effectively allocate resources. R. Civ. Conducting 766 federal sector mediations, which contributed to the reduction of the federal sector inventory. Office of Response and Restoration (OR&R) Virtual Hurricane Preparedness Summit . Using the EEOC’s Azure cloud infrastructure, WVD services can be ramped up or down to more efficiently and cost effectively meet these needs. In 2015, defendant selected a younger male from outside the company as CEO. The Institute is funded through the EEOC’s Revolving Fund, established by Congress in 1992 to enable the EEOC to charge “reasonable fees” for specialized products and services developed and delivered as part of the Commission’s training and technical assistance efforts. The three days of employment courses served to enhance attendees’ knowledge, skills, and abilities while the EEO “Hot Topic” forums heightened interaction and communication amongst attendees. To maintain quality while also addressing the inventory management of federal hearings, the agency continued to use metrics to assess and measure quality, which were originally implemented in fiscal year 2019. 2%. The agency continued to fulfill the leadership role with the EEO Special Tabulation Consortium and oversaw the execution of the current multi-year Interagency Agreements with the U.S. Census Bureau (USCB). The benefits of such modernization include improved collaboration and knowledge sharing, enhanced data integrity, reduced paper file storage or manual archiving/disposition requirements, and a more mobile workforce. The Summit focused on the National Ocean Service’s (NOS) hurricane readiness in the midst of the COVID-19 pandemic. Recognizing that smaller agencies have limited resources and different challenges from larger agencies, EEOC continued its efforts to meet with the Small Agency Council to address the unique needs of small federal agencies. The agency also established a new TMF project internal feedback option – a tracking tool – via email to continue to receive ideas on how to create a new case management system. Additionally, this measure development and testing work can be conducted using current resources. The EEOC’s Strategic Plan establishes a framework for achieving the EEOC’s mission to “Prevent and remedy unlawful employment discrimination and advance equal opportunity for all in the workplace,” so that the nation may achieve the Commission’s vision of “Respectful and inclusive workplaces, with equal employment opportunity for all.” Chair Dhillon’s 2020 Priorities are rooted in the Commission’s mission and vision and share the common theme of excellence, strategic innovation, and collaboration. In fiscal year 2020, the EEOC continued to build upon our work to reduce backlogs across all program offices and provide excellent customer service to all members of the public who seek assistance from the agency. In fiscal year 2020, the EEOC’s Revolving Fund Program, through its Training Institute, trained over 11,200 individuals at more than 252 sessions, including 13 one- or two-day Technical Assistance Program Seminars (TAPS), 18 half-day workshops, 42 federal courses, and 184 on-site trainings (customer-specific training delivered at the workplace for private sector employers and federal agencies), which includes 82 in-person trainings and 102 virtual trainings. The agency also suffered from a lack of resources to address the myriad needs and opportunities for process and technology improvements our staff and customers deserve. Jan. 3, 2020), EEOC alleged that an airline discriminated against a female flight attendant by permitting a male pilot to subject her to a hostile environment based on her sex. In addition to the Commission’s Strategic Plan, in early 2020, the Chair issued “The Chair’s Priorities for 2020.” The Chair’s Priorities build on the EEOC’s proud legacy of civil rights accomplishments, share the common theme of excellence, strategic innovation, and collaboration, and have allowed the Commission to implement “real time” solutions that uphold the Commission’s mission and vision. This final rule updated private sector charge procedures to explicitly include digital transmission of documents, to clarify the process for deferral to state and local agencies, to update no cause determination procedures, and to correct typographical and textual errors. 1% $ 92,154 $ 90,621. OEDA also adopted industry best practices and hired skilled data scientists, which was evidenced by the successful completion and closure of the findings by the EEOC’s Office of Inspector General in its 2018 report Evaluation of the EEOC’s Data Analytics Activities (OIG Rpt. By FY 2022, the EEOC updates existing guidance and training materials, and creates new, user-friendly resource tools to address and prevent workplace discrimination. By FY 2022, the EEOC leverages collaborations with significant partner organizations to assist in reducing and eliminating employment barriers. This data indicates consistent and tremendous progress in the implementation of the agency’s affirmative action plan. Staff also counsel individuals about their rights under the laws enforced by the EEOC and conduct outreach and technical assistance programs. During fiscal year 2020, offices continued their focus on delivering outreach to respondents to highlight the benefits of the ADR program. The Commission also adopted new procedures for its guidance documents, effective December 2, 2020, that make guidance documents readily available to the public, ensure that guidance is treated as non-binding and does not overstep legal authority, require a notice and public comment period for significant guidance, and establish a public petition process for the issuance, amendment, or repeal of guidance. An important activity undertaken by both the EEOC and state and local FEPAs is negotiating resolutions of charges after an investigation has determined that there is reasonable cause to believe that unlawful employment discrimination has occurred. This expected increase in revenue was driven by an increase in the shipment of complex environmental equipment systems and sales of other cultivation equipment predominantly tied to design contracts signed. In fiscal year 2020, the EEOC built upon its robust education and outreach program that focuses on both free and fee-based education and training opportunities in the federal sector and leveraged the use of technology to strengthen and expand the impact of its education and outreach activities. Among these accomplishments, the EEOC secured a record amount of recovery, more than $535 million, for victims of discrimination in the workplace while reducing the private sector charge inventory by nearly 4 percent to the lowest level in 14 years. Strategy II.B.3: Target outreach to small and new employers. § 1601.12(b), and it “satisfie[d] Holowecki’s additional request-to-act condition” because the charging party had checked “Box 2,” indicating that he wanted to file a charge of discrimination. Preliminary and unaudited fiscal year 2020 revenue is expected to be between $25.6 million and $25.9 million, compared to $24.2 million reported in its fiscal year 2019. Finally, the agency provided critical, high-quality, and easy to understand education and outreach in response to the pandemic to address the intersection of COVID-19 and federal employment discrimination laws to the private, state and local, and federal sectors. In mid-March, offices began conducting mediation sessions by telephone and by video, when available, to continue providing this necessary service in resolving employment discrimination charges. 1-844-234-5122 (ASL Video Phone)
In keeping with its mission of advancing equal employment opportunity in federal agencies through data dissemination and analytics, program evaluations, and technical assistance, the EEOC currently is finalizing an evaluation of a large cabinet level agency as well as closing out the monitoring of a large federal agency’s corrective action plan, as the latter agency has implemented the majority of EEOC’s suggestions. The case was resolved by consent decree for $321,000 to the charging party. The DCS allows potential charging parties to answer a series of questions leading to a self-screen (to determine if the EEOC is the proper agency to address their concern), as well as obtain referrals to other agencies, as appropriate, and to allow them to schedule an initial interview prior to filing a charge. As a result, the agency exceeded its goal with 52 of 68, or 76.5 percent, of EEOC’s recommendations made in program evaluations completed in fiscal year 2018 substantially implemented by the end of fiscal year 2020. For more information about specific EEOC offices, please see Appendix A. The case resolved by consent decree for $350,000. The Office of the Chief Human Capital Officer, the Office of Information Technology, the Office of the Chief Financial Officer, and the District Resources Managers in Field Offices worked with hiring managers to bring on new staff and ensure they have human resources information, technology, and credentials to do their jobs. Strategy III.A.1: Recruit, develop, and retain skilled and committed employees. The EEOC’s Office of Inspector General (OIG) continues to review the agency’s data validity and verification procedures, information systems, and databases and offers recommendations for improvement. Moreover, to provide additional information to all stakeholders, a detailed description of the Commissioner Charge and Directed Investigation processes were posted to the EEOC’s website. We believe in free, fair and credible journalism. EEOC also developed and began implementation of a plan for more in-depth customer experience surveys throughout the agency’s website. A brief description of major program areas is provided on the following pages. The employees were also subjected to verbal abuse and ridicule based on their accents and national origin. A total of 25,925 individuals received approximately $106 million in monetary relief as a direct result of litigation resolutions. Creating EEOC District Office specific infographics, using publicly available data, as a tool to identify the needs of and appropriately align resources for groups of potentially vulnerable workers. The EEOC’s Strategic Plan established a national framework to achieve the agency’s mission. And then we needed to recognize what makes … Defendants’ medical department applied blanket exclusionary policies to disqualify individuals using certain medications or with certain conditions. SG&A in fiscal year 2020 also declined as we successfully trimmed professional fees and other parent company costs, and in general streamlined our operations. Conduct program evaluation to assess impact of these partnerships on employment in targeted communities. Equal Employment Opportunity Commission’s (the EEOC or agency) program results and management challenges. 1:19-cv-00986 (E.D. Beginning in fiscal year 2018 through 2020, and continuing into fiscal year 2021, the goals of the program align directly with the Foundations for Evidence-Based Policymaking Act of 2018 and the Federal Data Strategy, and include enhancing the transparency of agency functions and operations, reducing burden on our stakeholders, augmenting agency use of modern data analytics to drive data-driven decision making, and promoting greater public access to the data. Performance Measure 7 leverages our long-term significant partnerships with advocacy groups (particularly those that represent vulnerable or underserved workers) and organizations that represent employers to achieve sustained benefits for the communities we serve. Helados La Tapatia, Inc., E.D. In fiscal year 2021, the agency will include quality measurements for the conciliation pilot and the ADR pilot to be in quality enforcement practices reviews. $106 million for charging parties and other aggrieved individuals through litigation, the highest in 16 years. Track stock prices in your portfolio. In fiscal year 2020, lawsuits alleging disability discrimination accounted for 34.4 percent of total filings and 35.1 percent of total resolutions. The Commission also approved two formal opinion letters in fiscal year 2020. Additionally, one technical assistance document and 32 informal discussion letters were rescinded as outdated. OIG’s fiscal year 2020 Management Challenges Report identified four challenges facing the agency: Coronavirus 2019 (COVID-19); Mission-Critical Data System Modernization; Digital Records Management; and Strategic Performance Management. In the agency’s Annual Performance Plan (APP), issued as part of the OMB’s budget request, the EEOC identifies the level of planned performance to achieve in the fiscal year, along with performance goals and key milestones that align with the EEOC’s Strategic Plan and agency priorities. The Office of Legal Counsel develops policy guidance, provides technical assistance to employers and employees, and coordinates with other agencies and stakeholders regarding the statutes and regulations enforced by the Commission. The pilot recommits EEOC to resolving charges through conciliation as one of the most effective means for bringing employers into compliance with the statutes the agency enforces. 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