The agency also continued implementation of unified communications via Skype for Business - enabling staff to make, receive, and transfer calls in the office, at home, or on the road, using their phone, laptop, or mobile device without the need for a traditional phone system. In fiscal year 2019, the EEOC continued to focus efforts on those activities likely to have the greatest impact in advancing equal opportunity in the workplace. They are an invaluable management tool to guide the agency's strategic efforts in attaining overall productivity and program efficiency, effectiveness, and accountability.
The U.S. : By FY 2022, 17-19% of FEPA resolutions contain targeted, equitable relief. Dec. 20, 2017), removes the section of the ADA regulation addressing the level of incentives employers may offer to employees for providing their current health information as part of a wellness program and its accompanying Interpretive Guidance. In fiscal year 2019, the EEOC continued to revamp and improve the agency's data analytics capabilities. Feedback surveys and other mechanisms provide baseline measures of services provided to those with whom the EEOC interacts. The ACS is the largest general-purpose demographic survey in the United States and includes questions on individuals' occupations in combination with other demographic characteristics, such as the individual's race, sex, national origin, age, educational attainment, and income. In EEOC v. Pape Material Handling, Inc., No. EEO-4 Report The 2019 EEO-4 Survey is CLOSED. Both are essential for good customer service and effective charge processing. At the end of fiscal year 2019, the EEOC had 275 cases on its active district court docket, of which 59 (21.5 percent) were non-systemic multiple victim cases and 59 (21.5 percent) involved challenges to systemic discrimination. Employers that must file the annual EEO-1 may face a heavier administrative burden. 83 Federal Register 65296 (Dec. 20, 2018). Strategy III.A.6: Foster constructive employee and labor management relations. Respectful and inclusive workplaces with equal employment opportunity for all. The OIG fulfills this mission, in part, through auditing and evaluating EEOC programs and issuing reports of its findings. Recognizing the value of timeliness and efficiency, the EEOC's regulations at 29 C.F.R. The EEOC's fiscal year 2019 FEVS response rate was 63 percent; 20 percent over the government-wide response rate of 43 percent. Sub-Measure 1a. The Solicitor General and the EEOC filed a brief to argue that Title VII's charge-filing provisions do not contain the clear statement of Congressional intent required to render a pre-litigation requirement jurisdictional. The EEOC states that online submission of EEO-1 data is preferable in an effort to reduce paperwork (Government paperwork elimination act of 1998). OPM is assisting the Office of the Chief Human Capital Officer (OCHCO) in determining whether the EEOC's staffing and position alignment reflect current and future job requirements to ensure our workforce is able to efficiently and effectively meet mission demands. The deadline to submit EEO-4 data was September 30, 2019. During fiscal year 2019, the EEOC also continued investments in cloud technologies, migrating legacy infrastructure and applications to Microsoft Azure and Office 365/SharePoint. The OIG… View Full Report. The report disclosed that the EEOC performs a significant amount of outreach and education. The agency secured funding from the Technology Modernization Fund (TMF) to make a full-scale system change that will allow the EEOC to complete the goals of this measure well ahead of schedule. As of the end of fiscal year 2019, 540 (26 percent) of the agency's employees are veterans. Using these approaches, the EEOC resolved 4,094 appeals in fiscal year 2019. This Annual Report on EEOC Developments—Fiscal Year 2019 (hereafter "Report"), our ninth annual publication, is designed as a comprehensive guide to significant EEOC developments over the past fiscal year. The fiscal year target for Performance Measure 11 was to set goals for increasing the number/percentage of fully digital charge and case files from fiscal years 2019-2022 and to regularly report on the progress and adjust the plan, as necessary. During fiscal year 2019, the EEOC's cross-agency collaboration efforts continued to expand across program offices within the EEOC as well as other federal agencies. The Equal Employment Opportunity Commission (EEOC) Office of the Inspector General (OIG) contracted with IMPAQ International, LLC in September 2012 to conduct a review of evaluations of EEOC’s… View Full Report: 2012-008-PURC : Report 2012-008-PURC - Performance Audit of the Charge Card Program : EEOC has developed standard operating procedures (SOPs) for EEOC’s … The Information Intake Group (IIG)-in its eleventh year of operation-is the agency's point of contact for members of the public who use the agency's toll-free number, e-mail address, and direct video service for general inquiries. The EEOC participated in 744 significant partner activities during the fiscal year, which reached 54,954 attendees. The EEOC further developed and strengthened its significant partnerships with advocacy and business groups in fiscal year 2019, adding 55 new significant partners and bringing the total of significant partnerships to 379. This included: Importantly, in each of these categories, the agency also obtained substantial changes to discriminatory practices to remedy violations of equal employment opportunity laws and prevent future discriminatory conduct in the workplace. Monitor yearly progress on modernization of charge/case management systems for program offices until completed in 2022. In fiscal year 2019, the EEOC's Revolving Fund Program, through its Training Institute, trained over 43,000 individuals at more than 2,600 sessions, including 30 one- or two-day TAPS, 1 half-day workshop, 37 federal courses, and over 2,530 on-site trainings (customer-specific training delivered at the workplace for private sector employers and federal agencies). 1-844-234-5122 (ASL Video Phone)
The EEOC continually reviews the information we collect in our databases for accuracy by using software editing programs and program reviews of a sample of records during field office technical assistance visits. This reflects an 11.2 percent increase in respondent acceptance levels of mediation, which allowed the mediation program to contribute to inventory reduction efforts by conducting mediations where both parties agreed to attempt to resolve the issues before any investigation was launched. It is neither appropriate nor feasible to set a target for the number of reasonable cause determinations the agency makes because every investigation is dependent on the facts of the case. Accordingly, the court held, the medical examinations violated the ADA because McLeod lacked a "reasonable belief[,] based on objective evidence," that Whitten could not perform any essential function of her job "without posing a direct threat to her own safety." Semiannual option Executive Summary; Apr-Sep 2020 : This semiannual report summarizes the OIG's activities and accomplishments for April 1, 2020 through September 30, 2020. … Performance Measure 5 builds on the EEOC's previous Strategic Plan with a metric focused on quality in both the private and federal sector programs. The agency conducted 70 events with significant partner organizations nationwide. Strategy II.A.4/II.B.5: Increase the knowledge of targeted audiences through focused, innovative collaborations with internal and external stakeholders. The EEOC continues to be one of few federal agencies providing direct video service for the Deaf and Hard of Hearing community. The EEOC has developed Performance Measures 1 through 5 to track the agency's progress in pursuing these strategies. The IIG received over 497,000 phone calls and more than 33,000 emails in fiscal year 2019. Specifically, the agency reviewed the recommendations in the Urban Institute's report Evaluation of EEOC's Performance Measures (OIG Project Number #2012-10-PMEV) and determined that the following options should be evaluated more thoroughly as potential intermediate outcome measures by the EEOC's data scientists and statisticians: These options were chosen for initial exploration as the data necessary to construct statistically and methodologically valid measures and evaluate their measurement properties are available to agency data scientists and statisticians, either within the agency data system or through publicly available files. The agency also expanded its collaboration efforts by taking the leadership role with the EEO Special Tabulation Consortium by entering into a multi-year Interagency Agreement with the U.S. Census Bureau (USCB). The FEPA Case Law Update was finalized in May 2019 and published on June 5, 2019. In fiscal year 2019, the Office of General Counsel conducted six trials, including five jury trials and one bench trial. The EEOC again earned an "A" rating for responsiveness to small business concerns in the Small Business Administration Ombudsman's Report and SBA highlighted the EEOC's Small Business Resource Center as an example of agency compliance assistance initiatives. In addition, the EEOC maintains a Training Institute for technical assistance programs. In fiscal year 2019, the agency implemented a Table of Penalties and opened all articles of the current Collective Bargaining Agreement (CBA). § 2000e et seq., and Section 501 of the … ), in which a district court awarded approximately $3.3 million in attorneys' fees against the agency. Effective pre-charge counseling ensures individuals make informed decisions about whether to file a charge of discrimination. With deployment of the closure document module in fiscal year 2020, the agency will be very close to achieving all digital files, with the only non-digital files being those that were opened prior to the DCS rollout and those where the potential charging party (PCP) does not have access to either email or the Internet. Performance Measure 6 focuses on strengthening and expanding the impact of the EEOC's education and outreach activities by expanding the use of technology. The EEO-3 Report, formally known as the Local Union Report, is a biennial survey conducted every other year in the even calendar years. Department of Commerce 1.a 2nd level reporting component 2. They cannot create binding standards by which the EEOC determines compliance with existing regulatory or statutory requirements. The EEOC took the following significant policy and regulatory actions in fiscal year 2019: Consistent with AARP v. EEOC, No. The EEOC previously published one annual Performance Accountability Report (“PAR”) shortly after the end of its fiscal year. Report Fraud, Waste, & Abuse; Main - Top Right. The agency updated at least two current guidance and technical assistance documents. Chai R. Feldblum began her service as a Commissioner of the Equal Employment Opportunity Commission in April 2010. In fiscal year 2019, the EEOC established a goal to conduct 85 technical assistance visits with agencies and issue a feedback letter within 180 days of each visit. Proposes revisions to the Employer Information Report (EEO-1) to separate Components 1 and 2; announces intent to seek Paperwork Reduction Act (PRA) clearance of Component 1 under a new OMB Control Number; and announces intent not to seek continued PRA approval of Component 2. By FY 2022, the EEOC modernizes and expands utilization of technology to ensure that members of the public have greater access to information about their rights and responsibilities. The Chair is responsible for the administration and implementation of policy and the financial management and organizational development of the Commission. Automatically generate annual EEO-1 reports in the required format; Identify required elements missing from your EEO-1 reports; Benefits of Working With SyncStream. EEOC Annual Reports (Archives) Agency Financial Report FY 2019. The Report does not merely summarize case law and litigation statistics, but also analyzes the EEOC’s successes, setbacks, changes, and strategies. Español; Site Compatibility ; Search. 55% of recommendations made in agency program evaluations completed in FY 2017 are substantially implemented. The Equal Employment Opportunity Commission's (the EEOC or agency) Annual Performance Report (APR) provides performance results that enable the President, Congress, and the American people to assess the EEOC's accomplishments for each fiscal year (October 1 through September 30). As part of an overall increase in budget development transparency, produce an annual congressional budget justification and operating plan that reflects strategic enforcement and management priorities as approved by agency head. The EEOC has started to make the critical investments needed to focus the Commission on addressing the needs and challenges of the workforce of the future. Annual focus groups and climate assessments will enable an ongoing feedback mechanism to engage with staff and seek their input on solutions to agency challenges. In fiscal year 2019, EEOC field legal units filed 144 merits lawsuits, including 100 suits on behalf of individuals, 27 non-systemic suits with multiple victims, and 17 systemic suits. In fiscal year 2019, the agency implemented changes to the Digital Charge System to address appointment no shows. Seyfarth Synopsis: On November 16, 2020, the EEOC released its “Agency Financial Report” (“AFR”) for Fiscal Year 2020 (here). failure to hire based on race, sex, national origin, religion and disability; testing which discriminates on the basis of race, national origin, religion; disparate terms and conditions based on disability; discharge, discipline based on disability; medical inquiry/exam in violation of the ADA and GINA; harassment, intimidation, disparate terms and conditions based on race. Agency 1. Independent program evaluations continue to play an important role in formulating the strategic objectives and performance goals detailed in the EEOC's Strategic Plan for Fiscal Years 2018-2022 and helped shape some of the program issues and key focus areas for improvement. Home Pay Equity California Pay Data Reporting Advances: EEOC May Not Be Alone for Long. Working in partnership with other enforcement agencies and stakeholder communities allows the EEOC to incorporate diverse perspectives, achieve savings and efficiencies, eliminate duplication of efforts and avoid conflicting enforcement objectives. These strategies provided for the screening and categorization of cases early in the appellate process, including cases determined to have significant impact. PART G: PART G is the Self-Assessment Checklist. Based on survey results to determine whether the system was working properly, the agency reduced the number of appointment no shows (running at 20-50 percent, depending on office) by having the system generate appointment reminders and instituting a requirement for appointment confirmations. The OIG resolved 435 investigative inquiries. The fiscal year 2019 OIG Major Management Challenges report identified three challenges facing the agency: Mission-Critical Data System Modernization; Data Analytics Capabilities; and Strategic Performance Management. All covered agencies must file Form 462 Reports with the Commission. Through these efforts in fiscal year 2019, a total of 357 ADR employer events were held by field offices and the agency saw an increase in the respondent participation rate to 30.7 percent over the fiscal year 2018 level of 27.6 percent. Described below is the progress the agency has made in addressing the major management challenges identified by the OIG. The AFR is a data compilation regarding the EEOC’s financial health, initiatives, and guiding principles, and the inaugural AFR was released last year for FY 2019. For more information about Commissioner Burrows, please see: www.eeoc.gov/eeoc/burrows.cfm. The MOU provides for the expedited coordination of any charge involving state or local government employers where the EEOC's preliminary investigation of a charge reveals that immediate action is needed to prevent further harm. Attendees built upon existing skills and learned techniques to capitalize on coalition building, and strategic thinking and planning. The case was resolved by consent decree providing $700,000 to 34 victims. Frequently Asked Questions, Commissioner Charges and Directed Investigations, Equal Employment Opportunity Data Posted Pursuant to the No Fear Act, Management Directives & Federal Sector Guidance, Federal Sector Alternative Dispute Resolution, Fiscal Year 2019 Annual Performance Report, five Commissioners (including the Chair) who serve staggered five-year terms and the General Counsel, Strategic Plan for Fiscal Years 2018-2022, Fiscal Year 2018 Performance and Accountability Report, https://www.eeoc.gov/eeoc/history/adea50th/index.cfm, https://www.eeoc.gov/eeoc/plan/2019budget.cfm, https://www.eeoc.gov/eeoc/statistics/index.cfm, https://www.eeoc.gov/eeoc/plan/strategic_plan_18-22.cfm, https://www.eeoc.gov/eeoc/meetings/index.cfm, https://www.eeoc.gov/eeoc/newsroom/index.cfm, https://www.eeoc.gov/eeoc/plan/archives/budgets/index.cfm, https://www.eeoc.gov/eeoc/plan/archives/annualreports/index.cfm, https://www.eeoc.gov/eeoc/task_force/harassment/report.cfm, https://www.eeoc.gov/employers/smallbusiness/index.cfm, https://www.eeoc.gov/eeoc/plan/sep-2017.cfm. If the EEOC determines there is reasonable cause to believe discrimination has occurred, the agency invites the parties to join the EEOC in seeking to settle the charge through an informal and confidential process known as conciliation. Any implementation of the surveys will be delayed until after the EEOC website is migrated to a new content management system. email@example.com
The EEOC increased the number of persons with disabilities in its own workforce. Performance Measure 3 focuses on the use and reporting of data to ensure the EEOC has a coordinated, strategic, and effective approach to systemic enforcement. In fiscal year 2019, the agency implemented two pilot projects to introduce the use of two new social media platforms. The EEOC will also focus its technological advances on priority areas and specific communities to increase public access to information about rights and responsibilities under the laws the EEOC enforces. Strategy II.B.3: Target outreach to small and new employers. The agency's private sector, federal sector, and litigation programs require accurate enforcement data, as well as reliable financial and human resources information, to assess the EEOC's operations and performance results and make sound management decisions. Reminders for Filing Your EEOC Annual Report. 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