S. Rept. 114-300: Federal Employee Antidiscrimination Act of 2015, Report of the Committee on Homeland Security and Governmental Affairs, United States Senate, to Accompany H.R. 1557 to Amend the Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 to Strengthen Federal Antidiscrimination Laws Enforced by the Equal Employment Opportunity Commission and Expand Accountability Within the Federal Government, and for Other Purposes, July 12, 2016   [open pdf - 290KB]

"H.R. [House Bill] 1557 would require Federal agencies to adopt best practices to manage their EEO [Equal Employment Opportunity] programs. It would also strengthen transparency and accountability for discrimination and retaliation at Federal agencies. First, the bill updates the sense of the Congress of the No FEAR [Federal Employee Antidiscrimination and Retaliation] Act to stress the need for agencies to take appropriate disciplinary action against Federal employees who have been found to have committed discriminatory or retaliatory acts. As amended, the bill enforces this Sense of Congress by requiring a suspension of not less than 12 days for a first offense and removal for a second offense for employees found to have committed a discriminatory or retaliatory act. In these cases, Federal employees facing disciplinary action related to an alleged act of retaliation or discrimination are still afforded rights under Federal law to appeal the judgment. The bill also aims to reduce discrimination and retaliation by mandating new transparency and reporting requirements for Federal agencies to disclose EEOC [Equal Employment Opportunity Commission] findings of discrimination, including through public reporting on agency websites. H.R. 1557 also creates other new rules for agencies, such as requiring a tracking system for complaints alleging discriminatory acts and requiring that agency EEO program offices not be controlled by agency general counsel or human capital offices. The Committee also amended the legislation to remove a provision requiring the head of each Federal agency's EEO program to report directly to the head of the agency. This provision was removed to grant agencies and their Congressional authorizers flexibility to determine how best to organize the agency's management and reporting structure for these offices. The bill also creates a new whistleblower protection. It amends Federal law to prohibit the implementation or enforcement of nondisclosure agreements that would limit an employee's ability to disclose certain information to OSC [Office of Special Counsel], the Office of Inspector General, or Congress."

Report Number:
S. Rept. 114-300; Senate Report 114-300
Public Domain
Retrieved From:
U.S. Government Publishing Office: http://www.gpo.gov/
Media Type:
Help with citations