Equal Employment Opportunity Commission (EEOC) Website   

EEOC Decisions (Search)

EEOC Federal Regulations (29 CFR)

EEOC MD-110 Compliance Manual

Federal Sector EEO Complaint Processing Procedures

Federal Sector Equal Employment Opportunity Complaint Processing

Relating Websites

AFGE Women's & Fair Practices Departments

AFGE Women's and Fair Practices Dept Organizational Chart

BIG Website

Local 1458's "The Advocate - A Website for Federal Employees With Disabilities"

National Council of La Raza , a Hispanic/Latino advocacy group.

Office of the Special Counsel

Office of Personnel Management, Site Index

Office of Personnel Management - Disability Retirement Info/links:

AFGE Publications on EEO

From the AFGE Women's Department and AFGE Fair Practices Department:

The Equalizer (from AFGE)

The Advocate (Cases, from AFGE)

AFGE Women's and Fair Practices Manual (AFGE Members only)

AFL-CIO Working Women's Survey 2002 Results

Frequently Asked EEO (Equal Employment Opportunity) Questions

Links to Civil Rights Organizations and Resources

Sexual Harassment Manual (AFGE Members Only)

Women's/Fair Practices Coordinator Guide (AFGE Members Only)

EEO Workbook - Fighting Discrimination in the Workplace (AFGE Members Only)

This publication includes feature articles on timely issues in equal employment opportunity law, as well as summaries of recent Commission decisions and federal court cases, as they affect Federal government employees.

Commission Federal Sector decisions are currently available on the EEOC web site at http://www.eeoc.gov/federal/decisions.html.

• Vol XV, No. 1 Winter Quarter 2004
• Vol XIV, No. 4 Fall Quarter 2003
• Vol XIV, No. 3 Summer Quarter 2003
• Vol XIV, No. 2 Spring Quarter 2003
• Vol XIV, No. 1 Winter Quarter 2003

• Vol XIII, No. 4 Fall Quarter 2002
• Vol XIII, No. 3 Summer Quarter 2002
• Vol XIII, No. 2 Spring Quarter 2002
• Vol XIII, No. 1 Winter Quarter 2002

Federal Sector Appellate Decisions

• Federal Sector Appellate Decisions

OPM -- Significant EEO Cases

NATIONAL ORIGIN DISCRIMINATION ... ENGLISH REQUIREMENTS ... BUSINESS NECESSITY. The US Equal Employment Opportunity Commission (EEOC) ruled that the agency's requirement that the complainant speak only English was justified by business necessity because his lengthy Spanish conversations were intimidating to his coworkers. This ruling came despite the fact that English only rules that apply at all times presumptively violate Title VII and complainant was allowed to speak Spanish only during break times. Edward E. Sanchez, Complainant, v. R. L. Brownlee, Acting Secretary, Department of the Army, Agency, Equal Employment Opportunity Commission, Appeal No. 01A20555, AVDSF09903J0030, 370-00-X2239, July 18, 2003.

REASONABLE ACCOMMODATION ... DOCTOR'S RECOMMENDATION. An award in which the arbitrator found that the agency failed to reasonably accommodate the grievant's disability was set aside. FLRA said that "[e]ven if the Agency did not provide the accommodation suggested by the doctor, this would not establish that the grievant was unable to perform the essential functions of her job with the accommodation, or that the accommodation was otherwise unreasonable." Department of the Treasury, Internal Revenue Service, Austin Service Center and National Treasury Employees Union, Chapter 72, 0-AR-3486, May 16, 2003, 58 FLRA No. 132.

PRIVACY ACT ... REQUESTING INFORMATION FROM GRIEVANTS' MEDICAL PROVIDERS. The Authority set aside two awards in which the arbitrators found that the agency violated the Privacy Act by requesting information from the grievants' medical providers without first seeking to obtain the information directly from the grievants. In one case, where the agency requested the information by phone rather than in writing, as required by 20 CFR 10.06, FLRA found that the agency's action didn't amount to a willful and intentional violation of the Privacy Act. In the other case, the award was defective because, given that the record evidence demonstrated that the grievant didn't lose any benefits to which she was entitled, the record didn't support a finding that there was an adverse effect. Department of Veterans Affairs Medical Center, Charleston, SC and National Association of Government Employees, Local R5-136, 0-AR-3628 and 0-AR-3639, July 17, 2003, 58 FLRA No. 170.