order non hybrid seeds LandRightsNFarming: Fwd: 10th Anniversary of the No FEAR Act

Thursday, May 17, 2012

Fwd: 10th Anniversary of the No FEAR Act

---------- Forwarded message ----------
From: <LawrLCL@aol.com>
Date: Wed, May 16, 2012 at 6:47 AM
Subject: Fwd: 10th Anniversary of the No FEAR Act
To: landrightsnfarming.seamom89@gmail.com, batiste.f@bteks.com, mcastelles@aol.com


From: nofearcoalition@aol.com
To: nofearcoalition@aol.com
Sent: 5/15/2012 9:35:32 P.M. Eastern Standard Time
Subj: 10th Anniversary of the No FEAR Act

Dear Friends, 10 years ago President George Bush signed into law the first civil rights and whistleblower law of the 21st century: the Notification of Federal Employees Anti-discrimination and Retaliation Act ( NO FEAR. )  Courageous and fearless federal employees demanded that congress enact a law that would provide additional protections against discrimination and retaliation.
Please plan to attend the following activities below marking the 10th anniversary of the passage of No FEAR Act:
Saturday, May 19th, the Blacks in Government (BIG) Regional Training will take place. I will be the keynote speaker at the closing plenary.
  May 21st - 23rd -  Whistleblower Summit: Civil & Human Rights Conference in Washington, DC, from May 21 – 23.  Please go to:
www.occupyEPA.com for more information.

Please see below a series of questions and answers about the No FEAR law. Please enjoy and distribute!

A: The Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 (No FEAR Act) became effective on October 1, 2003. The Act imposes additional duties upon Federal agency employers intended to reinvigorate their longstanding obligation to provide a work environment free of discrimination and retaliation.
Q: What are the new duties that the No FEAR Act places on a Federal agency?
A: The additional obligations contained in the No FEAR Act can be broken down into five categories.
  • A Federal agency must reimburse the Judgment Fund for payments made to employees, former employees, or applicants for Federal employment because of actual or alleged violations of Federal employment discrimination laws, Federal whistleblower protection laws, and retaliation claims arising from the assertion of rights under those laws.
  • An agency must provide annual notice to its employees, former employees, and applicants for Federal employment concerning the rights and remedies applicable to them under the employment discrimination and whistleblower protection laws.
  • At least every two years, an agency must provide training to its employees, including managers, regarding the rights and remedies available under the employment discrimination and whistleblower protection laws.
  • An agency must submit to Congress, EEOC, the Department of Justice, and OPM, an annual report setting forth information about the agency's efforts to improve compliance with the employment discrimination and whistleblower protection laws and detailing the status of complaints brought against the agency under these laws.
  • An agency must post quarterly on its public Web site summary statistical data pertaining to EEO complaints filed with the agency.
Happy 10th Anniversary!

Marsha Coleman-Adebayo

Find me at
Author, No FEAR: A Whistleblower's Triumph over Corruption and Retaliation at the EPA - www.amazon.com