CC:
From:
Subject: Re: C4C GENERAL DISTRIBUTION (March 13, 2013)
Date: Fri, 15 Mar 2013 20:33:34 -0500
To:
Can someone answer this,
How can the EEOC issue a comprehensive report about obstacles to fair/equal treatment in the Federal workplace and NOT discuss/include the tremendous backlog of EEO cases at Government Agencies and at the EEOC itself? I mean what the heck is really going on?
Michael McCray
Sent from my iPhone
Sent from my iPhone
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Sent: 3/15/2013 4:35:37 P.M. Eastern Standard Time
Subj: Fw: Re: C4C GENERAL DISTRIBUTION (March 13, 2013)
New EEOC Report Examines Obstacles Facing African Americans in Federal Workplace
Seven Impediments, Underlying Issues, Recommendations Identified by Work GroupWASHINGTON -- The U.S. Equal Employment Opportunity Commission (EEOC) today issued a comprehensive report addressing major obstacles hindering equal opportunities for African Americans in the federal work force, in addition to highlighting stakeholder recommendations. The report is available on EEOC's website athttp://www.eeoc.gov/federal/reports/aawg.cfm.The report, prepared by an internal agency work group, is based upon in-depth research and widespread consultations with key federal stakeholder groups representing African Americans, as well as other affinity organizations (referred to in the report as "dialogue partners")."This report is timely because it coincides with the Commission's recently approved Strategic Plan for Fiscal Years 2012-2016," said Carlton Hadden, director of EEOC's Office of Federal Operations. "This effort is the latest step in an ongoing dialogue with agency stakeholders to effectuate a model federal workplace for allemployees."Following are the seven obstacles identified in the EEOC African American Workgroup Report:
- Unconscious biases and perceptions about African Americans still play a significant role in employment decisions in the federal sector.
- African Americans lack adequate mentoring and networking opportunities for higher-level and management positions.
- Insufficient training and development assignments perpetuate inequalities in skills and opportunities for African Americans.
- Narrow recruitment methods negatively impact African Americans.
- The perception of widespread inequality among African Americans in the federal work force hinders their career advancement.
- Educational requirements create obstacles for African Americans in the federal work force.
- EEO regulations and laws are not adequately followed by agencies and are not effectively enforced.
Each of the seven obstacles highlighted in the report contain background information, as well as underlying issues and specific recommendations from the work group's dialogue partners - who independently and repeatedly identified the aforementioned impediments. The report is being issued to memorialize the obstacles and recommendations of EEOC's dialogue partners.EEOC's dialogue partners in the report included:
- Blacks in Government (BIG)
- African American Federal Executives Association (AAFEA)
- Federally Employed Women (FEW)
- Federal EEO Directors and Federal Special Emphasis Program Managers
- The Equal Justice Society
- The Women's Bar Association of the District of Columbia
- Workplace Flexibility 2010
- The Equal Rights Center
The work group also received valuable input from academic expert Dr. Paula Caplan of the W.E.B. Dubois Institute at Harvard University.The EEOC enforces federal laws prohibiting employment discrimination in the private and public sectors. Further information about the agency is available on its website at www.eeoc.gov.
Published In: Civil Rights Updates, Labor & Employment Law UpdatesDISCLAIMER: Because of the generality of this update, the information provided herein may not be applicable in all situations and should not be acted upon without specific legal advice based on particular situations.© U.S. Equal Employment Opportunity Commission (EEOC) 2013 | Attorney Advertising
From:
To:
Sent: Friday, March 15, 2013 3:22 PM
Subject: Re: C4C GENERAL DISTRIBUTION (March 13, 2013)
AMEN!Dennis
On Fri, Mar 15, 2013 at 12:21 PM, wrote:
Ditto 10 times over!
Sent from my iPad
On Mar 15, 2013, at 2:34 PM, > wrote:
I stumbled onto this article by accident. Interesting but true perspective....click and read it....
http://www.vice.com/read/my-dad-told-me-a-black-man-would-never-be-president
PS: I have been doing a lot of thinking, retrospectively, about my case, the administrative and legal process, steps taken and missteps along the way, lawyers, EEO, courts, decisions good and bad, etc... The experience taught me a lot. Many of them specifically I hope I never have to travel that road again, but it also help me understand how to play their game. It is a game that we win and loose. In doing so in my thinking, I probably should share my situation, the process and decision points, negotiation etc... with others. More importantly, I think we should all somehow write a book together with our discrimination cases and follow that up with a movie of them afterward...
Date: Wed, 13 Mar 2013 19:23:08 -0400
Subject: C4C GENERAL DISTRIBUTION: NOTIFICATION EXCHANGE (March 13, 2013)
From:
C4C NOTIFICATION EXCHANGE (March 13, 2013)C4C Notification Exchange provides periodic electronic informational updates –to our members from our membersabout C4C's mission, vision, activities and other "articles of interests."--------------------------------------------------------------------------------------------------------------------
I. New Member Greeting
C4C welcomes new Member Thomas Edwards, III. Thomas is an employee of the Federal Emergency Management Agency and resides in Detroit. Welcome Thomas to our on-line support and informational network!
II. Remedies for Employment Discrimination
"Whenever discrimination is found, the goal of the law is to put the victim of discrimination in the same position (or nearly the same) that he or she would have been if the discrimination had never occurred. The types of relief will depend upon the discriminatory action and the effect it had on the victim. For example, if someone is not selected for a job or a promotion because of discrimination, the remedy may include placement in the job and/or back pay and benefits the person would have received." See http://www1.eeoc.gov/employees/remedies.cfm
III. Voting Rights
Review of the Operations of the Voting Section of the Civil Rights Division http://www.justice.gov/oig/reports/2013/s1303.pdf
IV. 21-Day Meditation On-line
Addressing discrimination and retaliation is draining. Consider joining Oprah's on-line free meditation.
https://www.chopracentermeditation.com/Bestsellers/LandingPage.aspx?BookId=178
V. C4C Video: Ugly Truth
C4C video has been uploaded to different sites and flyers. The word is getting out. The following was forwarded to me by an independent source.
http://www.whiteoutpress.com/articles/q12013/eeoc-the-ugly-truth/
VI. NAACP to Address Discrimination at USDA
The Alabama State Conference of the NAACP has received several complaints from Black Farmers that they continue to be denied equal treatment by the United States Department of Agriculture (USDA). Black farmer are being denied equal access to farm loans. While this discrimination is well documented, the USDA has not settled thousands of claims. If there are any C4C members in the area this may be an opportunity to invite folks to sign our on-line petition to hold managers accountable for violating civil rights. Press Conference--Tuesday, March 19th 2013 at 10:00am;Kelly Ingram Park, Birmingham, AL 35203
VII. Supreme Court: Police Need a Search Warrant To Implant GPS Device
http://www.supremecourt.gov/opinions/11pdf/10-1259.pdf
http://blogs.lawyers.com/2012/01/supreme-court-police-need-a-search-warrant-to-implant-gps-device/
Biblical Inspiration
And we know that all things work together for good to them that love God,
to them who are the called according to his purpose
ROMANS 8:28
