The Equal Employment Opportunity Commission, the Civil Service Commission, the Department of Labor, and the Department of Justice jointly have adopted these uniform guidelines to meet that need, and to apply the same principles to the Federal Government as are applied to other employers.ī. The Federal government's need for a uniform set of principles on the question of the use of tests and other selection procedures has long been recognized. Policy statement on affirmative action (see section 13B).Ī. Technical standards for validity studies.ĭocumentation of Impact and Validity Evidenceĭocumentation of impact and validity evidence. Use of selection procedures which have not been validated.Įmployment agencies and employment services. The Act also requires Federal agencies to publish and update formal complaint data on a quarterly basis.Uniform Guidelines on Employee Selection Procedures (1978)ĭiscrimination defined: Relationship between use of selection procedures and discrimination. The Act requires a notice to Federal employees, former Federal employees, and applicants for Federal employment to inform of the rights and protections available under Federal Anti-discrimination, Whistleblower Protection, and Retaliation Laws. Cummings Federal Employee Antidiscrimination Act of 2020,imposes duties upon Federal agencies intended to reinvigorate their longstanding obligation to provide a work environment free of discrimination and retaliation. The No FEAR Act, as amended by the Elijah E. 107-74, Title I, General Provisions, Section 101(1). In support of this purpose, Congress found that “agencies cannot be run effectively if those agencies practice or tolerate discrimination.” Pub. One purpose of the Act is to “require that Federal agencies be accountable for violations of antidiscrimination and whistleblower protection laws.” Pub. On May 15, 2002, Congress enacted the Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002, which is now known as the No FEAR Act. We champion SEC efforts to foster a fair and equitable workplace-one where employment decisions are based on individual merit, and where everyone has an equal chance to succeed as far as their talents will take them. OEEO safeguards employment-related civil rights at the SEC. Equal employment opportunity at the SEC is a continuing commitment and we work to integrate EEO into the SEC’s everyday business. Our employees come from diverse backgrounds and work together to carry out our mission of serving the investing public. The SEC employees are its most important resource. We have significant expertise in legal and social science analysis, proactive prevention, conflict management, investigative techniques, federal sector EEO rules and processes, and program management. OEEO is a neutral and independent office, reporting to the SEC Chair, comprised of a small team of diverse professionals. Our vision is the SEC serving as an employer of-choice that fosters an inclusive workplace dedicated to the Securities and Exchange Commission (SEC) mission. The mission of the Office of Equal Employment Opportunity (OEEO) is to create and apply best practices to achieve equal employment opportunity (EEO) in the workplace and to support compliance with anti-discrimination laws.
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