OSC and EEOC Work Together to Enforce EEO Laws for Feds

Can’t one agency alone get the job done of enforcing laws? Apparently not, cause this is more of synergy than incompetence. In their aim to help effectively implement equal employment opportunity (EEO) laws in the federal sector, two US agencies have renewed their pact of working together to achieve a great goal.


EEOC and OSC: Together for Fed Workers


While there have been many EEO laws that have been implemented over the years, one can’t deny that there are still inequalities in the federal workplace. Some people still fall victims to harassment, and discrimination, keeping the good employees ineffective in doing their jobs, and the undeserving people getting credit for the job done.


The EEOC’s main function is to enforce the federal laws to prevent employment discrimination. On the other hand, the OSC is tasked to protect the federal employees as well as others from “prohibited personnel practices” like discrimination, coercion of the person’s political activity, deception and obstruction of an employee to compete for employment, nepotism, reprising against whistleblowing, threatening to take a personnel action as a form of retaliation, among others. There is a great similarity in the function of the two agencies; and so synergizing their efforts in properly implementing EEO laws in the federal workplace would be very ideal. This prompted the US Office of Special Counsel (OSC) and the US Equal employment Opportunity Commission (EEOC) to come up with a new Memorandum of Understanding (MOU) that commits to enhancing efficiency and the enforcement of federal sector EEO laws.


In a simple ceremony, EEOC’s chair Jacqueline Berrien and OSC’s head Carolyn Lerner signed the MOU between the two agencies. This MOU that supersedes all of the prior ones signed, includes – but is not limited to – the following points:


•    The EEOC will be referring to the OSC when it comes to potential enforcement action cases where the former finds that an agency, an officer, or its employee has made any acts of discrimination against any of the employees or applicants for employment

•    Likewise, the EEOC will refer to the OSC for potential enforcement action cases where a federal agency fails in complying with an EEOC order, as well as any other case or matter that need warrants enforcement by the OSC, as determined by the EEOC.

•    Should the EEOC determine that the employing agency failed to, or will not at all take the appropriate action, the OSC may intervene to investigate such matters up to a point needed so that it can determine the sufficiency of the basis for coming up with such disciplinary action.


While developments like these make things easier for federal employees to protect their rights and stand up against discrimination, the importance of the views of a good California employment lawyer cannot be discounted. They say two heads are better than one. Now imagine having a lawyer further boosting your chances of winning your claims? Yes, two agencies working together are indeed more effective than one. And with the little help from a competent attorney, the possibility of winning that case against abusive federal agencies is almost within reach.

Wrongfully Terminated Employee Scores Victory Against Her Employers

Since time immemorial, women have been falling victims to the many forms of discrimination in the workplace. Day in and day out, women are being harassed in different ways. Some get subjected to physical abuse. From groping, to rubbing of certain body parts, even with simple sexually-charged jokes and remarks. All these acts of sexual harassment clearly violates women’s rights and are prohibited based on federal and state laws implemented everywhere in the country.

Are the laws not yet enough?

There are a number of federal laws, strengthened by many state laws that help put a stop to these forms of discrimination and abuse. However, some employers and supervisors think that think they can get away with these laws. Moreover, these people think that they can manipulate every woman in their respective workplace. Just like in the complaint filed by a female employee, Jennifer Johnson from Wyoming. Miss Johnson was said to be harassed by one of her female supervisors at a construction site. After she talked to the owner of the company to report the said abuse, she was then terminated from her work. Under existing laws against discrimination and wrongful termination in California, you can file charges to avenge the injustice that you’ve been subjected to.

What should a female victim do?

Just like Miss Johnson, you should first seek remedy internally. However, when that fails, you can always turn to government agencies like the US EEOC. They will help you come up with your complaint, assisting you from the preparation of the case, its filing, even to the settlement and litigation of your complaint. They will help you seek remedies for the different kinds of abuses that you get subjected to. And just like Miss Johnson, you too can get justice for the harassment that you have been subjected to.

What can you do to finally stop these acts of discrimination from happening?

First up, you should familiarize yourself with your rights. Such reading materials can be found online. Read and understand them so you will know when your rights are being trampled on by other people. This could also help you know what you should do if you’ve been a victim of such acts. Just look for and hire the services of a top-notch California lawyer to help you prepare and file charges against those who harassed and discriminated you.