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An EEOC Office of Federal Operations decision explains how retaliatory comments about EEO activity—and ongoing increased scrutiny—can be enough to violate federal EEO law, even when other claims are not proven.
In an EEOC decision involving a federal employee’s telework accommodation request, the Commission found a ten month delay was unreasonable and remanded for compensatory damages. The EEOC also ordered reimbursement for hearing transcript costs—an important reminder that process rights matter.
An MSPB decision involving a federal employee’s timekeeping discrepancies shows how Douglas factors, de minimis variances, and disparate penalties can drive significant penalty mitigation.
A USPS part-time clerk said her supervisor removed floor mats linked to foot pain—and that her removal followed quickly after she asked for more mats. The EEOC upheld some findings but reversed on reprisal, ordering corrective action and further proceedings on damages.
A federal officer was kept on light duty and later deemed not medically qualified after an allergic reaction. The EEOC reversed in part, emphasizing individualized “direct threat” analysis and ordering reinstatement-related remedies.
In this MSPB decision, the Board upheld a finding that a USPS supervisor intentionally falsified an employment application—but ruled that removal was too severe. The penalty was mitigated to a written reprimand, with back pay and benefits ordered.
An EEOC decision found retaliation where supervisors gave a negative reference after prior EEO activity. Learn why a reference alone can be actionable—and why damages proof still matters.
The EEOC reversed the Postal Service in part after finding a failure to provide interpreter access as a reasonable accommodation. Here’s what federal employees can learn about communication access, documentation, and next steps.
The MSPB sustained misconduct charges against an SBA employee but found removal too severe, mitigating the penalty to a 60 day suspension and reduction in grade. The decision highlights how comparator information and Douglas factors can shape penalty outcomes.
An EEOC OFO decision reversed the Navy’s rejection of class certification where employees alleged a witness-warning email threatened discipline and discouraged testimony in a discrimination case.