Click to download Q4 FY20 and Full-Year FY20 earnings infographics. In July 2020, the agency held its twenty-third annual EXCEL Training Conference directed at both federal sector and private sector EEO practitioners. February 1, 2019. The agency engaged in a comprehensive assessment of its programs and priorities when developing the Plan. 1-844-234-5122 (ASL Video Phone) In fiscal year 2020, the Commission continued to focus on the following:  providing high-quality, easy to understand education and outreach in the private, public, and federal sectors; prioritizing outreach to the small business community; continuing to build strong partnerships with employer and advocacy groups; updating our guidance and technical assistance documents (where appropriate) to ensure that they represent a clear explanation of the law, and rescinding those documents that are out-of-date, raise the potential for confusion among our stakeholders, or exceed the Commission’s statutory authority. 1Targets Partially Met: A rating assigned to target results where (1) at least half of the activities targeted for completion were completed, or (2) the EEOC was unable to assess the results because full year data was not yet available. Excluding the impact of foreign currency exchange, revenue increased 40%. The unneeded restrictions excluded the employee from all available positions. Dec. 12, 2019), the EEOC alleged that a credit union failed to promote three employees because of their sex (female) and ages. EBITA amounted to MEUR 32.0 in the past fiscal year after MEUR 38.4 in 2019. The evaluation includes creating relevant databases and measures to evaluate the effectiveness of its significant partnerships. Approximately $333.2 million for victims of employment discrimination in private sector and state and local government workplaces through mediation, conciliation, and settlements. This included: The EEOC also addressed the ADA and the use of opioids in fiscal year 2020. In coordination with congressional budget preparation, the reports on performance measure progress are shared with the Office of the Chair for their review. 2:18-cv-01411 (W.D. Our subscription model has seen an encouraging response from many of you, who have subscribed to our online content. The EEOC was able to strategically balance all tools available to effectively enforce the law, promote compliance, and benefit workers and employers alike. Performance Measure 1b measures all FEPA resolutions, which acknowledges the differences in their administrative procedures. The agency hosted a US Digital Services Discovery Sprint review of its TMF program. The tool now includes recruitment, hiring, promotion, and separation modules. While the EEOC encountered continuing challenges in creating a scientifically sound outcome measure focused on the rate of employment discrimination, the agency began to explore the feasibility of creating statistically robust intermediate outcome measures which – when viewed together – could potentially be useful in assessing the EEOC’s impact in reducing employment discrimination. The agency also suffered from a lack of resources to address the myriad needs and opportunities for process and technology improvements our staff and customers deserve. However, this was inconsistent with safety guidelines implemented during the pandemic. These self-assessments examined partnership events, effectiveness in meeting partnership-related goals, and the impact of the District’s partnerships. Jan. 3, 2020), EEOC alleged that an airline discriminated against a female flight attendant by permitting a male pilot to subject her to a hostile environment based on her sex. Ensured that materials circulated internally, and shared externally, were Section 508 compliant. And then we needed to recognize what makes … In addition, the agency continued to conduct an evaluation of partnership events during the fiscal year; cross-referencing currently defined or known vulnerable or underrepresented populations against the events held. Fiscal Year 2020 Financial Summary. 306, as amended), requires federal agencies to prepare a Strategic Plan every four years, beginning in 2012. Strategy II.B.3: Target outreach to small and new employers. The program evaluation to determine the impact of these partnerships on vulnerable or underserved communities and reset the baseline, if needed, is underway and will be finalized in fiscal year 2021. These liaisons answer questions from small business owners as they institute policies and practices to comply with the law. The fiscal year 2020 targets for Performance Measure 4 were designed to capture the percentage of reasonable accommodations procedures, anti-harassment procedures, and program evaluation recommendations from the EEOC that were implemented by agencies during the fiscal year. OR&R’s Disaster Preparedness Program hosted a three-part virtual Hurricane Preparedness Summit in preparation for the 2020 hurricane season. This is the highest litigation recovery amount since 2004. Latin America & the Caribbean - Development & Disaster Risk Reduction, Fiscal Year (FY) 2020 Format Situation Report Source. An important activity undertaken by both the EEOC and state and local FEPAs is negotiating resolutions of charges after an investigation has determined that there is reasonable cause to believe that unlawful employment discrimination has occurred. During fiscal year 2020, offices continued their focus on delivering outreach to respondents to highlight the benefits of the ADR program. To maintain quality while also addressing the inventory management of federal hearings, the agency continued to use metrics to assess and measure quality, which were originally implemented in fiscal year 2019. Favorable results include cases decided by court order and concluded through a consent decree or a settlement agreement in litigation. R. Civ. I am proud to say that the agency met and overcame those challenges. In addition, several small workgroups of internal users (including the Office of Field Programs (OFP), the Office of the General Counsel (OGC) and the Office of Enterprise Data and Analytics (OEDA)), external FEPA users, and others around the country participated in requirements meetings for the new system with the Office of Information Technology (OIT) team. In fiscal year 2020, approximately 75 percent of calls and emails answered by the IIRs were fully resolved without being referred to other staff in EEOC field offices. Topics Fiscal Year 2020. The EEOC leverages interactive collaborative relationships with internal and external stakeholders in its efforts to prevent and remedy employment discrimination. Electronic service also resulted in savings for the field offices’ clerical staff, freeing each enforcement office automation assistant from more than eight days of work to perform other tasks. Wash. Dec. 23, 2019), the EEOC alleged that a network of geriatric health care service providers refused to accommodate the pregnancy-related lifting restrictions of female employees while accommodating the work restrictions of nonpregnant employees. Staff also counsel individuals about their rights under the laws enforced by the EEOC and conduct outreach and technical assistance programs. It is also part of our broader effort to emphasize the importance of conciliation as a tool for remedying complaints of discrimination. The EEOC supported the Presidential Interagency Task Force to Monitor and Combat Trafficking in Persons and the Senior Policy Operating Group on Trafficking in Persons during fiscal year 2020. Additionally, each year, the Office of Inspector General (OIG) reports on what it has determined are the most serious management and performance challenges facing the EEOC. Additionally, the EEOC continued to leverage new technology to strengthen and expand the impact of its training and outreach activities. : By FY 2022, 17-19% of FEPA resolutions contain targeted, equitable relief. urban-gro expects … Leadership in the Office of Field Programs will also focus attention on the FOIA backlog in its monthly district director calls and will message that FOIA – a statutory construct – remains a mission-essential task. Please send your comments to: Executive Officer The EEOC hosted a newly established Annual Meeting with Agency General Counsel across the federal government. EEOC’s Mission:  Prevent and remedy unlawful employment discrimination and advance equal opportunity for all in the workplace. The Commission uses the OIG’s information and recommendations to continually improve our systems and data. The agency later conducted a feedback survey of internal users about the functionality/efficiencies of the current legacy system to compare to the new system once in use. This causes delays in responding to FOIA requests, as staff must sometimes physically locate and scan paper records. 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