cfr_sections
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522 rows where agency = "EEOC" and title_number = 29 sorted by section_id
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| section_id ▼ | title_number | title_name | chapter | subchapter | part_number | part_name | subpart | subpart_name | section_number | section_heading | agency | authority | source_citation | amendment_citations | full_text |
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
| 29:29:4.1.4.1.1.0.13.1 | 29 | Labor | XIV | 1600 | PART 1600—EMPLOYEE RESPONSIBILITIES AND CONDUCT | § 1600.101 Cross-reference to employee ethical conduct standards and financial disclosure regulations. | EEOC | [61 FR 7067, Feb. 26, 1996] | Employees of the Equal Employment Opportunity Commission (EEOC) are subject to the executive branch-wide Standards of Ethical Conduct at 5 CFR part 2635, the EEOC regulation at 5 CFR part 7201, which supplements the executive branch-wide standards, and the executive branch-wide financial disclosure regulations at 5 CFR part 2634. | ||||||
| 29:29:4.1.4.1.10.1.26.1 | 29 | Labor | XIV | 1610 | PART 1610—AVAILABILITY OF RECORDS | A | Subpart A—Production or Disclosure Under 5 U.S.C. 552 | § 1610.1 Definitions. | EEOC | [40 FR 8171, Feb. 26, 1975, as amended at 52 FR 13830, Apr. 27, 1987; 70 FR 57511, Oct. 3, 2005; 78 FR 36650, June 19, 2013; 81 FR 95870, Dec. 29, 2016] | (a) Title VII refers to title VII of the Civil Rights Act of 1964, as amended by Public Law 92-261, 42 U.S.C. (Supp. II) 2000e et seq. (b) Commission refers to the Equal Employment Opportunity Commission. (c) Freedom of Information Act refers to 5 U.S.C. 552 (Pub. L. 90-23 as amended by Pub. L. 93-502). (d) Attestation refers to the authentication of copies of Commission documents by an affidavit or unsworn declaration from the records custodian without the Commission Seal. (e) Certification refers to the authentication of copies of Commission documents by an affidavit or unsworn declaration from the records custodian under the Commission Seal. (f) Agency record includes any information maintained for an agency by an entity under Government contract, for the purposes of records management. (g) FOIA Public Liaison means an agency official who is responsible for assisting in reducing delays, increasing transparency and understanding of the status of requests, and assisting in the resolution of disputes. | ||||
| 29:29:4.1.4.1.10.1.26.10 | 29 | Labor | XIV | 1610 | PART 1610—AVAILABILITY OF RECORDS | A | Subpart A—Production or Disclosure Under 5 U.S.C. 552 | § 1610.10 Responses: Form and content. | EEOC | [81 FR 95874, Dec. 29, 2016] | (a) In general. The Commission, to the extent practicable, will communicate with requesters having access to the Internet electronically, such as email or web portal. (b) Acknowledgments of requests. The Commission must acknowledge the request in writing and assign it an individualized tracking number if it will take longer than 10 working days to process. The Commission must include in the acknowledgment a brief description of the records sought to allow requesters to more easily keep track of their requests. (c) Estimated dates of completion and interim responses. Upon request, the Commission will provide an estimated date by which it expects to provide a response to the requester. If a request involves a voluminous amount of material, or searches in multiple locations, the Commission may provide interim responses, releasing the records on a rolling basis. (d) Grants of requests. Once the Commission determines it will grant a request in full or in part, it must notify the requester in writing. The agency must also inform the requester of any fees charged under § 1610.15 of this part and must disclose the requested records to the requester promptly upon payment of any applicable fees. The Commission must inform the requester of the availability of its FOIA Public Liaison to offer assistance. (e) Adverse determinations of requests. If the Commission makes an adverse determination denying a request in any respect, it must notify the requester of that determination in writing. Adverse determinations, or denials of requests, include decisions that: The requested record is exempt, in whole or in part; the request does not reasonably describe the records sought; the information requested is not a record subject to the FOIA; the requested record does not exist, cannot be located, or has been destroyed; or the requested record is not readily reproducible in the form or format sought by the requester. Adverse determinations also include denials involving fees or fee waiver matters or denials of requests for… | ||||
| 29:29:4.1.4.1.10.1.26.11 | 29 | Labor | XIV | 1610 | PART 1610—AVAILABILITY OF RECORDS | A | Subpart A—Production or Disclosure Under 5 U.S.C. 552 | § 1610.11 Appeals to the legal counsel from initial denials. | EEOC | [78 FR 36652, June 19, 2013, as amended at 81 FR 95874, Dec. 29, 2016; 82 FR 45182, Sept. 28, 2017; 87 FR 14799, Mar. 16, 2022] | (a) Requirements for making an appeal. A requester may appeal any adverse determination to the Legal Counsel, or the Assistant Legal Counsel, FOIA Programs. Any appeal of a determination issued by a District Director or the District Director's designee must include a copy of the District Director's or the District Director's designee's determination. If a FOIA appeal is misdirected to a District Office, the District Office shall forward the appeal to the Legal Counsel, or the Assistant Legal Counsel, FOIA Programs, as appropriate, within 10 business days. Examples of adverse determinations are provided in § 1610.10(e). Requesters can submit appeals by mail, by fax to (202) 827-7545, by email to FOIA@eeoc.gov, or online at https://publicportalfoiapal.eeoc.gov/palMain.aspx. The requester must make the appeal in writing and to be considered timely it must be postmarked, or in the case of electronic submissions, transmitted, within 90 calendar days after the date of the response. The appeal should clearly identify the Commission determination that is being appealed and the assigned request number. To facilitate handling, the requester should mark both the appeal letter and envelope, or subject line of the electronic transmission, “Freedom of Information Act Appeal.” (b) Adjudication of appeals. (1) The Legal Counsel or designee, or the Assistant Legal Counsel, FOIA Programs, as appropriate, will decide all appeals under this section. (2) An appeal ordinarily will not be adjudicated if the request becomes a matter of FOIA litigation. (c) Decisions on appeals. The Commission must provide its decision on an appeal in writing. A decision that upholds the Commission's determination in whole or in part must contain a statement that identifies the reasons for the affirmance, including any FOIA exemptions applied. The decision must provide the requester with notification of the statutory right to file a lawsuit and will inform the requester of the dispute resolution services offered by the Office of Government I… | ||||
| 29:29:4.1.4.1.10.1.26.12 | 29 | Labor | XIV | 1610 | PART 1610—AVAILABILITY OF RECORDS | A | Subpart A—Production or Disclosure Under 5 U.S.C. 552 | § 1610.13 Maintenance of files. | EEOC | [82 FR 45182, Sept. 28, 2017] | The Commission must preserve all correspondence pertaining to the requests that it receives under this subpart, as well as copies of all requested records, until disposition or destruction is authorized pursuant to Title 44 of the United States Code or the General Records Schedule 4.2 of the National Archives and Records Administration. The Commission must not dispose of or destroy records while they are the subject of a pending request, appeal, or lawsuit under the FOIA. | ||||
| 29:29:4.1.4.1.10.1.26.13 | 29 | Labor | XIV | 1610 | PART 1610—AVAILABILITY OF RECORDS | A | Subpart A—Production or Disclosure Under 5 U.S.C. 552 | § 1610.14 Waiver of user charges. | EEOC | [52 FR 13830, Apr. 27, 1987, as amended at 54 FR 32062, Aug. 4, 1989; 56 FR 29578, June 28, 1991; 63 FR 1342, Jan. 9, 1998; 71 FR 26830, May 9, 2006; 78 FR 36653, June 19, 2013] | (a) Except as provided in paragraph (b) of this section, the Legal Counsel or designee, the Assistant Legal Counsel, FOIA Programs, and the District Directors or designees shall assess fees where applicable in accordance with § 1610.15 for search, review, and duplication of records requested. They shall also have authority to furnish documents without any charge or at a reduced charge if disclosure of the information is in the public interest because it is likely to contribute significantly to public understanding of the operations or activities of the government and is not primarily in the commercial interest of the requester. (b) District directors, field directors, area directors, local directors and the librarian are hereby authorized to collect fees where applicable in accordance with § 1610.15 for duplication of records which are to be made available for public inspection and copying in the district, field, area or local office, or in the headquarters library in accordance with § 1610.4(b). District directors, field directors, area directors, local directors and the librarian are hereby authorized to duplicate such records without charge, or at a reduced charge in accordance with the criteria of paragraph (a) of this section. | ||||
| 29:29:4.1.4.1.10.1.26.14 | 29 | Labor | XIV | 1610 | PART 1610—AVAILABILITY OF RECORDS | A | Subpart A—Production or Disclosure Under 5 U.S.C. 552 | § 1610.15 Schedule of fees and method of payment for services rendered. | EEOC | [81 FR 95875, Dec. 29, 2016] | (a) In general. (1) The Commission will charge for processing requests under the FOIA in accordance with the provisions of this section and with the OMB Guidelines. For purposes of assessing fees, the FOIA establishes three categories of requesters: (i) Commercial use requesters; (ii) Non-commercial scientific or educational institutions or news media requesters; and (iii) All other requesters. (2) Different fees are assessed depending on the category. Requesters may seek a fee waiver. The Commission must consider requests for fee waiver in accordance with the requirements in paragraph (k) of this section. To resolve any fee issues that arise under this section, the Commission may contact a requester for additional information. The Commission must ensure that searches, review, and duplication are conducted in the most efficient and the least expensive manner. The Commission ordinarily will collect all applicable fees before sending copies of records to a requester. Requesters must pay fees by check or money order made payable to the Treasury of the United States, or through Pay.gov. (b) Definitions. For purposes of this section: (1) Commercial use request refers to a request that asks for information for a use or a purpose that furthers a commercial, trade, or profit interest, which can include furthering those interests through litigation. An agency's decision to place a requester in the commercial use category will be made on a case-by-case basis based on the requester's intended use of the information. The Commission will notify requesters of their placement in this category. (2) Direct costs refers to those expenses that the Commission incurs in searching for and duplicating (and, in the case of commercial use requests, reviewing) records in order to respond to a FOIA request. For example, direct costs include the salary of the employee performing the work (for example, the basic rate of pay for the employee, plus 16 percent of that rate to cover benefits) and the cost of operating computers and o… | ||||
| 29:29:4.1.4.1.10.1.26.15 | 29 | Labor | XIV | 1610 | PART 1610—AVAILABILITY OF RECORDS | A | Subpart A—Production or Disclosure Under 5 U.S.C. 552 | § 1610.16 [Reserved] | EEOC | ||||||
| 29:29:4.1.4.1.10.1.26.16 | 29 | Labor | XIV | 1610 | PART 1610—AVAILABILITY OF RECORDS | A | Subpart A—Production or Disclosure Under 5 U.S.C. 552 | § 1610.17 Exemptions. | EEOC | [40 FR 8171, Feb. 26, 1975, as amended at 45 FR 40605, June 16, 1980; 56 FR 29579, June 28, 1991; 74 FR 63983, Dec. 7, 2009; 81 FR 95878, Dec. 29, 2016; 89 FR 11170, Feb. 14, 2024] | (a) 5 U.S.C. 552 exempts from all of its publication and disclosure requirements nine categories of records which are described in 552(b). These categories include such matters as national defense and foreign policy information, investigatory files, internal procedures and communications, materials exempted from disclosure by other statutes, information given in confidence, and matters involving personal privacy. (b) The Commission shall withhold information under the FOIA only if: (1) It reasonably foresees that disclosure would harm an interest protected by an exemption; or (2) Disclosure is prohibited by law. (c)(1) The Commission shall consider whether partial disclosure of information is possible whenever it determines that a full disclosure of a requested record is not possible; and (2) Take reasonable steps necessary to segregate and release nonexempt information. (d) Paragraph (c) of this section does not require disclosure of information that is otherwise prohibited from disclosure by law, or otherwise exempted from disclosure under Exemption 3. (e) Section 706(b) of title VII provides that the Commission shall not make public charges which have been filed. It also provides that (subsequent to the filing of a charge, an investigation, and a finding that there is reasonable cause to believe that the charge is true) nothing said or done during and as a part of the Commission's endeavors to eliminate any alleged unlawful employment practice by informal methods of conference, conciliation, and persuasion may be made public by the Commission without the written consent of the parties concerned; nor may it be used as evidence in a subsequent proceeding. Any officer or employee of the Commission who shall make public in any manner whatever any information in violation of section 706(b) shall be deemed guilty of a misdemeanor and upon conviction thereof shall be fined not more than $1,000 or imprisoned not more than 1 year. (f) Section 709 of title VII authorizes the Commission to conduct investigations … | ||||
| 29:29:4.1.4.1.10.1.26.17 | 29 | Labor | XIV | 1610 | PART 1610—AVAILABILITY OF RECORDS | A | Subpart A—Production or Disclosure Under 5 U.S.C. 552 | § 1610.18 Information to be disclosed. | EEOC | [56 FR 29579, June 28, 1991, as amended at 63 FR 1342, Jan. 9, 1998; 78 FR 36653, June 19, 2013] | The Commission will provide the following information to the public. This information will also be made available electronically: (a) The Commission will make available for inspection and copying certain tabulations of aggregate industry, area, and other statistics derived from the Commission's reporting programs authorized by section 709(c) of title VII, provide that such tabulations: Were previously compiled by the Commission and are available in documentary form; comprise an aggregation of data from not less than three responding entities; and, do not reveal the identity of an individual or dominant entity in a particular industry or area; (b) All blank forms used by the Commission; (c) Subject to the restrictions and procedures set forth in § 1610.19, all signed contracts, final bids on all signed contracts, and agreements between the Commission and State or local agencies charged with the administration of State or local fair employment practices laws; (d) All final reports that do not contain statutorily confidential material in a recognizable form; (e) All agency correspondence to members of the public, Members of Congress, or other persons not government employees or special government employees, except those containing information that would produce an invasion of privacy if made public; (f) All administrative staff manuals and instructions to staff that affect members of the public unless the materials are promptly published and copies offered for sale; and (g) All final votes of each Commissioner, for every Commission meeting, except for votes pertaining to filing suit against respondents until such litigation is commenced. (h) Underlying annual FOIA report data. | ||||
| 29:29:4.1.4.1.10.1.26.18 | 29 | Labor | XIV | 1610 | PART 1610—AVAILABILITY OF RECORDS | A | Subpart A—Production or Disclosure Under 5 U.S.C. 552 | § 1610.19 Predisclosure notification procedures for confidential commercial information. | EEOC | [81 FR 95878, Dec. 29, 2016] | (a) Definitions. (1) Confidential commercial information means commercial or financial information obtained by the agency from a submitter that may be protected from disclosure under Exemption 4 of the FOIA, 5 U.S.C. 552(b)(4). (2) Submitter means any person or entity, including a corporation, State, or foreign government, but not including another Federal Government entity, that provides confidential commercial information, either directly or indirectly to the Federal Government. (b) Designation of confidential commercial information. A submitter of confidential commercial information must use good faith efforts to designate by appropriate markings, at the time of submission, any portion of its submission that it considers to be protected from disclosure under Exemption 4. These designations expire 10 years after the date of the submission unless the submitter requests and provides justification for a longer designation period. (c) When notice to submitters is required. (1) The Commission must promptly provide written notice to the submitter of confidential commercial information whenever records containing such information are requested under the FOIA if the Commission determines that it may be required to disclose the records, provided— (i) The requested information has been designated in good faith by the submitter as information considered protected from disclosure under Exemption 4; or (ii) The Commission has a reason to believe that the requested information may be protected from disclosure under Exemption 4, but has not yet determined whether the information is protected from disclosure. (2) The notice must either describe the commercial information requested or include a copy of the requested records or portions of records containing the information. In cases involving a voluminous number of submitters, the Commission may post or publish a notice in a place or manner reasonably likely to inform the submitters of the proposed disclosure, instead of sending individual notifications. (d) Excep… | ||||
| 29:29:4.1.4.1.10.1.26.19 | 29 | Labor | XIV | 1610 | PART 1610—AVAILABILITY OF RECORDS | A | Subpart A—Production or Disclosure Under 5 U.S.C. 552 | § 1610.20 [Reserved] | EEOC | ||||||
| 29:29:4.1.4.1.10.1.26.2 | 29 | Labor | XIV | 1610 | PART 1610—AVAILABILITY OF RECORDS | A | Subpart A—Production or Disclosure Under 5 U.S.C. 552 | § 1610.2 Statutory requirements. | EEOC | [82 FR 45181, Sept. 28, 2017] | (a) This subpart contains the rules that the Commission will follow in processing requests for records under the Freedom of Information Act (“FOIA”), 5 U.S.C. 552. These rules should be read in conjunction with the text of the FOIA and the Uniform Freedom of Information Fee Schedule and Guidelines published by the Office of Management and Budget (“OMB Guidelines”). Requests made by individuals for records about themselves under the Privacy Act of 1974, 5 U.S.C. 552a, are processed in accordance with the Commission's Privacy Act regulations as well as under this subpart. The Commission should administer the FOIA with a presumption of openness. (b) As referenced in this subpart, “component” means each separate office within the Commission that is responsible for processing FOIA requests. The rules described in this regulation that apply to the Commission also apply to its components. | ||||
| 29:29:4.1.4.1.10.1.26.20 | 29 | Labor | XIV | 1610 | PART 1610—AVAILABILITY OF RECORDS | A | Subpart A—Production or Disclosure Under 5 U.S.C. 552 | § 1610.21 Annual report. | EEOC | [78 FR 36653, June 19, 2013, as amended at 81 FR 95879, Dec. 29, 2016] | (a) The Legal Counsel shall, on or before February 1, submit individual Freedom of Information Act reports for each principal agency FOIA component and one for the entire agency covering the preceding fiscal year to the Attorney General of the United States and to the director of the Office of Information Government Services. The reports shall include those matters required by 5 U.S.C. 552(e), and shall be made available electronically on the agency Web site. (b) The Commission will make each such report available for public inspection in an electronic format. In addition, the Commission will make the raw statistical data used in each report available in a timely manner for public inspection in an electronic format, which will be available— (1) Without charge, license, or registration requirement; (2) In an aggregated, searchable format; and (3) In a format that may be downloaded in bulk. (c) When and as directed by the Attorney General, the Chief FOIA Officer, through the Office of the Chair, shall review and report to the Attorney General on the agency's performance in implementing its responsibilities under FOIA. | ||||
| 29:29:4.1.4.1.10.1.26.3 | 29 | Labor | XIV | 1610 | PART 1610—AVAILABILITY OF RECORDS | A | Subpart A—Production or Disclosure Under 5 U.S.C. 552 | § 1610.3 Purpose and scope. | EEOC | [81 FR 95871, Dec. 29, 2016] | (a) This subpart contains the regulations of the Equal Employment Opportunity Commission implementing 5 U.S.C. 552. The regulations of this subpart provide information concerning the procedures by which records may be obtained from all organizational units within the Commission. Official records of the Commission made available pursuant to the requirements of 5 U.S.C. 552 shall be furnished to members of the public only as prescribed by this subpart. Officers and employees of the Commission may continue to furnish to the public, informally and without compliance with the procedures prescribed herein, information and records which prior to the enactment of 5 U.S.C. 552 were furnished customarily in the regular performance of their duties. (b) Nothing in this subpart shall be construed to entitle any person, as of right, to any service or to the disclosure of any record to which such person is not entitled under the FOIA. | ||||
| 29:29:4.1.4.1.10.1.26.4 | 29 | Labor | XIV | 1610 | PART 1610—AVAILABILITY OF RECORDS | A | Subpart A—Production or Disclosure Under 5 U.S.C. 552 | § 1610.4 Public reference facilities and current index. | EEOC | [78 FR 36650, June 19, 2013, as amended at 81 FR 95871, Dec. 29, 2016] | (a) Records that the FOIA requires the Commission to make available for public inspection in an electronic format may be accessed through the Commission's Web site. The Commission is responsible for determining which of its records must be made publicly available, for identifying additional records of interest to the public that are appropriate for public disclosure, and for posting and indexing such records. The Commission must ensure that its Web site of posted records and indices is reviewed and updated on an ongoing basis. The Commission has a FOIA Requester Service Center or FOIA Public Liaison who can assist individuals in locating records particular to the Commission. Contact information is located at https://www.eeoc.gov/eeoc/foia/index.cfm. A list of agency FOIA Public Liaisons is available at http://www.foia.gov/report-makerequest.html. (b) The Commission offices designated in § 1610.4(c) shall maintain and make available for public inspection and copying a copy of: (1) The Commission's notices and regulatory amendments which are not yet published in the Code of Federal Regulations; (2) The Commission's annual reports; (3) The Commission's Compliance Manual; (4) Blank forms relating to the Commission's procedures as they affect the public; (5) The Commission's Orders (agency directives); (6) “CCH Equal Employment Opportunity Commission Decisions” (1973 and 1983); (7) Commission awarded contracts; and (8) Copies of all records, regardless of form or format, that because of the nature of their subject matter— (i) The Commission determines have become, or are likely to become, the subject of subsequent requests for substantially the same records; or (ii) That have been requested 3 or more times. (c) The Commission's District Offices with public reading areas are: Atlanta District Office, Sam Nunn Atlanta Federal Center, 100 Alabama Street SW., Suite 4R30, Atlanta, GA 30303 (includes the Savannah Local Office). Birmingham District Office, Ridge Park Place, 1130 22nd Street South, Suite 20… | ||||
| 29:29:4.1.4.1.10.1.26.5 | 29 | Labor | XIV | 1610 | PART 1610—AVAILABILITY OF RECORDS | A | Subpart A—Production or Disclosure Under 5 U.S.C. 552 | § 1610.5 Request for records. | EEOC | [82 FR 45181, Sept. 28, 2017] | (a) General information. (1) To make a request for records, a requester should write directly to the Commission's FOIA office that maintains the records sought. A request will receive the quickest possible response if it is addressed to the Commission FOIA office that maintains the records sought. Information concerning the Commission's FOIA offices is listed at: https://www.eeoc.gov/eeoc/foia/index.cfm and any additional requirements for submitting a request to the agency are listed at paragraphs (b) and (d) of this section. The Commission's Web site contains instructions for submitting FOIA requests and other resources to assist requesters in determining where to send their requests. (2) Where a request for records pertains to another individual, a requester may receive greater access by submitting either a notarized authorization signed by that individual or a declaration made in compliance with the requirements set forth in 28 U.S.C. 1746 by that individual authorizing disclosure of the records to the requester, or by submitting proof that the individual is deceased (for example, a copy of a death certificate or an obituary). As an exercise of administrative discretion, the Commission can require a requester to supply additional information if necessary in order to verify that a particular individual has consented to disclosure. (b) Description of records sought. Requesters must describe the records sought in sufficient detail to enable Commission personnel to locate them with a reasonable amount of effort. To the extent possible, requesters should include specific information that may help the Commission identify the requested records, such as the date, title or name, author, recipient, subject matter of the record, case number, file designation, or reference number. Before submitting their requests, requesters may contact the Commission's District Office FOIA contact or FOIA Public Liaison to discuss the records they seek and to receive assistance in describing the records. If after receiving a requ… | ||||
| 29:29:4.1.4.1.10.1.26.6 | 29 | Labor | XIV | 1610 | PART 1610—AVAILABILITY OF RECORDS | A | Subpart A—Production or Disclosure Under 5 U.S.C. 552 | § 1610.6 [Reserved] | EEOC | ||||||
| 29:29:4.1.4.1.10.1.26.7 | 29 | Labor | XIV | 1610 | PART 1610—AVAILABILITY OF RECORDS | A | Subpart A—Production or Disclosure Under 5 U.S.C. 552 | § 1610.7 Where to make request; form. | EEOC | [81 FR 95872, Dec. 29, 2016, as amended at 87 FR 14799, Mar. 16, 2022; 89 FR 11170, Feb. 14, 2024] | (a) In general. The Commission or component that first receives a request for a record and maintains that record is responsible for responding to the request. In determining which records are responsive to a request, the Commission ordinarily will include only records in its possession as of the date that it begins its search. If any other date is used, the Commission must inform the requester of that date. A record that is excluded from the requirements of the FOIA pursuant to 5 U.S.C. 552(c), is not considered responsive to a request. Requests for the following types of records, however, should be submitted to the District Director for the pertinent district, field, area, or local office, at the district office address listed in § 1610.4(c) or, in the case of the Washington Field Office, shall be submitted to the Field Office Director at 131 M Street NE., Fourth Floor, Washington, DC 20507: (1) Information about current or former employees of an office; (2) Existing non-confidential statistical data related to the case processing of an office; (3) Agreements between the Commission and State or local fair employment agencies operating within the jurisdiction of an office; or (4) Materials in office investigative files related to charges under: Title VII of the Civil Rights Act of 1964 (42 U.S.C. 2000e et seq. ); the Equal Pay Act (29 U.S.C. 206(d)); the Age Discrimination in Employment Act of 1967 (29 U.S.C. 621 et seq. ); the Americans with Disabilities Act of 1990 (42 U.S.C. 12101 et seq. ); the Genetic Information Nondiscrimination Act of 2008 (42 U.S.C. 2000ff et seq. ); or the Pregnant Workers Fairness Act (42 U.S.C. 2000gg et seq. ). (b) Request for other records. A request for any record which does not fall within the ambit of paragraph (a) of this section, or a request for any record the location of which is unknown to the person making the request, shall be submitted in writing to the Assistant Legal Counsel, FOIA Programs, U.S. Equal Employment Opportunity Commission, by mail to 131 M Str… | ||||
| 29:29:4.1.4.1.10.1.26.8 | 29 | Labor | XIV | 1610 | PART 1610—AVAILABILITY OF RECORDS | A | Subpart A—Production or Disclosure Under 5 U.S.C. 552 | § 1610.8 Authority to determine. | EEOC | [78 FR 36651, June 19, 2013] | The Assistant Legal Counsel, FOIA Programs, the District Director, or the District Director's designee, when receiving a request pursuant to these regulations, shall grant or deny such request. That decision shall be final, subject only to administrative review as provided in § 1610.11 of this subpart. | ||||
| 29:29:4.1.4.1.10.1.26.9 | 29 | Labor | XIV | 1610 | PART 1610—AVAILABILITY OF RECORDS | A | Subpart A—Production or Disclosure Under 5 U.S.C. 552 | § 1610.9 Responses: Timing. | EEOC | [81 FR 95873, Dec. 29, 2016] | (a) In general. The Commission ordinarily will respond to requests according to their order of receipt. The various ways in which to submit a request to, or check on the status of a request with, EEOC are listed at: https://www.eeoc.gov/eeoc/foia/index.cfm. The information located at www.foia.gov/report-makerequest.html contains a list of all agencies and components that are designated to accept requests. In instances involving misdirected requests that are re-routed pursuant to § 1610.7(d), the response time will commence on the date that the request is received by the proper component office that is designated to receive requests, but in any event not later than 10 working days after the request is first received by the component office that is designated by these regulations to receive requests. (b) Multitrack processing. The Commission designates a specific track for requests that are granted expedited processing, in accordance with the standards set forth in paragraph (f) of this section. The Commission also designates additional processing tracks that distinguish between simple and more complex requests based on the estimated amount of work or time needed to process the request. Among the factors considered are the number of records requested, the number of pages involved in processing the request and the need for consultations or referrals. The Commission must advise requesters of the track into which their request falls and, when appropriate, will offer the requesters an opportunity to narrow or modify their request so that it can be placed in a different processing track. (c) Acknowledgment. The Assistant Legal Counsel, FOIA Programs, the District Director, or the District Director's designee shall, within 10 days from receipt of a request, notify the requester in writing of the date the Commission received the request, the expected date of issuance of the determination, the individualized FOIA tracking number assigned to the request, and the telephone number or Internet site where requesters… | ||||
| 29:29:4.1.4.1.10.2.26.1 | 29 | Labor | XIV | 1610 | PART 1610—AVAILABILITY OF RECORDS | B | Subpart B—Production in Response to Subpenas or Demands of Courts or Other Authorities | § 1610.30 Purpose and scope. | EEOC | [32 FR 16261, Nov. 29, 1967] | This subpart contains the regulations of the Commission concerning procedures to be followed when a subpena, order, or other demand (hereinafter in this subpart referred to as a “demand”) of a court or other authority is issued for the production or disclosure of (a) any material contained in the files of the Commission; (b) any information relating to material contained in the files of the Commission; or (c) any information or material acquired by any person while such person was an employee of the Commission as a part of the performance of his official duties or because of his official status. | ||||
| 29:29:4.1.4.1.10.2.26.2 | 29 | Labor | XIV | 1610 | PART 1610—AVAILABILITY OF RECORDS | B | Subpart B—Production in Response to Subpenas or Demands of Courts or Other Authorities | § 1610.32 Production prohibited unless approved by the Legal Counsel. | EEOC | [32 FR 16261, Nov. 29, 1967, as amended at 47 FR 46275, Oct. 18, 1982] | No employee or former employee of the Commission shall, in response to a demand of a court or other authority, produce any material contained in the files of the Commission or disclose any information or produce any material acquired as part of the performance of his official duties or because of his official status without the prior approval of the Legal Counsel. | ||||
| 29:29:4.1.4.1.10.2.26.3 | 29 | Labor | XIV | 1610 | PART 1610—AVAILABILITY OF RECORDS | B | Subpart B—Production in Response to Subpenas or Demands of Courts or Other Authorities | § 1610.34 Procedure in the event of a demand for production or disclosure. | EEOC | [32 FR 16261, Nov. 29, 1967, as amended at 47 FR 46275, Oct. 18, 1982; 63 FR 1342, Jan. 9, 1998] | (a) Whenever a demand is made upon an employee or former employee of the Commission for the production of material or the disclosure of information described in § 1610.30, he shall immediately notify the Legal Counsel. If possible, the Legal Counsel shall be notified before the employee or former employee concerned replies to or appears before the court or other authority. (b) If response to the demand is required before instructions from the Legal Counsel are received, an attorney designated for that purpose by the Commission shall appear with the employee or former employee upon whom the demand has been made, and shall furnish the court or other authority with a copy of the regulations contained in this part and inform the court or other authority that the demand has been or is being, as the case may be, referred for prompt consideration by the Legal Counsel. The court or other authority shall be requested respectfully to stay the demand pending receipt of the requested instructions from the Legal Counsel. | ||||
| 29:29:4.1.4.1.10.2.26.4 | 29 | Labor | XIV | 1610 | PART 1610—AVAILABILITY OF RECORDS | B | Subpart B—Production in Response to Subpenas or Demands of Courts or Other Authorities | § 1610.36 Procedure in the event of an adverse ruling. | EEOC | [32 FR 16261, Nov. 29, 1967, as amended at 47 FR 46275, Oct. 18, 1982] | If the court or other authority declines to stay the effect of the demand in response to a request made in accordance with § 1610.34(b) pending receipt of instructions from the Legal Counsel, or if the court or other authority rules that the demand must be complied with irrespective of the instructions from the Legal Counsel not to produce the material or disclose the information sought, the employee or former employee upon whom the demand has been made shall respectfully decline to comply with the demand (United States ex rel. Touhy v. Ragen, 340 U.S. 462 (1951)). | ||||
| 29:29:4.1.4.1.11.0.26.1 | 29 | Labor | XIV | 1611 | PART 1611—PRIVACY ACT REGULATIONS | § 1611.1 Purpose and scope. | EEOC | [56 FR 29580, June 28, 1991] | This part contains the regulations of the Equal Employment Opportunity Commission (the Commission) implementing the Privacy Act of 1974, 5 U.S.C. 552a. It sets forth the basic responsibilities of the Commission under the Privacy Act (the Act) and offers guidance to members of the public who wish to exercise any of the rights established by the Act with regard to records maintained by the Commission. All records contained in system EEOC/GOVT-1, including those maintained by other agencies, are subject to the Commission's Privacy Act regulations. Requests for access to, an accounting of disclosures for, or amendment of records in EEOC/GOVT-1 must be processed by agency personnel in accordance with this part. Commission records that are contained in a government-wide system of records established by the U.S. Office of Personnel Management (OPM), the General Services Administration (GSA), the Merit Systems Protection Board (MSPB), the Office of Government Ethics (OGE) or the Department of Labor (DOL) for which those agencies have published systems notices are subject to the publishing agency's Privacy Act regulations. Where the government-wide systems notices permit access to these records through the employing agency, an individual should submit requests for access to, for amendment of or for an accounting of disclosures to the Commission offices as indicated in § 1611.3(b). | ||||||
| 29:29:4.1.4.1.11.0.26.10 | 29 | Labor | XIV | 1611 | PART 1611—PRIVACY ACT REGULATIONS | § 1611.10 Disclosure of record to person other than the individual to whom it pertains. | EEOC | The Commission shall not disclose any record which is contained in a system of records it maintains, by any means of communication to any person or to another agency, except pursuant to a written request by, or with the prior written consent of the individual to whom the record pertains, unless the disclosure is authorized by one or more provisions of 5 U.S.C. 552a(b). | |||||||
| 29:29:4.1.4.1.11.0.26.11 | 29 | Labor | XIV | 1611 | PART 1611—PRIVACY ACT REGULATIONS | § 1611.11 Fees. | EEOC | [71 FR 11309, Mar. 7, 2006] | (a) No fee shall be charged for searches necessary to locate records. No charge shall be made if the total fees authorized are less than $1.00. Fees shall be charged for services rendered under this part as follows: (1) For copies made by photocopy—$0.15 per page (maximum of 10 copies). For copies prepared by computer, such as tapes or printouts, EEOC will charge the direct cost incurred by the agency, including operator time. For other forms of duplication, EEOC will charge the actual costs of that duplication. (2) For attestation of documents—$25.00 per authenticating affidavit or declaration. (3) For certification of documents—$50.00 per authenticating affidavit or declaration. (b) All required fees shall be paid in full prior to issuance of requested copies of records. Fees are payable to “Treasurer of the United States.” | ||||||
| 29:29:4.1.4.1.11.0.26.12 | 29 | Labor | XIV | 1611 | PART 1611—PRIVACY ACT REGULATIONS | § 1611.12 Penalties. | EEOC | The criminal penalties which have been established for violations of the Privacy Act of 1974 are set forth in 5 U.S.C. 552a(i). Penalties are applicable to any officer or employee of the Commission; to contractors and employees of such contractors who enter into contracts with the Commission on or after September 27, 1975, and who are considered to be employees of the Commission within the meaning of 5 U.S.C. 552a(m); and to any person who knowingly and willfully requests or obtains any record concerning an individual from the Commission under false pretenses. | |||||||
| 29:29:4.1.4.1.11.0.26.13 | 29 | Labor | XIV | 1611 | PART 1611—PRIVACY ACT REGULATIONS | § 1611.13 Specific Exemptions—Charge and complaint files. | EEOC | [67 FR 72373, Dec. 5, 2002, as amended at 74 FR 63983, Dec. 7, 2009; 89 FR 11170, Feb. 14, 2024] | Pursuant to subsection (k)(2) of the Act, 5 U.S.C. 552a(k)(2), systems EEOC-1 (Age and Equal Pay Act Discrimination Case Files), EEOC-3 (Title VII, Americans with Disabilities Act, GINA, and PWFA Discrimination Case Files), EEOC-15 (Internal Harassment Inquiries) and EEOC/GOVT-1 (Equal Employment Opportunity Complaint Records and Appeal Records) are exempt from subsections (c)(3), (d), (e)(1), (e)(4)(G), (e)(4)(H), (e)(4)(I), and (f) of the Privacy Act. The Commission has determined to exempt these systems from the above-named provisions of the Privacy Act for the following reasons: (a) The files in these systems contain information obtained by the Commission and other Federal agencies in the course of harassment inquiries, and investigations of charges and complaints that violations of Title VII of the Civil Rights Act, the Age Discrimination in Employment Act, the Equal Pay Act, the Americans with Disabilities Act, the Rehabilitation Act, the Genetic Information Nondiscrimination Act, and the Pregnant Workers Fairness Act have occurred. It would impede the law enforcement activities of the Commission and other agencies if these provisions of the Act applied to such records. (b) The subject individuals of the files in these systems know that the Commission or their employing agencies are maintaining a file on their charge, complaint, or inquiry, and the general nature of the information contained in it. (c) Subject individuals of the files in EEOC-1 (Age and Equal Pay Act Discrimination Case Files), EEOC-3 (Title VII, Americans with Disabilities Act, GINA, and PWFA Discrimination Case Files), and EEOC/GOVT-1 (Equal Employment Opportunity Complaint Records and Appeal Records) have been provided a means of access to their records by the Freedom of Information Act. Subject individuals of the charge files in system EEOC-3 have also been provided a means of access to their records by section 83 of the Commission's Compliance Manual. Subject individuals of the case files in system EEOC/GOVT-1 have also been provide… | ||||||
| 29:29:4.1.4.1.11.0.26.14 | 29 | Labor | XIV | 1611 | PART 1611—PRIVACY ACT REGULATIONS | § 1611.14 Exemptions—Office of Inspector General Files. | EEOC | [67 FR 72374, Dec. 5, 2002] | (a) General. The system of records entitled Office of Inspector General Investigative Files consists, in part, of information compiled by the OIG for the purpose of criminal law enforcement investigations. Therefore, to the extent that information in this system falls within the scope of Exemption (j)(2) of the Privacy Act, 5 U.S.C. 552a(j)(2), this system of records is exempt from the requirements of the following subsections of the Privacy Act, for the reasons stated below. (1) From subsection (c)(3), because release of an accounting of disclosures to an individual who is the subject of an investigation could reveal the nature and scope of the investigation and could result in the altering or destruction of evidence, improper influencing of witnesses, and other evasive actions that could impede or compromise the investigation. (2) From subsection (d)(1), because release of investigative records to an individual who is the subject of an investigation could interfere with pending or prospective law enforcement proceedings, constitute an unwarranted invasion of the personal privacy of third parties, reveal the identity of confidential sources, or reveal sensitive investigative techniques and procedures. (3) From subsection (d)(2), because amendment or correction of investigative records could interfere with pending or prospective law enforcement proceedings, or could impose an impossible administrative and investigative burden by requiring the OIG to continuously retrograde its investigations attempting to resolve questions of accuracy, relevance, timeliness and completeness. (4) From subsection (e)(1), because it is often impossible to determine relevance or necessity of information in the early stages of an investigation. The value of such information is a question of judgment and timing; what appears relevant and necessary when collected may ultimately be evaluated and viewed as irrelevant and unnecessary to an investigation. In addition, the OIG may obtain information concerning the violation of laws oth… | ||||||
| 29:29:4.1.4.1.11.0.26.15 | 29 | Labor | XIV | 1611 | PART 1611—PRIVACY ACT REGULATIONS | § 1611.15 Exemption—EEOC Personnel Security Files. | EEOC | [74 FR 6832, Feb. 11, 2009] | EEOC's system of records entitled EEOC Personnel Security Files contains records that document and support decisions regarding suitability, eligibility and fitness for service of applicants for EEOC employment and contract positions. The records include background investigation records. Pursuant to section (k)(5) of the Privacy Act, 5 U.S.C. 552a(k)(5), this system of records is exempt from the provisions of sections (c)(3) and (d)(1) of the Privacy Act, 5 U.S.C. 552a(c)(3) and (d)(1), but only to the extent that the accounting of disclosures or the disclosure of such material would reveal the identity of a source who furnished information to the government under an express promise that the identity of the source would be held in confidence. | ||||||
| 29:29:4.1.4.1.11.0.26.2 | 29 | Labor | XIV | 1611 | PART 1611—PRIVACY ACT REGULATIONS | § 1611.2 Definitions. | EEOC | For purposes of this part, the terms individual, maintain, record, and system of records shall have the meanings set forth in 5 U.S.C. 552a. | |||||||
| 29:29:4.1.4.1.11.0.26.3 | 29 | Labor | XIV | 1611 | PART 1611—PRIVACY ACT REGULATIONS | § 1611.3 Procedures for requests pertaining to individual records in a record system. | EEOC | [42 FR 7949, Feb. 8, 1977, as amended at 56 FR 29581, June 28, 1991; 74 FR 3430, Jan. 21, 2009] | (a) Any person who wishes to be notified if a system of records maintained by the Commission contains any record pertaining to him or her, or to request access to such record or to request an accounting of disclosures made of such record, shall submit a written request, either in person or by mail, in accordance with the instructions set forth in the system notice published in the Federal Register. The request shall include: (1) The name of the individual making the request; (2) The name of the system of records (as set forth in the system notice to which the request relates); (3) Any other information specified in the system notice; and (4) When the request is for access to records, a statement indicating whether the requester desires to make a personal inspection of the records or be supplied with copies by mail. (b) Requests pertaining to records contained in a system of records established by the Commission and for which the Commission has published a system notice should be submitted to the person or office indicated in the system notice. Requests pertaining to Commission records contained in the government-wide systems of records listed below should be submitted as follows: (1) For systems OPM/GOVT-1 (General Personnel Records), OPM/GOVT-2 (Employee Performance File System Records), OPM/GOVT-3 (Records of Adverse Actions and Actions Based on Unacceptable Performance), OPM/GOVT-5 (Recruiting, Examining and Placement Records), OPM/GOVT-6 (Personnel Research and Test Validation Records), OPM/GOVT-9 (Files on Position Classification Appeals, Job Grading Appeals and Retained Grade or Pay Appeals), OPM/GOVT-10 (Employee Medical File System Records) and DOL/ESA-13 (Office of Workers' Compensation Programs, Federal Employees' Compensation File), to the Director of Personnel Management Services, EEOC, 131 M Street, NE., Washington, DC 20507; (2) For systems OGE/GOVT-1 (Executive Branch Public Financial Disclosure Reports and Other Ethics Program Records), OGE/GOVT-2 (Confidential Statements of Employment an… | ||||||
| 29:29:4.1.4.1.11.0.26.4 | 29 | Labor | XIV | 1611 | PART 1611—PRIVACY ACT REGULATIONS | § 1611.4 Times, places, and requirements for identification of individuals making requests. | EEOC | (a) If a person submitting a request for access under § 1611.3 has asked that the Commission authorize a personal inspection of records pertaining to that person, and the appropriate Commission official has granted that request the requester shall present himself or herself at the time and place specified in the Commission's response or arrange another, mutually convenient time with the appropriate Commission official. (b) Prior to inspection of the records, the requester shall present sufficient personal identification (e.g., driver's license, employee identification card, social security card, credit cards). If the requester is unable to provide such identification, the requester shall complete and sign in the presence of a Commission official a signed statement asserting his or her identity and stipulating that he or she understands that knowingly or willfully seeking or obtaining access to records about another individual under false pretenses is a misdemeanor punishable by fine up to $5,000. (c) Any person who has requested access under § 1611.3 to records through personal inspection, and who wishes to be accompanied by another person or persons during this inspection, shall submit a written statement authorizing disclosure of the record in such person's or person's presence. (d) If an individual submitting a request by mail under § 1611.3 wishes to have copies furnished by mail, he or she must include with the request a signed and notarized statement asserting his or her identity and stipulating that he or she understands that knowlingly or willfully seeking or obtaining access to records about another individual under false pretenses is a misdemeanor punishable by fine up to $5,000. (e) A request filed by the parent of any minor or the legal guardian of any incompetent person shall: state the relationship of the requester to the individual to whom the record pertains; present sufficient identification; and, if not evident from information already available to the Commission, present appropriate proof o… | |||||||
| 29:29:4.1.4.1.11.0.26.5 | 29 | Labor | XIV | 1611 | PART 1611—PRIVACY ACT REGULATIONS | § 1611.5 Disclosure of requested information to individuals. | EEOC | [42 FR 7949, Feb. 8, 1977, as amended at 56 FR 29581, June 28, 1991; ; 74 FR 3430, Jan. 21, 2009; 74 FR 6831, Feb. 11, 2009] | (a) Upon receipt of request for notification as to whether the Commission maintains a record about an individual and/or request for access to such record: (1) The appropriate Commission official shall acknowledge such request in writing within 10 working days of receipt of the request. Wherever practicable, the acknowledgement should contain the notification and/or determination required in paragraph (a) (2) of this section. (2) The appropriate Commission official shall provide, within 30 working days of receipt of the request, written notification to the requester as to the existence of the records and/or a determination as to whether or not access will be granted. In some cases, such as where records have to be recalled from the Federal Records Center, notification and/or a determination of access may be delayed. In the event of such a delay, the Commission official shall inform the requester of this fact, the reasons for the delay, and an estimate of the date on which notification and/or a determination will be forthcoming. (3) If access to a record is granted, the determination shall indicate when and where the record will be available for personal inspection. If a copy of the record has been requested, the Commission official shall mail that copy or retain it at the Commission to present to the individual, upon receipt of a check or money order in an amount computed pursuant to § 1611.11. (4) When access to a record is to be granted, the appropriate Commission official will normally provide access within 30 working days of receipt of the request unless, for good cause shown, he or she is unable to do so, in which case the requester shall be informed within 30 working days of receipt of the request as to those reasons and when it is anticipated that access will be granted. (5) The Commission shall not deny any request under § 1611.3 concerning the existence of records about the requester in any system of records it maintains, or any request for access to such records, unless that system is exempted from … | ||||||
| 29:29:4.1.4.1.11.0.26.6 | 29 | Labor | XIV | 1611 | PART 1611—PRIVACY ACT REGULATIONS | § 1611.6 Special procedures: Medical records. | EEOC | In the event the Commission receives a request pursuant to § 1611.3 for access to medical records (including psychological records) whose disclosure of which the appropriate Commission official determines could be harmful to the individual to whom they relate, he or she may refuse to disclose the records directly to the requester but shall transmit them to a physician designated by that individual. | |||||||
| 29:29:4.1.4.1.11.0.26.7 | 29 | Labor | XIV | 1611 | PART 1611—PRIVACY ACT REGULATIONS | § 1611.7 Request for correction or amendment to record. | EEOC | [42 FR 7949, Feb. 8, 1977, as amended at 56 FR 29581, June 28, 1991] | (a) Any person who wishes to request correction or amendment of any record pertaining to him or her which is contained in a system of records maintained by the Commission, shall submit that request in writing in accordance with the instructions set forth in the system notice for that system of records. If the request is submitted by mail, the envelope should be clearly labeled “Personal Information Amendment.” The request shall include: (1) The name of the individual making the request; (2) The name of the system of records as set forth in the system notice to which the request relates; (3) A description of the nature (e.g., modification, addition or deletion) and substance of the correction or amendment requested; and (4) Any other information specified in the system notice. (b) Any person submitting a request pursuant to paragraph (a) of this section shall include sufficient information in support of that request to allow the Commission to apply the standards set forth in 5 U.S.C. 552a (e). (c) All requests to amend pertaining to personnel records described in § 1611.3(b) shall conform to the requirements of paragraphs (a) and (b) of this section and may be directed to the appropriate officials as indicated in § 1611.3(b). Such requests may also be directed to the system manager specified in the OPM's systems notices. (d) Any person whose request under paragraph (a) of this section is denied may appeal that denial in accordance with § 1611.9(a). | ||||||
| 29:29:4.1.4.1.11.0.26.8 | 29 | Labor | XIV | 1611 | PART 1611—PRIVACY ACT REGULATIONS | § 1611.8 Agency review of request for correction or amendment to record. | EEOC | [42 FR 7949, Feb. 8, 1977, as amended at 56 FR 29581, June 28, 1991] | (a) When the Commission receives a request for amendment or correction under § 1611.7(a), the appropriate Commission official shall acknowledge that request in writing within 10 working days of receipt. He or she shall promptly either: (1) Determine to grant all or any portion of a request for correction or amendment; and: (i) Advise the individual of that determination; (ii) Make the requested correction or amendment; and (iii) Inform any person or agency outside the Commission to whom the record has been disclosed, and where an accounting of that disclosure is maintained in accordance with 5 U.S.C. 552a(c), of the occurrence and substance of the correction or amendments, or; (2) Inform the requester of the refusal to amend the record in accordance with the request; the reason for the refusal; and the procedures whereby the requester can appeal the refusal to the Legal Counsel of the Commission. (b) If the Commission official informs the requester of the determination within the 10-day deadline, a separate acknowledgement is not required. (c) In conducting the review of a request for correction or amendment, the Commission official shall be guided by the requirements of 5 U.S.C. 552a(e). (d) In the event that the Commission receives a notice of correction or amendment from another agency that pertains to records maintained by the Commission, the Commission shall make the appropriate correction or amendment to its records and comply with paragraph (a)(1)(iii) of this section. (e) Requests for amendment or correction of records maintained in the government-wide systems of records listed in § 1611.5(c) shall be governed by the appropriate agency's regulations cited in that paragraph. Requests for amendment or correction of records maintained by other agencies in system EEOC/GOVT-1 shall be governed by the Commission's regulations in this part. | ||||||
| 29:29:4.1.4.1.11.0.26.9 | 29 | Labor | XIV | 1611 | PART 1611—PRIVACY ACT REGULATIONS | § 1611.9 Appeal of initial adverse agency determination on correction or amendment. | EEOC | [56 FR 29582, June 28, 1991, as amended by; 74 FR 3430, Jan. 21, 2009] | (a) If a request for correction or amendment of a record in a system of records established by EEOC is denied, the requester may appeal the determination in writing to the Legal Counsel, EEOC, 131 M Street, NE., Washington, DC 20507. If the request pertains to a record that is contained in the government-wide systems of records listed in § 1611.5(c), an appeal must be made in accordance with the appropriate agency's regulations cited in that paragraph. (b) The Legal Counsel or the Legal Counsel's designee shall make a final determination with regard to an appeal submitted under paragraph (a) of this section not later than 30 working days from the date on which the individual requests a review, unless for good cause shown, this 30-day period is extended and the requester is notified of the reasons for the extension and of the estimated date on which a final determination will be made. Such extensions will be used only in exceptional circumstances and will not normally exceed 30 working days. (c) In conducting the review of an appeal submitted under paragraph (a) of this section, the Legal Counsel or the Legal Counsel's designee shall be guided by the requirements of 5 U.S.C. 552a(e). (d) If the Legal Counsel or the Legal Counsel's designee determines to grant all or any portion of a request on an appeal submitted under paragraph (a) of this section, he or she shall so inform the requester, and the appropriate Commission official shall comply with the procedures set forth in § 1611.8(a)(1)(ii) and (iii). (e) If the Legal Counsel or the Legal Counsel's designee determines in accordance with paragraphs (b) and (c) of this section not to grant all or any portion of a request on an appeal submitted under paragraph (a) of this section, he or she shall inform the requester: (1) Of this determination and the reasons for it; (2) Of the requester's right to file a concise statement of reasons for disagreement with the determination of the Legal Counsel or the Legal Counsel's designee; (3) That such statements of disa… | ||||||
| 29:29:4.1.4.1.12.0.26.1 | 29 | Labor | XIV | 1612 | PART 1612—GOVERNMENT IN THE SUNSHINE ACT REGULATIONS | § 1612.1 Purpose and scope. | EEOC | This part contains the regulations of the Equal Employment Opportunity Commission (hereinafter, the Commission) implementing the Government in the Sunshine Act of 1976, 5 U.S.C. 552b, which entitles the public to the fullest practicable information regarding the decision-making processes of the Commission. The provisions of this part set forth the basic responsibilities of the Commission with regard to the Commission's compliance with the requirements of the Sunshine Act and offers guidance to members of the public who wish to exercise any of the rights established by the Act. | |||||||
| 29:29:4.1.4.1.12.0.26.10 | 29 | Labor | XIV | 1612 | PART 1612—GOVERNMENT IN THE SUNSHINE ACT REGULATIONS | § 1612.10 Recordkeeping requirements. | EEOC | [42 FR 13830, Mar. 14, 1977, as amended at 47 FR 46276, Oct. 18, 1982] | (a) In the case of any meeting or portion(s) thereof to be closed to public observation under the provisions of this part, the following records shall be maintained by the Executive Secretary of the agency: (1) The certification of the Legal Counsel pursuant to § 1612.9 of this part; (2) A statement from the presiding officer of the meeting or portion(s) thereof setting forth the time and place of the meeting, and the persons present; (3) A complete electronic recording adequate to record fully the proceedings of each meeting closed to the public observation, except that in a meeting closed pursuant to paragraph (h) or (j) of § 1612.4, the agency may maintain minutes in lieu of a recording. Such minutes shall fully, and clearly describe all matters discussed and shall provide a full and accurate summary of any actions taken, and the reasons therefor, including a description of each of the views expressed on any item and the record of any roll call vote. All documents considered in connection with any item shall be identified in the minutes. (b) If the agency has determined that the meeting or portion(s) thereof may properly be closed to the public, the electronic recording or minutes shall not be made available to the public until such future time, if any, as it is determined by the Commission upon request, that the reasons for closing the meeting no longer pertain; Provided, however, that any separable portion of a recording or minutes will be made promptly available to the public if that portion does not contain information properly withheld under § 1612.4. (c) The agency shall maintain a copy of the electronic recording or minutes for a period of two years after the meeting, or until one year after the conclusion of the proceeding to which the meeting relates, whichever occurs later. | ||||||
| 29:29:4.1.4.1.12.0.26.11 | 29 | Labor | XIV | 1612 | PART 1612—GOVERNMENT IN THE SUNSHINE ACT REGULATIONS | § 1612.11 Public access to records. | EEOC | All requests for information shall be submitted in writing to the Chairman of the agency. Requests to inspect or copy the electronic recordings or minutes of agency meetings or portions thereof will be considered under the provisions of § 1612.4 of this part. | |||||||
| 29:29:4.1.4.1.12.0.26.12 | 29 | Labor | XIV | 1612 | PART 1612—GOVERNMENT IN THE SUNSHINE ACT REGULATIONS | § 1612.12 Fees. | EEOC | (a) Records provided to the public under this part shall be furnished at the expense of the party requesting copies of the recording or minutes, upon payment of the actual cost of duplication. (b) All required fees shall be paid in full prior to issuance of requested copies of records. Fees are payable to the “Treasurer of the United States.” | |||||||
| 29:29:4.1.4.1.12.0.26.13 | 29 | Labor | XIV | 1612 | PART 1612—GOVERNMENT IN THE SUNSHINE ACT REGULATIONS | § 1612.13 Meetings closed by regulation. | EEOC | (a) This paragraph constitutes the Commission's regulation promulgated pursuant to paragraph (d)(4) of the Government in the Sunshine Act and may be invoked by the agency to close meetings or portions thereof where the subject matter of such meeting or portion of a meeting is likely to involve: (1) Matters pertaining to the issuance of subpoenas; (2) Subpoena modification and revocation requests, and (3) The Agency's participation in civil actions or proceedings pertaining thereto. (b) When closing a meeting or portion thereof under the Commission's regulation set forth in paragraph (a) of this section, a majority of the Commission membership shall vote at or before the beginning of such meeting or portion thereof to do so. The vote to close a meeting by regulation shall be recorded and made publicly available. (c) The Commission's determination to promulgate the regulation in paragraph (a) of this section is based upon a review of the agenda of Commission meetings for the two years prior to the promulgation of these regulations. (1) Since the Commission's practice of conducting weekly meetings began in 1975, proposed litigation against title VII respondents has been a regular agenda item. The tenth exemption of the Government in the Sunshine Act, 5 U.S.C. 552b(c)(10), exempts the discussion of these matters from the open meeting requirements of the Act. (2) Thus, the Commission has determined that a majority of its meetings or portions thereof may properly be closed to the public under the tenth exemption of the Sunshine Act, and that paragraph (d)(4) of the Sunshine Act is properly relied upon in promulgating the Commission's regulation in paragraph (a) of this section. | |||||||
| 29:29:4.1.4.1.12.0.26.14 | 29 | Labor | XIV | 1612 | PART 1612—GOVERNMENT IN THE SUNSHINE ACT REGULATIONS | § 1612.14 Judicial review. | EEOC | Any person may bring an action in a United States District Court to challenge or enforce the provisions of this part. Such action may be brought prior to or within sixty (60) calendar days after the meeting in question, except that if proper public announcement of the meeting is not made, the action may be instituted at any time within sixty (60) days after such announcement is made. An action may be brought where the agency meeting was held or in the District of Columbia. | |||||||
| 29:29:4.1.4.1.12.0.26.2 | 29 | Labor | XIV | 1612 | PART 1612—GOVERNMENT IN THE SUNSHINE ACT REGULATIONS | § 1612.2 Definitions. | EEOC | The following definitions apply for purposes of this part: (a) The term agency means the Equal Employment Opportunity Commission and any subdivision thereof authorized to act on its behalf. (b) The term meeting means the deliberations of at least three of the members of the agency, which is a quorum of Commissioners, where such deliberations determine or result in the joint conduct or disposition of official agency business (including conference calls), but does not include: (1) Individual members' consideration of official agency business circulated to the members in writing for disposition by notation or other separate, sequential consideration of Commission business by Commissioners, (2) Deliberations to decide whether a meeting or portion(s) of a meeting or series of meetings should be open or closed. (3) Deliberations to decide whether to withhold from disclosure information pertaining to a meeting or portions of a meeting or a series of meetings, or (4) Deliberations pertaining to any change in any meeting or to changes in the public announcement of such meeting. (c) The term member means each Commissioner of the agency. (d) The term entire membership means the number of members holding office at the time of the meeting in question. (e) The term person means any individual, partnership, corporation, association, or public or private organization. (f) The term public observation means attendance at any meeting open to the public but does not include participation, or attempted participation, in such meeting in any manner. | |||||||
| 29:29:4.1.4.1.12.0.26.3 | 29 | Labor | XIV | 1612 | PART 1612—GOVERNMENT IN THE SUNSHINE ACT REGULATIONS | § 1612.3 Open meeting policy. | EEOC | (a) All meetings of the Commission shall be conducted in accordance with the provisions of this part. (b) Except as otherwise provided in § 1612.4, every portion of every meeting shall be open to public observation. Public observation does not include participation or disruptive conduct by observers. Any attempted participation or disruptive conduct by observers shall be cause for removal of persons so engaged at the discretion of the presiding member of the agency. (c) When holding open meetings, the Commission shall provide ample space, sufficient visibility, and adequate acoustics for persons in attendance at the meeting. (d) Observers may take still photographs and use portable sound recorders which do not require electrical outlets. Persons may take pictures only at the beginning of a meeting and may not use flash equipment. Permission to use non-battery operated sound recorders and visual recorders must be sought reasonably in advance of a meeting. Such request must be made in writing to the Commission through the Office of the Executive Secretariat. The Commission may permit such activities to be conducted under specified limitations which insure proper decorum and minimum interference with the meeting. In all cases, audio or visual recording shall not disrupt or otherwise impede the meeting. | |||||||
| 29:29:4.1.4.1.12.0.26.4 | 29 | Labor | XIV | 1612 | PART 1612—GOVERNMENT IN THE SUNSHINE ACT REGULATIONS | § 1612.4 Exemptions to open meeting policy. | EEOC | Except in a case where the agency finds that the public interest requires otherwise, the provisions of § 1612.3 shall not apply to any meeting or portion of a meeting or portion of a meeting where the agency determines that an open meeting or the disclosure of information from such meeting or portions of a meeting is likely to: (a) Disclose matters that are (1) specifically authorized under criteria established by an Executive Order to be kept secret in the interests of national defense or foreign policy and (2) in fact properly classified pursuant to such Executive Order; (b) Relate solely to the internal personnel rules and practices of the agency; (c) Disclose matters specifically exempted from disclosure by statute (other than the Freedom of Information Act, 5 U.S.C. 552), provided that such statute (1) requires that the matters be withheld from the public in such a manner as to leave no discretion on the issue, or (2) establishes particular criteria for withholding or refers to particular types of matters to be withheld; (d) Disclose trade secrets and commercial or financial information obtained from a person and privileged or confidential; (e) Involve accusing any person of a crime or formally censuring any person; (f) Disclose information of a personal nature where disclosure would constitute a clearly unwarranted invasion of personal privacy; (g) Disclose investigatory records compiled for law enforcement purposes, or information which if written would be contained in such records, but only to the extent that the production of such records or information would (1) interfere with enforcement proceedings, (2) deprive a persons of a right to a fair trial or an impartial adjudication, (3) constitute an unwarranted invasion of personal privacy, (4) disclose the identity of a confidential source, and, in the case of a record compiled by a criminal law enforcement authority in the course of a criminal investigation, or by an agency conducting a lawful national security intelligence investigation, confiden… | |||||||
| 29:29:4.1.4.1.12.0.26.5 | 29 | Labor | XIV | 1612 | PART 1612—GOVERNMENT IN THE SUNSHINE ACT REGULATIONS | § 1612.5 Closed meeting procedures: agency initiated requests. | EEOC | [42 FR 13830, Mar. 14, 1977, as amended at 47 FR 46276, Oct. 18, 1982] | (a) Any member of the agency, the Legal Counsel, or any other Commission official submitting an agenda item for the subject meeting may request that any meeting or portion thereof be closed to public observation for any of the reasons provided in § 1612.4 of this part by submitting a request in writing to the Commission through the Office of the Executive Secretariat no later than fourteen (14) calendar days prior to the meeting. (b) Upon receipt of any request made under paragraph (a) of this section, the Executive Secretary shall submit the request to the Legal Counsel for certification in accordance with § 1612.9 of this part. (c) No later than seven (7) calendar days prior to the scheduled meeting the members of the agency shall, upon consideration of the request submitted and consideration of the certified opinion of the Legal Counsel, determine by recorded vote whether to close the meeting or portion of the meeting to public observation. The members may vote less than seven days prior to the scheduled meeting where: (1) A majority of the members of the Commission determines by recorded vote that agency business requires that any such meeting or series of meetings be held at an earlier date. (2) A meeting is closed under the Commission's regulation as set forth in § 1612.13(a) of this part. (3) A meeting is closed pursuant to a request made under § 1612.6 of this part and submitted less than seven days prior to the meeting. (4) There is a need to change the subject matter or the determination to open or close a meeting previously announced. (d) The Commissioner shall, at the same time, vote on whether to withhold any information pertaining to the meeting and otherwise required to be announced (§ 1612.7(a)(3)) or made publicly available (paragraphs (f) (2) and (3) of this section). (e) A meeting, portion of a meeting, or series of meetings may be closed to public observation only when a majority of the entire agency membership votes to take such action. Information pertaining to a meeting, portion of … | ||||||
| 29:29:4.1.4.1.12.0.26.6 | 29 | Labor | XIV | 1612 | PART 1612—GOVERNMENT IN THE SUNSHINE ACT REGULATIONS | § 1612.6 Closed meeting procedures: request initiated by an interested person. | EEOC | [42 FR 13830, Mar. 14, 1977, as amended at 47 FR 46276, Oct. 18, 1982; 74 FR 3430, Jan. 21, 2009] | (a) Any person as defined in § 1612.2 of this part whose interest may be directly affected by a portion of a meeting may request that the agency close that portion of the meeting to the public for any of the reasons listed in § 1612.4(e), (f) or (g). (b) Any person described in paragraph (a) of this section who submits a request that a portion of a meeting be closed, shall submit such request to the Chairman of the agency at the following address: the Equal Employment Opportunity Commission, 131 M Street NE., Washington, DC 20507. Such person shall state with particularity that portion of a meeting sought to be closed and the reasons for such request. (c) The Chairman, upon receipt of any request made under paragraph (a) of this section, shall furnish a copy of the request to: (1) Each member of the agency. (2) The Legal Counsel for certification in accordance with § 1612.9 of this part. (d) Any member of the agency may request agency action upon such request. (e) The Commission shall, upon the request of any one of its members and consideration of the certified opinion of the Legal Counsel, determine by recorded vote whether to close such meeting or portion thereof. (f) The Chairman of the Commission shall promptly communicate to any person making a request to close a meeting or portion of a meeting under this section the agency's final disposition of such request. | ||||||
| 29:29:4.1.4.1.12.0.26.7 | 29 | Labor | XIV | 1612 | PART 1612—GOVERNMENT IN THE SUNSHINE ACT REGULATIONS | § 1612.7 Public announcement of agency meetings. | EEOC | [42 FR 13830, Mar. 14, 1977, as amended at 55 FR 8140, Mar. 7, 1990; 74 FR 3430, Jan. 21, 2009; 74 FR 42025, Aug. 20, 2009; 87 FR 14799, Mar. 16, 2022] | (a) Public announcement of each meeting by the agency shall be accomplished by recorded telephone message at telephone number (202) 921-2750, and by posting such announcements on the Commission's public Web site located at http://www.eeoc.gov not later than one week prior to commencement of a meeting or the commencement of the first meeting in a series of meetings, except as otherwise provided in this section, and shall disclose: (1) The time of the meeting. (2) The place of the meeting. (3) The subject matter of each portion of the meeting or series of meetings. (4) Whether any portion(s) of a meeting will be open or closed to public observation. (5) The name and telephone number of an official designated to respond to requests for information about the meeting. (b) Where a meeting is closed to the public, the agency may withhold and not announce the information specified in paragraph (a)(3) of this section, if and to the extent that it finds that such action is justified under § 1612.4. Information shall be withheld only by a recorded vote of a majority of the entire membership of the agency. (c) The announcement described in paragraph (a) of this section may be accomplished less than one week prior to the commencement of any meeting or series of meetings where: (1) A majority of the members of the Commission determines by recorded vote that agency business requires that any such meeting or series of meetings be held at an earlier date. (2) A meeting is closed under the Commission's regulation as set forth in § 1612.13(a) of this part. (3) A meeting is closed pursuant to a request made under § 1612.6 of this part and submitted less than seven days prior to the meeting. (4) There has been a change in the subject matter or determination to open or close a meeting previously announced. In these instances, the agency shall make public announcement at the earliest practicable time. (d) Immediately following any public announcement accomplished under the provisions of this section, the agency shall sub… | ||||||
| 29:29:4.1.4.1.12.0.26.8 | 29 | Labor | XIV | 1612 | PART 1612—GOVERNMENT IN THE SUNSHINE ACT REGULATIONS | § 1612.8 Public announcement of changes in meetings. | EEOC | (a) The agency is required to make a public announcement of any changes in its meeting or portion(s) thereof. If, after the announcement provided for in § 1612.7, the time or place of a meeting is changed or the meeting is cancelled, the agency will announce the change at the earliest practicable time. The subject matter or the determination to open or close the meeting may be changed only if (1) a majority of the entire membership of the agency determines by recorded vote that agency business so requires and that no earlier announcement of the change was possible and (2) the agency publicly announces the change and the vote of each member upon such change at the earliest practicable time. (b) Immediately following any public announcement of any change accomplished under the provisions of this section, the agency shall submit a notice for publication in the Federal Register disclosing: (1) The time of the meeting. (2) The place of the meeting. (3) The subject matter of each portion of each meeting or series of meetings. (4) Whether any portion(s) of a meeting is open or closed to public observation. (5) Any change in paragraphs (b) (1), (2), (3), or (4) of this section. (6) The name and telephone number of the official designated to respond to requests for information about any meeting. | |||||||
| 29:29:4.1.4.1.12.0.26.9 | 29 | Labor | XIV | 1612 | PART 1612—GOVERNMENT IN THE SUNSHINE ACT REGULATIONS | § 1612.9 Legal Counsel's certification in closing a meeting. | EEOC | [42 FR 13830, Mar. 14, 1977, as amended at 47 FR 46276, Oct. 18, 1982] | (a) Upon any proper request made pursuant to this part, that the agency close a meeting or portion(s) thereof, the Legal Counsel shall certify in writing to the agency, whether in his or her opinion the closing of a meeting or portion(s) thereof is proper under the provisions of this part and the terms of the Government in the Sunshine Act (5 U.S.C. 552b). If, in the opinion of the Legal Counsel, a meeting or portion(s) thereof is proper for closing under this part and the terms of the Government in the Sunshine Act, his or her certification of that opinion shall cite each applicable particular exemption of that Act and provision of this part. (b) A copy of the certification of the Legal Counsel as described in paragraph (a) of this section together with a statement of the presiding officer of the meeting setting forth the time and place of the relevant meeting or meetings, and the persons present, shall be maintained by the agency in a public file. | ||||||
| 29:29:4.1.4.1.13.1.26.1 | 29 | Labor | XIV | 1614 | PART 1614—FEDERAL SECTOR EQUAL EMPLOYMENT OPPORTUNITY | A | Subpart A—Agency Program To Promote Equal Employment Opportunity | § 1614.101 General policy. | EEOC | [89 FR 11171, Feb. 14, 2024] | (a) It is the policy of the Government of the United States to provide equal opportunity in employment for all persons, to prohibit discrimination in employment because of race; color; religion; sex; national origin; age; disability; genetic information; or pregnancy, childbirth, or related medical conditions; and to promote the full realization of equal employment opportunity through a continuing affirmative program in each agency. (b) No person shall be subject to retaliation for opposing any practice made unlawful by title VII of the Civil Rights Act (title VII) (42 U.S.C. 2000e et seq. ), the Age Discrimination in Employment Act (ADEA) (29 U.S.C. 621 et seq. ), the Equal Pay Act (29 U.S.C. 206(d)), the Rehabilitation Act (29 U.S.C. 791 et seq. ), the Genetic Information Nondiscrimination Act (GINA) (42 U.S.C. 2000ff et seq. ), or the Pregnant Workers Fairness Act (PWFA) (42 U.S.C. 2000gg et seq. ) or for participating in any stage of administrative or judicial proceedings under those statutes. | ||||
| 29:29:4.1.4.1.13.1.26.10 | 29 | Labor | XIV | 1614 | PART 1614—FEDERAL SECTOR EQUAL EMPLOYMENT OPPORTUNITY | A | Subpart A—Agency Program To Promote Equal Employment Opportunity | § 1614.110 Final action by agencies. | EEOC | [64 FR 37657, July 12, 1999, as amended at 88 FR 57881, Aug. 24, 2023] | (a) Final action by an agency following a decision by an administrative judge. When an administrative judge has issued a decision under § 1614.109(b), (g) or (i), the agency shall take final action on the complaint by issuing a final order within 40 days of receipt of the hearing file and the administrative judge's decision. The final order shall notify the complainant whether or not the agency will fully implement the decision of the administrative judge and shall contain notice of the complainant's right to appeal to the Equal Employment Opportunity Commission, the right to file a civil action in federal district court, the name of the proper defendant in any such lawsuit and the applicable time limits for appeals and lawsuits. If the final order does not fully implement the decision of the administrative judge, then the agency shall simultaneously file an appeal in accordance with § 1614.403 and append a copy of the appeal to the final order. A copy of EEOC Form 573 shall be attached to the final order. (b) Final action by an agency in all other circumstances. When an agency dismisses an entire complaint under § 1614.107, receives a request for an immediate final decision or does not receive a reply to the notice issued under § 1614.108(f), the agency shall take final action by issuing a final decision. The final decision shall consist of findings by the agency on the merits of each issue in the complaint, or, as appropriate, the rationale for dismissing any claims in the complaint and, when discrimination is found, appropriate remedies and relief in accordance with subpart E of this part. The agency shall issue the final decision within 60 days of receiving notification that a complainant has requested an immediate decision from the agency, or within 60 days of the end of the 30-day period for the complainant to request a hearing or an immediate final decision where the complainant has not requested either a hearing or a decision. The final action shall contain notice of the right to appeal the final act… | ||||
| 29:29:4.1.4.1.13.1.26.2 | 29 | Labor | XIV | 1614 | PART 1614—FEDERAL SECTOR EQUAL EMPLOYMENT OPPORTUNITY | A | Subpart A—Agency Program To Promote Equal Employment Opportunity | § 1614.102 Agency program. | EEOC | [57 FR 12646, Apr. 10, 1992, as amended at 64 FR 37655, July 12, 1999; 67 FR 35735, May 21, 2002; 74 FR 63984, Dec. 7, 2009; 77 FR 43504, July 25, 2012; 89 FR 11171, Feb. 14, 2024] | (a) Each agency shall maintain a continuing affirmative program to promote equal opportunity and to identify and eliminate discriminatory practices and policies. In support of this program, the agency shall: (1) Provide sufficient resources to its equal employment opportunity program to ensure efficient and successful operation; (2) Provide for the prompt, fair and impartial processing of complaints in accordance with this part and the instructions contained in the Commission's Management Directives; (3) Conduct a continuing campaign to eradicate every form of prejudice or discrimination from the agency's personnel policies, practices and working conditions; (4) Communicate the agency's equal employment opportunity policy and program and its employment needs to all sources of job candidates without regard to race; color; religion; sex; national origin; age; disability; genetic information; or pregnancy, childbirth, or related medical conditions; and solicit their recruitment assistance on a continuing basis; (5) Review, evaluate and control managerial and supervisory performance in such a manner as to insure a continuing affirmative application and vigorous enforcement of the policy of equal opportunity, and provide orientation, training and advice to managers and supervisors to assure their understanding and implementation of the equal employment opportunity policy and program; (6) Take appropriate disciplinary action against employees who engage in discriminatory practices; (7) Make reasonable accommodation to the religious needs of applicants and employees when those accommodations can be made without undue hardship on the business of the agency; (8) Make reasonable accommodation to the known physical or mental limitations of qualified applicants and employees with handicaps unless the accommodation would impose an undue hardship on the operation of the agency's program; (9) Provide recognition to employees, supervisors, managers and units demonstrating superior accomplishment in equal employment oppo… | ||||
| 29:29:4.1.4.1.13.1.26.3 | 29 | Labor | XIV | 1614 | PART 1614—FEDERAL SECTOR EQUAL EMPLOYMENT OPPORTUNITY | A | Subpart A—Agency Program To Promote Equal Employment Opportunity | § 1614.103 Complaints of discrimination covered by this part. | EEOC | [57 FR 12646, Apr. 10, 1992, as amended at 64 FR 37655, July 12, 1999; 74 FR 63984, Dec. 7, 2009; 77 FR 43504, July 25, 2012; 89 FR 11171, Feb. 14, 2024] | (a) Individual and class complaints of employment discrimination and retaliation prohibited by title VII (discrimination on the basis of race, color, religion, sex and national origin), the ADEA (discrimination on the basis of age when the aggrieved individual is at least 40 years of age), the Rehabilitation Act (discrimination on the basis of disability), the Equal Pay Act (sex-based wage discrimination), GINA (discrimination on the basis of genetic information), or the PWFA (discrimination on the basis of pregnancy, childbirth, or related medical conditions) shall be processed in accordance with this part. Complaints alleging retaliation prohibited by these statutes are considered to be complaints of discrimination for purposes of this part. (b) This part applies to: (1) Military departments as defined in 5 U.S.C. 102; (2) Executive agencies as defined in 5 U.S.C. 105; (3) The United States Postal Service, Postal Rate Commission and Tennessee Valley Authority; (4) All units of the judicial branch of the Federal government having positions in the competitive service, except for complaints under the Rehabilitation Act; (5) The National Oceanic and Atmospheric Administration Commissioned Corps; (6) The Government Printing Office except for complaints under the Rehabilitation Act; and (7) The Smithsonian Institution. (c) Within the covered departments, agencies and units, this part applies to all employees and applicants for employment, and to all employment policies or practices affecting employees or applicants for employment including employees and applicants who are paid from nonappropriated funds, unless otherwise excluded. (d) This part does not apply to: (1) Uniformed members of the military departments referred to in paragraph (b)(1) of this section: (2) Employees of the General Accounting Office; (3) Employees of the Library of Congress; (4) Aliens employed in positions, or who apply for positions, located outside the limits of the United States; or (5) Equal Pay Act complaints of employees … | ||||
| 29:29:4.1.4.1.13.1.26.4 | 29 | Labor | XIV | 1614 | PART 1614—FEDERAL SECTOR EQUAL EMPLOYMENT OPPORTUNITY | A | Subpart A—Agency Program To Promote Equal Employment Opportunity | § 1614.104 Agency processing. | EEOC | (a) Each agency subject to this part shall adopt procedures for processing individual and class complaints of discrimination that include the provisions contained in §§ 1614.105 through 1614.110 and in § 1614.204, and that are consistent with all other applicable provisions of this part and the instructions for complaint processing contained in the Commission's Management Directives. (b) The Commission shall periodically review agency resources and procedures to ensure that an agency makes reasonable efforts to resolve complaints informally, to process complaints in a timely manner, to develop adequate factual records, to issue decisions that are consistent with acceptable legal standards, to explain the reasons for its decisions, and to give complainants adequate and timely notice of their rights. | |||||
| 29:29:4.1.4.1.13.1.26.5 | 29 | Labor | XIV | 1614 | PART 1614—FEDERAL SECTOR EQUAL EMPLOYMENT OPPORTUNITY | A | Subpart A—Agency Program To Promote Equal Employment Opportunity | § 1614.105 Pre-complaint processing. | EEOC | [57 FR 12646, Apr. 10, 1992, as amended at 64 FR 37656, July 12, 1999; 74 FR 63984, Dec. 7, 2009; 89 FR 11171, Feb. 14, 2024] | (a) Aggrieved persons who believe they have been discriminated against on the basis of race; color; religion; sex; national origin; age; disability; genetic information; or pregnancy, childbirth, or related medical conditions must consult a Counselor prior to filing a complaint in order to try to informally resolve the matter. (1) An aggrieved person must initiate contact with a Counselor within 45 days of the date of the matter alleged to be discriminatory or, in the case of personnel action, within 45 days of the effective date of the action. (2) The agency or the Commission shall extend the 45-day time limit in paragraph (a)(1) of this section when the individual shows that he or she was not notified of the time limits and was not otherwise aware of them, that he or she did not know and reasonably should not have been known that the discriminatory matter or personnel action occurred, that despite due diligence he or she was prevented by circumstances beyond his or her control from contacting the counselor within the time limits, or for other reasons considered sufficient by the agency or the Commission. (b)(1) At the initial counseling session, Counselors must advise individuals in writing of their rights and responsibilities, including the right to request a hearing or an immediate final decision after an investigation by the agency in accordance with § 1614.108(f), election rights pursuant to §§ 1614.301 and 1614.302, the right to file a notice of intent to sue pursuant to § 1614.201(a) and a lawsuit under the ADEA instead of an administrative complaint of age discrimination under this part, the duty to mitigate damages, administrative and court time frames, and that only the claims raised in precomplaint counseling (or issues or claims like or related to issues or claims raised in pre-complaint counseling) may be alleged in a subsequent complaint filed with the agency. Counselors must advise individuals of their duty to keep the agency and Commission informed of their current address and to serve copies … | ||||
| 29:29:4.1.4.1.13.1.26.6 | 29 | Labor | XIV | 1614 | PART 1614—FEDERAL SECTOR EQUAL EMPLOYMENT OPPORTUNITY | A | Subpart A—Agency Program To Promote Equal Employment Opportunity | § 1614.106 Individual complaints. | EEOC | [57 FR 12646, Apr. 10, 1992, as amended at 64 FR 37656, July 12, 1999] | (a) A complaint must be filed with the agency that allegedly discriminated against the complainant. (b) A complaint must be filed within 15 days of receipt of the notice required by § 1614.105 (d), (e) or (f). (c) A complaint must contain a signed statement from the person claiming to be aggrieved or that person's attorney. This statement must be sufficiently precise to identify the aggrieved individual and the agency and to describe generally the action(s) or practice(s) that form the basis of the complaint. The complaint must also contain a telephone number and address where the complainant or the representative can be contacted. (d) A complainant may amend a complaint at any time prior to the conclusion of the investigation to include issues or claims like or related to those raised in the complaint. After requesting a hearing, a complainant may file a motion with the administrative judge to amend a complaint to include issues or claims like or related to those raised in the complaint. (e) The agency shall acknowledge receipt of a complaint or an amendment to a complaint in writing and inform the complainant of the date on which the complaint or amendment was filed. The agency shall advise the complainant in the acknowledgment of the EEOC office and its address where a request for a hearing shall be sent. Such acknowledgment shall also advise the complainant that: (1) The complainant has the right to appeal the final action on or dismissal of a complaint; and (2) The agency is required to conduct an impartial and appropriate investigation of the complaint within 180 days of the filing of the complaint unless the parties agree in writing to extend the time period. When a complaint has been amended, the agency shall complete its investigation within the earlier of 180 days after the last amendment to the complaint or 360 days after the filing of the original complaint, except that the complainant may request a hearing from an administrative judge on the consolidated complaints any time after 180 days from … | ||||
| 29:29:4.1.4.1.13.1.26.7 | 29 | Labor | XIV | 1614 | PART 1614—FEDERAL SECTOR EQUAL EMPLOYMENT OPPORTUNITY | A | Subpart A—Agency Program To Promote Equal Employment Opportunity | § 1614.107 Dismissals of complaints. | EEOC | [57 FR 12646, Apr. 10, 1992, as amended at 64 FR 37656, July 12, 1999; 77 FR 43504, July 25, 2012] | (a) Prior to a request for a hearing in a case, the agency shall dismiss an entire complaint: (1) That fails to state a claim under § 1614.103 or § 1614.106(a) or states the same claim that is pending before or has been decided by the agency or Commission; (2) That fails to comply with the applicable time limits contained in §§ 1614.105, 1614.106 and 1614.204(c), unless the agency extends the time limits in accordance with § 1614.604(c), or that raises a matter that has not been brought to the attention of a Counselor and is not like or related to a matter that has been brought to the attention of a Counselor; (3) That is the basis of a pending civil action in a United States District Court in which the complainant is a party provided that at least 180 days have passed since the filing of the administrative complaint, or that was the basis of a civil action decided by a United States District Court in which the complainant was a party; (4) Where the complainant has raised the matter in a negotiated grievance procedure that permits allegations of discrimination or in an appeal to the Merit Systems Protection Board and § 1614.301 or § 1614.302 indicates that the complainant has elected to pursue the non-EEO process; (5) That is moot or alleges that a proposal to take a personnel action, or other preliminary step to taking a personnel action, is discriminatory, unless the complaint alleges that the proposal or preliminary step is retaliatory; (6) Where the complainant cannot be located, provided that reasonable efforts have been made to locate the complainant and the complainant has not responded within 15 days to a notice of proposed dismissal sent to his or her last known address; (7) Where the agency has provided the complainant with a written request to provide relevant information or otherwise proceed with the complaint, and the complainant has failed to respond to the request within 15 days of its receipt or the complainant's response does not address the agency's request, provided that the request incl… | ||||
| 29:29:4.1.4.1.13.1.26.8 | 29 | Labor | XIV | 1614 | PART 1614—FEDERAL SECTOR EQUAL EMPLOYMENT OPPORTUNITY | A | Subpart A—Agency Program To Promote Equal Employment Opportunity | § 1614.108 Investigation of complaints. | EEOC | [57 FR 12646, Apr. 10, 1992, as amended at 64 FR 37656, July 12, 1999; 77 FR 43505, July 25, 2012; 88 FR 57881, Aug. 24, 2023] | (a) The investigation of complaints shall be conducted by the agency against which the complaint has been filed. (b) In accordance with instructions contained in Commission Management Directives, the agency shall develop an impartial and appropriate factual record upon which to make findings on the claims raised by the written complaint. An appropriate factual record is one that allows a reasonable fact finder to draw conclusions as to whether discrimination occurred. Agencies may use an exchange of letters or memoranda, interrogatories, investigations, fact-finding conferences or any other fact-finding methods that efficiently and thoroughly address the matters at issue. Agencies are encouraged to incorporate alternative dispute resolution techniques into their investigative efforts in order to promote early resolution of complaints. (c) The procedures in paragraphs (c) (1) through (3) of this section apply to the investigation of complaints: (1) The complainant, the agency, and any employee of a Federal agency shall produce such documentary and testimonial evidence as the investigator deems necessary. (2) Investigators are authorized to administer oaths. Statements of witnesses shall be made under oath or affirmation or, alternatively, by written statement under penalty of perjury. (3) When the complainant, or the agency against which a complaint is filed, or its employees fail without good cause shown to respond fully and in timely fashion to requests for documents, records, comparative data, statistics, affidavits, or the attendance of witness(es), the investigator may note in the investigative record that the decisionmaker should, or the Commission on appeal may, in appropriate circumstances: (i) Draw an adverse inference that the requested information, or the testimony of the requested witness, would have reflected unfavorably on the party refusing to provide the requested information; (ii) Consider the matters to which the requested information or testimony pertains to be established in favor of the… | ||||
| 29:29:4.1.4.1.13.1.26.9 | 29 | Labor | XIV | 1614 | PART 1614—FEDERAL SECTOR EQUAL EMPLOYMENT OPPORTUNITY | A | Subpart A—Agency Program To Promote Equal Employment Opportunity | § 1614.109 Hearings. | EEOC | [57 FR 12646, Apr. 10, 1992, as amended at 64 FR 37657, July 12, 1999; 77 FR 43505, July 25, 2012; 88 FR 57881, Aug. 24, 2023] | (a) When a complainant requests a hearing, the Commission shall appoint an administrative judge to conduct a hearing in accordance with this section. Upon appointment, the administrative judge shall assume full responsibility for the adjudication of the complaint, including overseeing the development of the record. Any hearing will be conducted by an administrative judge or hearing examiner with appropriate security clearances. (b) Dismissals. Administrative judges may dismiss complaints pursuant to § 1614.107, on their own initiative, after notice to the parties, or upon an agency's motion to dismiss a complaint. (c) Offer of resolution. (1) Any time after the filing of the written complaint but not later than the date an administrative judge is appointed to conduct a hearing, the agency may make an offer of resolution to a complainant who is represented by an attorney. (2) Any time after the parties have received notice that an administrative judge has been appointed to conduct a hearing, but not later than 30 days prior to the hearing, the agency may make an offer of resolution to the complainant, whether represented by an attorney or not. (3) The offer of resolution shall be in writing and shall include a notice explaining the possible consequences of failing to accept the offer. The agency's offer, to be effective, must include attorney's fees and costs and must specify any non-monetary relief. With regard to monetary relief, an agency may make a lump sum offer covering all forms of monetary liability, or it may itemize the amounts and types of monetary relief being offered. The complainant shall have 30 days from receipt of the offer of resolution to accept it. If the complainant fails to accept an offer of resolution and the relief awarded in the administrative judge's decision, the agency's final decision, or the Commission decision on appeal is not more favorable than the offer, then, except where the interest of justice would not be served, the complainant shall not receive payment from the agen… | ||||
| 29:29:4.1.4.1.13.2.26.1 | 29 | Labor | XIV | 1614 | PART 1614—FEDERAL SECTOR EQUAL EMPLOYMENT OPPORTUNITY | B | Subpart B—Provisions Applicable to Particular Complaints | § 1614.201 Age Discrimination in Employment Act. | EEOC | [57 FR 12646, Apr. 10, 1992, as amended at 64 FR 37658, July 12, 1999; 74 FR 3430, Jan. 21, 2009; 85 FR 35561, June 11, 2020] | (a) As an alternative to filing a complaint under this part, an aggrieved individual may file a civil action in a United States district court under the ADEA against the head of an alleged discriminating agency after giving the Commission not less than 30 days' notice of the intent to file such an action. Such notice must be filed in writing with EEOC, at P.O. Box 77960, Washington, DC 20013, or by personal delivery or facsimile within 180 days of the occurrence of the alleged unlawful practice. (b) The Commission may exempt a position from the provisions of the ADEA if the Commission establishes a maximum age requirement for the position on the basis of a determination that age is a bona fide occupational qualification necessary to the performance of the duties of the position. | ||||
| 29:29:4.1.4.1.13.2.26.2 | 29 | Labor | XIV | 1614 | PART 1614—FEDERAL SECTOR EQUAL EMPLOYMENT OPPORTUNITY | B | Subpart B—Provisions Applicable to Particular Complaints | § 1614.202 Equal Pay Act. | EEOC | (a) In its enforcement of the Equal Pay Act, the Commission has the authority to investigate an agency's employment practices on its own initiative at any time in order to determine compliance with the provisions of the Act. The Commission will provide notice to the agency that it will be initiating an investigation. (b) Complaints alleging violations of the Equal Pay Act shall be processed under this part. | |||||
| 29:29:4.1.4.1.13.2.26.3 | 29 | Labor | XIV | 1614 | PART 1614—FEDERAL SECTOR EQUAL EMPLOYMENT OPPORTUNITY | B | Subpart B—Provisions Applicable to Particular Complaints | § 1614.203 Rehabilitation Act. | EEOC | [82 FR 677, Jan. 3, 2017] | (a) Definitions. The following definitions apply for purposes of this section: (1) The term ADA means title I of the Americans with Disabilities Act of 1990, as amended (42 U.S.C. 12101 through 12117), title V of the Americans with Disabilities Act, as amended (42 U.S.C. 12201 through 12213), as it applies to employment, and the regulations of the Equal Employment Opportunity Commission implementing titles I and V of the ADA at part 1630 of this chapter. (2) The term disability means disability as defined under § 1630.2(g) through (l) of this chapter. (3) The term hiring authority that takes disability into account means a hiring authority that permits an agency to consider disability status during the hiring process, including the hiring authority for individuals with intellectual disabilities, severe physical disabilities, or psychiatric disabilities, as set forth at 5 CFR 213.3102(u); the Veterans' Recruitment Appointment authority, as set forth at 5 CFR part 307; and the 30% or More Disabled Veteran authority, as set forth at 5 CFR 316.302(b)(4), 316.402(b)(4). (4) The term personal assistance service provider means an employee or independent contractor whose primary job functions include provision of personal assistance services. (5) The term personal assistance services means assistance with performing activities of daily living that an individual would typically perform if he or she did not have a disability, and that is not otherwise required as a reasonable accommodation, including, for example, assistance with removing and putting on clothing, eating, and using the restroom. (6) The term Plan means an affirmative action plan for the hiring, placement, and advancement of individuals with disabilities, as required under 29 U.S.C. 791(b). (7) The term Schedule A hiring authority for persons with certain disabilities means the hiring authority for individuals with intellectual disabilities, severe physical disabilities, or psychiatric disabilities, as set forth at 5 CFR 213.3102(u). … | ||||
| 29:29:4.1.4.1.13.2.26.4 | 29 | Labor | XIV | 1614 | PART 1614—FEDERAL SECTOR EQUAL EMPLOYMENT OPPORTUNITY | B | Subpart B—Provisions Applicable to Particular Complaints | § 1614.204 Class complaints. | EEOC | [57 FR 12646, Apr. 10, 1992, as amended at 64 FR 37658, July 12, 1999; 74 FR 63984, Dec. 7, 2009; 77 FR 43505, July 25, 2012; 88 FR 57881, Aug. 24, 2023; 89 FR 11171, Feb. 14, 2024] | (a) Definitions. (1) A class is a group of employees, former employees or applicants for employment who, it is alleged, have been or are being adversely affected by an agency personnel management policy or practice that discriminates against the group on the basis of their race; color; religion; sex; national origin; age; disability; genetic information; or pregnancy, childbirth, or related medical conditions. (2) A class complaint is a written complaint of discrimination filed on behalf of a class by the agent of the class alleging that: (i) The class is so numerous that a consolidated complaint of the members of the class is impractical; (ii) There are questions of fact common to the class; (iii) The claims of the agent of the class are typical of the claims of the class; (iv) The agent of the class, or, if represented, the representative, will fairly and adequately protect the interests of the class. (3) An agent of the class is a class member who acts for the class during the processing of the class complaint. (b) Pre-complaint processing. An employee or applicant who wishes to file a class complaint must seek counseling and be counseled in accordance with § 1614.105. A complainant may move for class certification at any reasonable point in the process when it becomes apparent that there are class implications to the claim raised in an individual complaint. If a complainant moves for class certification after completing the counseling process contained in § 1614.105, no additional counseling is required. The administrative judge shall deny class certification when the complainant has unduly delayed in moving for certification. (c) Filing and presentation of a class complaint. (1) A class complaint must be signed by the agent or representative and must identify the policy or practice adversely affecting the class as well as the specific action or matter affecting the class agent. (2) The complaint must be filed with the agency that allegedly discriminated not later than 15 days after the a… | ||||
| 29:29:4.1.4.1.13.3.26.1 | 29 | Labor | XIV | 1614 | PART 1614—FEDERAL SECTOR EQUAL EMPLOYMENT OPPORTUNITY | C | Subpart C—Related Processes | § 1614.301 Relationship to negotiated grievance procedure. | EEOC | (a) When a person is employed by an agency subject to 5 U.S.C. 7121(d) and is covered by a collective bargaining agreement that permits allegations of discrimination to be raised in a negotiated grievance procedure, a person wishing to file a complaint or a grievance on a matter of alleged employment discrimination must elect to raise the matter under either part 1614 or the negotiated grievance procedure, but not both. An election to proceed under this part is indicated only by the filing of a written complaint; use of the pre-complaint process as described in § 1614.105 does not constitute an election for purposes of this section. An aggrieved employee who files a complaint under this part may not thereafter file a grievance on the same matter. An election to proceed under a negotiated grievance procedure is indicated by the filing of a timely written grievance. An aggrieved employee who files a grievance with an agency whose negotiated agreement permits the acceptance of grievances which allege discrimination may not thereafter file a complaint on the same matter under this part 1614 irrespective of whether the agency has informed the individual of the need to elect or of whether the grievance has raised an issue of discrimination. Any such complaint filed after a grievance has been filed on the same matter shall be dismissed without prejudice to the complainant's right to proceed through the negotiated grievance procedure including the right to appeal to the Commission from a final decision as provided in subpart D of this part. The dismissal of such a complaint shall advise the complainant of the obligation to raise discrimination in the grievance process and of the right to appeal the final grievance decision to the Commission. (b) When a person is not covered by a collective bargaining agreement that permits allegations of discrimination to be raised in a negotiated grievance procedure, allegations of discrimination shall be processed as complaints under this part. (c) When a person is employed by an age… | |||||
| 29:29:4.1.4.1.13.3.26.10 | 29 | Labor | XIV | 1614 | PART 1614—FEDERAL SECTOR EQUAL EMPLOYMENT OPPORTUNITY | C | Subpart C—Related Processes | § 1614.310 Right to file a civil action. | EEOC | An individual who has a complaint processed pursuant to 5 CFR part 1201, subpart E or this subpart is authorized by 5 U.S.C. 7702 to file a civil action in an appropriate United States District Court: (a) Within 30 days of receipt of a final decision issued by an agency on a complaint unless an appeal is filed with the MSPB; or (b) Within 30 days of receipt of notice of the final decision or action taken by the MSPB if the individual does not file a petition for consideration with the EEOC; or (c) Within 30 days of receipt of notice that the Commission has determined not to consider the decision of the MSPB; or (d) Within 30 days of receipt of notice that the Commission concurs with the decision of the MSPB; or (e) If the Commission issues a decision different from the decision of the MSPB, within 30 days of receipt of notice that the MSPB concurs in and adopts in whole the decision of the Commission; or (f) If the MSPB does not concur with the decision of the Commission and reaffirms its initial decision or reaffirms its initial decision with a revision, within 30 days of the receipt of notice of the decision of the Special Panel; or (g) After 120 days from the date of filing a formal complaint if there is no final action or appeal to the MSPB; or (h) After 120 days from the date of filing an appeal with the MSPB if the MSPB has not yet made a decision; or (i) After 180 days from the date of filing a petition for consideration with Commission if there is no decision by the Commission, reconsideration decision by the MSPB or decision by the Special Panel. | |||||
| 29:29:4.1.4.1.13.3.26.2 | 29 | Labor | XIV | 1614 | PART 1614—FEDERAL SECTOR EQUAL EMPLOYMENT OPPORTUNITY | C | Subpart C—Related Processes | § 1614.302 Mixed case complaints. | EEOC | [57 FR 12646, Apr. 10, 1992, as amended at 61 FR 17576, Apr. 22, 1996; 64 FR 37659, July 12, 1999; 74 FR 63984, Dec. 7, 2009; 77 FR 43505, July 25, 2012; 89 FR 11171, Feb. 14, 2024] | (a) Definitions —(1) Mixed case complaint. A mixed case complaint is a complaint of employment discrimination filed with a federal agency based on race; color; religion; sex; national origin; age; disability; genetic information; or pregnancy, childbirth, or related medical conditions related to or stemming from an action that can be appealed to the Merit Systems Protection Board (MSPB). The complaint may contain only an allegation of employment discrimination or it may contain additional allegations that the MSPB has jurisdiction to address. (2) Mixed case appeals. A mixed case appeal is an appeal filed with the MSPB that alleges that an appealable agency action was effected, in whole or in part, because of discrimination on the basis of race; color; religion; sex; national origin; disability; age; genetic information; or pregnancy, childbirth, or related medical conditions. (b) Election. An aggrieved person may initially file a mixed case complaint with an agency pursuant to this part or an appeal on the same matter with the MSPB pursuant to 5 CFR 1201.151, but not both. An agency shall inform every employee who is the subject of an action that is appealable to the MSPB and who has either orally or in writing raised the issue of discrimination during the processing of the action of the right to file either a mixed case complaint with the agency or to file a mixed case appeal with the MSPB. The person shall be advised that he or she may not initially file both a mixed case complaint and an appeal on the same matter and that whichever is filed first shall be considered an election to proceed in that forum. If a person files a mixed case appeal with the MSPB instead of a mixed case complaint and the MSPB dismisses the appeal for jurisdictional reasons, the agency shall promptly notify the individual in writing of the right to contact an EEO counselor within 45 days of receipt of this notice and to file an EEO complaint, subject to § 1614.107. The date on which the person filed his or her appeal with MSPB … | ||||
| 29:29:4.1.4.1.13.3.26.3 | 29 | Labor | XIV | 1614 | PART 1614—FEDERAL SECTOR EQUAL EMPLOYMENT OPPORTUNITY | C | Subpart C—Related Processes | § 1614.303 Petitions to the EEOC from MSPB decisions on mixed case appeals and complaints. | EEOC | [74 FR 3430, Jan. 21, 2009, as amended at 77 FR 51470, Aug. 24, 2012] | (a) Who may file. Individuals who have received a final decision from the MSPB on a mixed case appeal or on the appeal of a final decision on a mixed case complaint under 5 CFR part 1201, subpart E and 5 U.S.C. 7702 may petition EEOC to consider that decision. The EEOC will not accept appeals from MSPB dismissals without prejudice. (b) Method of filing. Filing shall be made by certified mail, return receipt requested, to the Office of Federal Operations, Equal Employment Opportunity Commission, P.O. Box 77960, Washington, DC 20013. (c) Time to file. A petition must be filed with the Commission either within 30 days of receipt of the final decision of the MSPB or within 30 days of when the decision of a MSPB field office becomes final. (d) Service. The petition for review must be served upon all individuals and parties on the MSPB's service list by certified mail on or before the filing with the Commission, and the Clerk of the Board, MSPB, 1615 M Street, NW., Washington, DC 20419, and the petitioner must certify as to the date and method of service. | ||||
| 29:29:4.1.4.1.13.3.26.4 | 29 | Labor | XIV | 1614 | PART 1614—FEDERAL SECTOR EQUAL EMPLOYMENT OPPORTUNITY | C | Subpart C—Related Processes | § 1614.304 Contents of petition. | EEOC | [57 FR 12646, Apr. 10, 1992, as amended at 74 FR 63984, Dec. 7, 2009; 89 FR 11171, Feb. 14, 2024] | (a) Form. Petitions must be written or typed, but may use any format including a simple letter format. Petitioners are encouraged to use EEOC Form 573, Notice Of Appeal/Petition. (b) Contents. Petitions must contain the following: (1) The name and address of the petitioner; (2) The name and address of the petitioner's representative, if any; (3) A statement of the reasons why the decision of the MSPB is alleged to be incorrect, in whole or in part, only with regard to issues of discrimination based on race; color; religion; sex; national origin; age; disability; genetic information; or pregnancy, childbirth, or related medical conditions; (4) A copy of the decision issued by the MSPB; and (5) The signature of the petitioner or representative, if any. | ||||
| 29:29:4.1.4.1.13.3.26.5 | 29 | Labor | XIV | 1614 | PART 1614—FEDERAL SECTOR EQUAL EMPLOYMENT OPPORTUNITY | C | Subpart C—Related Processes | § 1614.305 Consideration procedures. | EEOC | (a) Once a petition is filed, the Commission will examine it and determine whether the Commission will consider the decision of the MSPB. An agency may oppose the petition, either on the basis that the Commission should not consider the MSPB's decision or that the Commission should concur in the MSPB's decision, by filing any such argument with the Office of Federal Operations and serving a copy on the petitioner within 15 days of receipt by the Commission. (b) The Commission shall determine whether to consider the decision of the MSPB within 30 days of receipt of the petition by the Commission's Office of Federal Operations. A determination of the Commission not to consider the decision shall not be used as evidence with respect to any issue of discrimination in any judicial proceeding concerning that issue. (c) If the Commission makes a determination to consider the decision, the Commission shall within 60 days of the date of its determination, consider the entire record of the proceedings of the MSPB and on the basis of the evidentiary record before the Board as supplemented in accordance with paragraph (d) of this section, either: (1) Concur in the decision of the MSPB; or (2) Issue in writing a decision that differs from the decision of the MSPB to the extent that the Commission finds that, as a matter of law: (i) The decision of the MSPB constitutes an incorrect interpretation of any provision of any law, rule, regulation, or policy directive referred to in 5 U.S.C. 7702(a)(1)(B); or (ii) The decision involving such provision is not supported by the evidence in the record as a whole. (d) In considering any decision of the MSPB, the Commission, pursuant to 5 U.S.C. 7702(b)(4), may refer the case to the MSPB for the taking of additional evidence within such period as permits the Commission to make a decision within the 60-day period prescribed or provide on its own for the taking of additional evidence to the extent the Commission considers it necessary to supplement the record. (e) Where the EEOC has… | |||||
| 29:29:4.1.4.1.13.3.26.6 | 29 | Labor | XIV | 1614 | PART 1614—FEDERAL SECTOR EQUAL EMPLOYMENT OPPORTUNITY | C | Subpart C—Related Processes | § 1614.306 Referral of case to Special Panel. | EEOC | If the MSPB reaffirms its decision under 5 CFR 1201.162(a)(2) with or without modification, the matter shall be immediately certified to the Special Panel established pursuant to 5 U.S.C. 7702(d). Upon certification, the Board shall, within five days (excluding Saturdays, Sundays, and Federal holidays), transmit to the Chairman of the Special Panel and to the Chairman of the EEOC the administrative record in the proceeding including— (a) The factual record compiled under this section, which shall include a transcript of any hearing(s); (b) The decisions issued by the Board and the Commission under 5 U.S.C. 7702; and (c) A transcript of oral arguments made, or legal brief(s) filed, before the Board and the Commission. | |||||
| 29:29:4.1.4.1.13.3.26.7 | 29 | Labor | XIV | 1614 | PART 1614—FEDERAL SECTOR EQUAL EMPLOYMENT OPPORTUNITY | C | Subpart C—Related Processes | § 1614.307 Organization of Special Panel. | EEOC | (a) The Special Panel is composed of: (1) A Chairman appointed by the President with the advice and consent of the Senate, and whose term is 6 years; (2) One member of the MSPB designated by the Chairman of the Board each time a panel is convened; and (3) One member of the EEOC designated by the Chairman of the Commission each time a panel is convened. (b) Designation of Special Panel member —(1) Time of designation. Within five days of certification of the case to the Special Panel, the Chairman of the MSPB and the Chairman of the EEOC shall each designate one member from their respective agencies to serve on the Special Panel. (2) Manner of designation. Letters of designation shall be served on the Chairman of the Special Panel and the parties to the appeal. | |||||
| 29:29:4.1.4.1.13.3.26.8 | 29 | Labor | XIV | 1614 | PART 1614—FEDERAL SECTOR EQUAL EMPLOYMENT OPPORTUNITY | C | Subpart C—Related Processes | § 1614.308 Practices and procedures of the Special Panel. | EEOC | (a) Scope. The rules in this subpart apply to proceedings before the Special Panel. (b) Suspension of rules in this subpart. In the interest of expediting a decision, or for good cause shown, the Chairman of the Special Panel may, except where the rule in this subpart is required by statute, suspend the rules in this subpart on application of a party, or on his or her own motion, and may order proceedings in accordance with his or her direction. (c) Time limit for proceedings. Pursuant to 5 U.S.C. 7702(d)(2)(A), the Special Panel shall issue a decision within 45 days of the matter being certified to it. (d) Administrative assistance to Special Panel. (1) The MSPB and the EEOC shall provide the Panel with such reasonable and necessary administrative resources as determined by the Chairman of the Special Panel. (2) Assistance shall include, but is not limited to, processing vouchers for pay and travel expenses. (3) The Board and the EEOC shall be responsible for all administrative costs incurred by the Special Panel and, to the extent practicable, shall equally divide the costs of providing such administrative assistance. The Chairman of the Special Panel shall resolve the manner in which costs are divided in the event of a disagreement between the Board and the EEOC. (e) Maintenance of the official record. The Board shall maintain the official record. The Board shall transmit two copies of each submission filed to each member of the Special Panel in an expeditious manner. (f) Filing and service of pleadings. (1) The parties shall file the original and six copies of all submissions with the Clerk, Merit Systems Protection Board, 1120 Vermont Avenue, NW., Washington, DC 20419. One copy of each submission shall be served on the other parties. (2) A certificate of service specifying how and when service was made must accompany all submissions of the parties. (3) Service may be by mail or by personal delivery during normal business hours (8:15 a.m.-4:45 p.m.). Due to the short statutory time limit,… | |||||
| 29:29:4.1.4.1.13.3.26.9 | 29 | Labor | XIV | 1614 | PART 1614—FEDERAL SECTOR EQUAL EMPLOYMENT OPPORTUNITY | C | Subpart C—Related Processes | § 1614.309 Enforcement of Special Panel decision. | EEOC | The Board shall, upon receipt of the decision of the Special Panel, order the agency concerned to take any action appropriate to carry out the decision of the Panel. The Board's regulations regarding enforcement of a final order of the Board shall apply. These regulations are set out at 5 CFR part 1201, subpart E. | |||||
| 29:29:4.1.4.1.13.4.26.1 | 29 | Labor | XIV | 1614 | PART 1614—FEDERAL SECTOR EQUAL EMPLOYMENT OPPORTUNITY | D | Subpart D—Appeals and Civil Actions | § 1614.401 Appeals to the Commission. | EEOC | [57 FR 12646, Apr. 10, 1992, as amended at 64 FR 37659, July 12, 1999; 77 FR 43505, July 25, 2012] | (a) A complainant may appeal an agency's final action or dismissal of a complaint. (b) An agency may appeal as provided in § 1614.110(a). (c) A class agent or an agency may appeal an administrative judge's decision accepting or dismissing all or part of a class complaint; a class agent may appeal an agency's final action or an agency may appeal an administrative judge's decision on a class complaint; a class member may appeal a final decision on a claim for individual relief under a class complaint; and a class member, a class agent or an agency may appeal a final decision on a petition pursuant to § 1614.204(g)(4). (d) A grievant may appeal the final decision of the agency, the arbitrator or the Federal Labor Relations Authority (FLRA) on the grievance when an issue of employment discrimination was raised in a negotiated grievance procedure that permits such issues to be raised. A grievant may not appeal under this part, however, when the matter initially raised in the negotiated grievance procedure is still ongoing in that process, is in arbitration, is before the FLRA, is appealable to the MSPB or if 5 U.S.C. 7121(d) is inapplicable to the involved agency. (e) A complainant, agent or individual class claimant may appeal to the Commission an agency's alleged noncompliance with a settlement agreement or final decision in accordance with § 1614.504. | ||||
| 29:29:4.1.4.1.13.4.26.2 | 29 | Labor | XIV | 1614 | PART 1614—FEDERAL SECTOR EQUAL EMPLOYMENT OPPORTUNITY | D | Subpart D—Appeals and Civil Actions | § 1614.402 Time for appeals to the Commission. | EEOC | [57 FR 12646, Apr. 10, 1992, as amended at 64 FR 37659, July 12, 1999; 77 FR 43505, July 25, 2012] | (a) Appeals described in § 1614.401(a) and (c) must be filed within 30 days of receipt of the dismissal, final action or decision. Appeals described in § 1614.401(b) must be filed within 40 days of receipt of the hearing file and decision. Appeals described in § 1614.401(d) must be filed within 30 days of receipt of the final decision of the agency, the arbitrator or the Federal Labor Relations Authority. Where a complainant has notified the EEO Director of alleged noncompliance with a settlement agreement in accordance with § 1614.504, the complainant may file an appeal 35 days after service of the allegations of noncompliance, but no later than 30 days after receipt of an agency's determination. (b) If the complainant is represented by an attorney of record, then the 30-day time period provided in paragraph (a) of this section within which to appeal shall be calculated from the receipt of the required document by the attorney. In all other instances, the time within which to appeal shall be calculated from the receipt of the required document by the complainant. | ||||
| 29:29:4.1.4.1.13.4.26.3 | 29 | Labor | XIV | 1614 | PART 1614—FEDERAL SECTOR EQUAL EMPLOYMENT OPPORTUNITY | D | Subpart D—Appeals and Civil Actions | § 1614.403 How to appeal. | EEOC | [64 FR 37659, July 12, 1999, as amended at 74 FR 3430, Jan. 21, 2009; 77 FR 43505, July 25, 2012; 88 FR 57881, Aug. 24, 2023] | (a) The complainant, agency, agent, grievant or individual class claimant (hereinafter appellant) must file an appeal with the Director, Office of Federal Operations, Equal Employment Opportunity Commission, at P.O. Box 77960, Washington, DC 20013, or electronically, by email, or through FedSEP or the EEOC's Public Portal, as applicable, or by personal delivery or facsimile. The appellant should use EEOC Form 573, Notice of Appeal/Petition, and should indicate what is being appealed. (b) The appellant shall furnish a copy of the appeal to the opposing party at the same time it is filed with the Commission. In or attached to the appeal to the Commission, the appellant must certify the date and method by which service was made on the opposing party. (c) If an appellant does not file an appeal within the time limits of this subpart, the appeal shall be dismissed by the Commission as untimely. (d) Any statement or brief on behalf of a complainant in support of the appeal must be submitted to the Office of Federal Operations within 30 days of filing the notice of appeal. Any statement or brief on behalf of the agency in support of its appeal must be submitted to the Office of Federal Operations within 20 days of filing the notice of appeal. The Office of Federal Operations will accept statements or briefs in support of an appeal by facsimile transmittal, provided they are no more than 10 pages long. (e) The agency must submit the complaint file to the Office of Federal Operations within 30 days of initial notification that the complainant has filed an appeal or within 30 days of submission of an appeal by the agency. (f) Any statement or brief in opposition to an appeal must be submitted to the Commission and served on the opposing party within 30 days of receipt of the statement or brief supporting the appeal, or, if no statement or brief supporting the appeal is filed, within 60 days of receipt of the appeal. The Office of Federal Operations will accept statements or briefs in opposition to an appeal by facsimi… | ||||
| 29:29:4.1.4.1.13.4.26.4 | 29 | Labor | XIV | 1614 | PART 1614—FEDERAL SECTOR EQUAL EMPLOYMENT OPPORTUNITY | D | Subpart D—Appeals and Civil Actions | § 1614.404 Appellate procedure. | EEOC | [57 FR 12646, Apr. 10, 1992, as amended at 64 FR 37659, July 12, 1999] | (a) On behalf of the Commission, the Office of Federal Operations shall review the complaint file and all written statements and briefs from either party. The Commission may supplement the record by an exchange of letters or memoranda, investigation, remand to the agency or other procedures. (b) If the Office of Federal Operations requests information from one or both of the parties to supplement the record, each party providing information shall send a copy of the information to the other party. (c) When either party to an appeal fails without good cause shown to comply with the requirements of this section or to respond fully and in timely fashion to requests for information, the Office of Federal Operations shall, in appropriate circumstances: (1) Draw an adverse inference that the requested information would have reflected unfavorably on the party refusing to provide the requested information; (2) Consider the matters to which the requested information or testimony pertains to be established in favor of the opposing party; (3) Issue a decision fully or partially in favor of the opposing party; or (4) Take such other actions as appropriate. | ||||
| 29:29:4.1.4.1.13.4.26.5 | 29 | Labor | XIV | 1614 | PART 1614—FEDERAL SECTOR EQUAL EMPLOYMENT OPPORTUNITY | D | Subpart D—Appeals and Civil Actions | § 1614.405 Decisions on appeals. | EEOC | [57 FR 12646, Apr. 10, 1992, as amended at 64 FR 37659, July 12, 1999; 77 FR 43505, July 25, 2012; 88 FR 57881, Aug. 24, 2023] | (a) The Office of Federal Operations, on behalf of the Commission, shall issue a written decision setting forth its reasons for the decision. The Commission shall dismiss appeals in accordance with §§ 1614.107, 1614.403(c) and 1614.409. The decision shall be based on the preponderance of the evidence. The decision on an appeal from an agency's final action shall be based on a de novo review, except that the review of the factual findings in a decision by an administrative judge issued pursuant to § 1614.109(i) shall be based on a substantial evidence standard of review. If the decision contains a finding of discrimination, appropriate remedy(ies) shall be included and, where appropriate, the entitlement to interest, attorney's fees or costs shall be indicated. The decision shall reflect the date of its issuance, inform the complainant of his or her civil action rights, and be transmitted to the complainant and the agency. For complainants who are not registered with the EEOC Public Portal, the decision will be transmitted by first class mail. For complainants who are registered with the Public Portal, the decision will be transmitted via the Portal provided the complainant affirmatively consents to receive the decision through the Portal. For registered complainants who do not provide affirmative consent, and for complainants who affirmatively consent but subsequently notify the Commission that they withdraw their consent, the decision will be transmitted by first class mail. The Commission will transmit the decision to the agency via FedSEP. (b) The Office of Federal Operations, on behalf of the Commission, shall issue decisions on appeals of decisions to accept or dismiss a class complaint issued pursuant to § 1614.204(d)(7) within 90 days of receipt of the appeal. (c) A decision issued under paragraph (a) of this section is final within the meaning of § 1614.407 unless a timely request for reconsideration is filed by a party to the case. A party may request reconsideration within 30 days of receipt of a deci… | ||||
| 29:29:4.1.4.1.13.4.26.6 | 29 | Labor | XIV | 1614 | PART 1614—FEDERAL SECTOR EQUAL EMPLOYMENT OPPORTUNITY | D | Subpart D—Appeals and Civil Actions | § 1614.406 Time limits. [Reserved] | EEOC | ||||||
| 29:29:4.1.4.1.13.4.26.7 | 29 | Labor | XIV | 1614 | PART 1614—FEDERAL SECTOR EQUAL EMPLOYMENT OPPORTUNITY | D | Subpart D—Appeals and Civil Actions | § 1614.407 Civil action: Title VII, Age Discrimination in Employment Act, Rehabilitation Act, Genetic Information Nondiscrimination Act, and Pregnant Workers Fairness Act. | EEOC | [57 FR 12646, Apr. 10, 1992. Redesignated and amended at 64 FR 37659, July 12, 1999; 85 FR 35561, June 11, 2020; 89 FR 11171, Feb. 14, 2024] | A complainant who has filed an individual complaint, an agent who has filed a class complaint or a claimant who has filed a claim for individual relief pursuant to a class complaint is authorized under title VII, the ADEA, the Rehabilitation Act, Genetic Information Nondiscrimination Act, and the Pregnant Workers Fairness Act to file a civil action in an appropriate United States District Court: (a) Within 90 days of receipt of the agency final action on an individual or class complaint; (b) After 180 days from the date of filing an individual or class complaint if agency final action has not been taken; (c) Within 90 days of receipt of the Commission's final decision on an appeal; or (d) After 180 days from the date of filing an appeal with the Commission if there has been no final decision by the Commission. (e) After filing an appeal with the Commission from an agency final action, the complainant, class agent, or class claimant may withdraw the appeal and file a civil action within 90 days of receipt of the agency final action. If the complainant, class agent, or class claimant files an appeal with the Commission from a final agency action and more than 90 days have passed since receipt of the agency final action, the appellant may file a civil action only in accordance with paragraph (c) or (d) of this section. (f) After filing a request for reconsideration of a Commission decision on an appeal, the complainant, class agent, or class claimant may withdraw the request and file a civil action within 90 days of receipt of the Commission's decision on the appeal. If the complainant, class agent, or class claimant files a request for reconsideration of a Commission decision on an appeal and more than 90 days have passed since the appellant received the Commission's decision on the appeal, the appellant may file a civil action only in accordance with paragraph (c) or (d) of this section. (g) A complainant, class agent, or class claimant who follows the procedures described in paragraph (e) or (f) of this se… | ||||
| 29:29:4.1.4.1.13.4.26.8 | 29 | Labor | XIV | 1614 | PART 1614—FEDERAL SECTOR EQUAL EMPLOYMENT OPPORTUNITY | D | Subpart D—Appeals and Civil Actions | § 1614.408 Civil action: Equal Pay Act. | EEOC | [57 FR 12646, Apr. 10, 1992. Redesignated at 64 FR 37659, July 12, 1999] | A complainant is authorized under section 16(b) of the Fair Labor Standards Act (29 U.S.C. 216(b)) to file a civil action in a court of competent jurisdiction within two years or, if the violation is willful, three years of the date of the alleged violation of the Equal Pay Act regardless of whether he or she pursued any administrative complaint processing. Recovery of back wages is limited to two years prior to the date of filing suit, or to three years if the violation is deemed willful; liquidated damages in an equal amount may also be awarded. The filing of a complaint or appeal under this part shall not toll the time for filing a civil action. | ||||
| 29:29:4.1.4.1.13.4.26.9 | 29 | Labor | XIV | 1614 | PART 1614—FEDERAL SECTOR EQUAL EMPLOYMENT OPPORTUNITY | D | Subpart D—Appeals and Civil Actions | § 1614.409 Effect of filing a civil action. | EEOC | [85 FR 35562, June 11, 2020] | Filing a civil action under § 1614.407 or § 1614.408 shall terminate Commission processing of the appeal. A Commission decision on an appeal issued after a complainant files suit in district court will not be enforceable by the Commission. If private suit is filed subsequent to the filing of an appeal and prior to a final Commission decision, the complainant should notify the Commission in writing. | ||||
| 29:29:4.1.4.1.13.5.26.1 | 29 | Labor | XIV | 1614 | PART 1614—FEDERAL SECTOR EQUAL EMPLOYMENT OPPORTUNITY | E | Subpart E—Remedies and Enforcement | § 1614.501 Remedies and relief. | EEOC | [57 FR 12646, Apr. 10, 1992, as amended at 60 FR 43372, Aug. 21, 1995; 64 FR 37659, July 12, 1999] | (a) When an agency, or the Commission, in an individual case of discrimination, finds that an applicant or an employee has been discriminated against, the agency shall provide full relief which shall include the following elements in appropriate circumstances: (1) Notification to all employees of the agency in the affected facility of their right to be free of unlawful discrimination and assurance that the particular types of discrimination found will not recur; (2) Commitment that corrective, curative or preventive action will be taken, or measures adopted, to ensure that violations of the law similar to those found will not recur; (3) An unconditional offer to each identified victim of discrimination of placement in the position the person would have occupied but for the discrimination suffered by that person, or a substantially equivalent position; (4) Payment to each identified victim of discrimination on a make whole basis for any loss of earnings the person may have suffered as a result of the discrimination; and (5) Commitment that the agency shall cease from engaging in the specific unlawful employment practice found in the case. (b) Relief for an applicant. (1)(i) When an agency, or the Commission, finds that an applicant for employment has been discriminated against, the agency shall offer the applicant the position that the applicant would have occupied absent discrimination or, if justified by the circumstances, a substantially equivalent position unless clear and convincing evidence indicates that the applicant would not have been selected even absent the discrimination. The offer shall be made in writing. The individual shall have 15 days from receipt of the offer within which to accept or decline the offer. Failure to accept the offer within the 15-day period will be considered a declination of the offer, unless the individual can show that circumstances beyond his or her control prevented a response within the time limit. (ii) If the offer is accepted, appointment shall be retroactive to … | ||||
| 29:29:4.1.4.1.13.5.26.2 | 29 | Labor | XIV | 1614 | PART 1614—FEDERAL SECTOR EQUAL EMPLOYMENT OPPORTUNITY | E | Subpart E—Remedies and Enforcement | § 1614.502 Compliance with final Commission decisions. | EEOC | [57 FR 12646, Apr. 10, 1992, as amended at 64 FR 37660, July 12, 1999; 77 FR 43506, July 25, 2012] | (a) Relief ordered in a final Commission decision is mandatory and binding on the agency except as provided in this section. Failure to implement ordered relief shall be subject to judicial enforcement as specified in § 1614.503(g). (b) Notwithstanding paragraph (a) of this section, when the agency requests reconsideration and the case involves removal, separation, or suspension continuing beyond the date of the request for reconsideration, and when the decision orders retroactive restoration, the agency shall comply with the decision to the extent of the temporary or conditional restoration of the employee to duty status in the position specified by the Commission, pending the outcome of the agency request for reconsideration. (1) Service under the temporary or conditional restoration provisions of this paragraph (b) shall be credited toward the completion of a probationary or trial period, eligibility for a within-grade increase, or the completion of the service requirement for career tenure, if the Commission upholds its decision after reconsideration. (2) When the agency requests reconsideration, it may delay the payment of any amounts ordered to be paid to the complainant until after the request for reconsideration is resolved. If the agency delays payment of any amount pending the outcome of the request to reconsider and the resolution of the request requires the agency to make the payment, then the agency shall pay interest from the date of the original appellate decision until payment is made. (3) The agency shall notify the Commission and the employee in writing at the same time it requests reconsideration that the relief it provides is temporary or conditional and, if applicable, that it will delay the payment of any amounts owed but will pay interest as specified in paragraph (b)(2) of this section. Failure of the agency to provide notification will result in the dismissal of the agency's request. (c) When no request for reconsideration is filed or when a request for reconsideration is denied, the… | ||||
| 29:29:4.1.4.1.13.5.26.3 | 29 | Labor | XIV | 1614 | PART 1614—FEDERAL SECTOR EQUAL EMPLOYMENT OPPORTUNITY | E | Subpart E—Remedies and Enforcement | § 1614.503 Enforcement of final Commission decisions. | EEOC | [57 FR 12646, Apr. 10, 1992, as amended at 89 FR 11172, Feb. 14, 2024] | (a) Petition for enforcement. A complainant may petition the Commission for enforcement of a decision issued under the Commission's appellate jurisdiction. The petition shall be submitted to the Office of Federal Operations. The petition shall specifically set forth the reasons that lead the complainant to believe that the agency is not complying with the decision. (b) Compliance. On behalf of the Commission, the Office of Federal Operations shall take all necessary action to ascertain whether the agency is implementing the decision of the Commission. If the agency is found not to be in compliance with the decision, efforts shall be undertaken to obtain compliance. (c) Clarification. On behalf of the Commission, the Office of Federal Operations may, on its own motion or in response to a petition for enforcement or in connection with a timely request for reconsideration, issue a clarification of a prior decision. A clarification cannot change the result of a prior decision or enlarge or diminish the relief ordered but may further explain the meaning or intent of the prior decision. (d) Referral to the Commission. Where the Director, Office of Federal Operations, is unable to obtain satisfactory compliance with the final decision, the Director shall submit appropriate findings and recommendations for enforcement to the Commission, or, as directed by the Commission, refer the matter to another appropriate agency. (e) Commission notice to show cause. The Commission may issue a notice to the head of any Federal agency that has failed to comply with a decision to show cause why there is noncompliance. Such notice may request the head of the agency or a representative to appear before the Commission or to respond to the notice in writing with adequate evidence of compliance or with compelling reasons for non-compliance. (f) Certification to the Office of Special Counsel. Where appropriate and pursuant to the terms of a memorandum of understanding, the Commission may refer the matter to the Office of Spe… | ||||
| 29:29:4.1.4.1.13.5.26.4 | 29 | Labor | XIV | 1614 | PART 1614—FEDERAL SECTOR EQUAL EMPLOYMENT OPPORTUNITY | E | Subpart E—Remedies and Enforcement | § 1614.504 Compliance with settlement agreements and final action. | EEOC | [57 FR 12646, Apr. 10, 1992, as amended at 64 FR 37660, July 12, 1999; 77 FR 43506, July 25, 2012] | (a) Any settlement agreement knowingly and voluntarily agreed to by the parties, reached at any stage of the complaint process, shall be binding on both parties. Final action that has not been the subject of an appeal or civil action shall be binding on the agency. If the complainant believes that the agency has failed to comply with the terms of a settlement agreement or decision, the complainant shall notify the EEO Director, in writing, of the alleged noncompliance within 30 days of when the complainant knew or should have known of the alleged noncompliance. The complainant may request that the terms of settlement agreement be specifically implemented or, alternatively, that the complaint be reinstated for further processing from the point processing ceased. (b) The agency shall resolve the matter and respond to the complainant, in writing. If the agency has not responded to the complainant, in writing, or if the complainant is not satisfied with the agency's attempt to resolve the matter, the complainant may appeal to the Commission for a determination as to whether the agency has complied with the terms of the settlement agreement or decision. The complainant may file such an appeal 35 days after he or she has served the agency with the allegations of noncompliance, but must file an appeal within 30 days of his or her receipt of an agency's determination. The complainant must serve a copy of the appeal on the agency and the agency may submit a response to the Commission within 30 days of receiving notice of the appeal. (c) Prior to rendering its determination, the Commission may request that parties submit whatever additional information or documentation it deems necessary or may direct that an investigation or hearing on the matter be conducted. If the Commission determines that the agency is not in compliance with a decision or settlement agreement, and the noncompliance is not attributable to acts or conduct of the complainant, it may order such compliance with the decision or settlement agreement, or, … | ||||
| 29:29:4.1.4.1.13.5.26.5 | 29 | Labor | XIV | 1614 | PART 1614—FEDERAL SECTOR EQUAL EMPLOYMENT OPPORTUNITY | E | Subpart E—Remedies and Enforcement | § 1614.505 Interim relief. | EEOC | [64 FR 37660, July 12, 1999, as amended at 85 FR 35562, June 11, 2020] | (a)(1) When the agency appeals and the case involves removal, separation, or suspension continuing beyond the date of the appeal, and when the administrative judge's decision orders retroactive restoration, the agency shall comply with the decision to the extent of the temporary or conditional restoration of the employee to duty status in the position specified in the decision, pending the outcome of the agency appeal. The employee may decline the offer of interim relief. (2) Service under the temporary or conditional restoration provisions of paragraph (a)(1) of this section shall be credited toward the completion of a probationary or trial period, eligibility for a within-grade increase, or the completion of the service requirement for career tenure, if the Commission upholds the decision on appeal. Such service shall not be credited toward the completion of any applicable probationary or trial period or the completion of the service requirement for career tenure if the Commission reverses the decision on appeal. (3) When the agency appeals, it may delay the payment of any amount, other than prospective pay and benefits, ordered to be paid to the complainant until after the appeal is resolved. If the agency delays payment of any amount pending the outcome of the appeal and the resolution of the appeal requires the agency to make the payment, then the agency shall pay interest from the date of the original decision until payment is made. (4) The agency shall notify the Commission and the employee in writing at the same time it appeals that the relief it provides is temporary or conditional and, if applicable, that it will delay the payment of any amounts owed but will pay interest as specified in paragraph (a)(3) of this section. Failure of the agency to provide notification will result in the dismissal of the agency's appeal. (5) The agency may, by notice to the complainant, decline to return the complainant to his or her place of employment if it determines that the return or presence of the complainant wi… | ||||
| 29:29:4.1.4.1.13.6.26.1 | 29 | Labor | XIV | 1614 | PART 1614—FEDERAL SECTOR EQUAL EMPLOYMENT OPPORTUNITY | F | Subpart F—Matters of General Applicability | § 1614.601 EEO group statistics. | EEOC | [57 FR 12646, Apr. 10, 1992, as amended at 74 FR 63984, Dec. 7, 2009; 82 FR 681, Jan. 3, 2017] | (a) Each agency shall establish a system to collect and maintain accurate employment information on the race, national origin, sex and disability of its employees. (b) Data on race, national origin and sex shall be collected by voluntary self-identification. If an employee does not voluntarily provide the requested information, the agency shall advise the employee of the importance of the data and of the agency's obligation to report it. If the employee still refuses to provide the information, the agency must make visual identification and inform the employee of the data it will be reporting. If an agency believes that information provided by an employee is inaccurate, the agency shall advise the employee about the solely statistical purpose for which the data is being collected, the need for accuracy, the agency's recognition of the sensitivity of the information and the existence of procedures to prevent its unauthorized disclosure. If, thereafter, the employee declines to change the apparently inaccurate self-identification, the agency must accept it. (c) The information collected under paragraph (b) of this section shall be disclosed only in the form of gross statistics. An agency shall not collect or maintain any information on the race, national origin or sex of individual employees except when an automated data processing system is used in accordance with standards and requirements prescribed by the Commission to insure individual privacy and the separation of that information from personnel record. (d) Each system is subject to the following controls: (1) Only those categories of race and national origin prescribed by the Commission may be used; (2) Only the specific procedures for the collection and maintenance of data that are prescribed or approved by the Commission may be used; (3) The Commission shall review the operation of the agency system to insure adherence to Commission procedures and requirements. An agency may make an exception to the prescribed procedures and requirements only with th… | ||||
| 29:29:4.1.4.1.13.6.26.2 | 29 | Labor | XIV | 1614 | PART 1614—FEDERAL SECTOR EQUAL EMPLOYMENT OPPORTUNITY | F | Subpart F—Matters of General Applicability | § 1614.602 Reports to the Commission. | EEOC | (a) Each agency shall report to the Commission information concerning pre-complaint counseling and the status, processing and disposition of complaints under this part at such times and in such manner as the Commission prescribes. (b) Each agency shall advise the Commission whenever it is served with a Federal court complaint based upon a complaint that is pending on appeal at the Commission. (c) Each agency shall submit annually for the review and approval of the Commission written national and regional equal employment opportunity plans of action. Plans shall be submitted in a format prescribed by the Commission and shall include, but not be limited to: (1) Provision for the establishment of training and education programs designed to provide maximum opportunity for employees to advance so as to perform at their highest potential; (2) Description of the qualifications, in terms of training and experience relating to equal employment opportunity, of the principal and operating officials concerned with administration of the agency's equal employment opportunity program; and (3) Description of the allocation of personnel and resources proposed by the agency to carry out its equal employment opportunity program. | |||||
| 29:29:4.1.4.1.13.6.26.3 | 29 | Labor | XIV | 1614 | PART 1614—FEDERAL SECTOR EQUAL EMPLOYMENT OPPORTUNITY | F | Subpart F—Matters of General Applicability | § 1614.603 Voluntary settlement attempts. | EEOC | [57 FR 12646, Apr. 10, 1992, as amended at 64 FR 37661, July 12, 1999] | Each agency shall make reasonable efforts to voluntarily settle complaints of discrimination as early as possible in, and throughout, the administrative processing of complaints, including the pre-complaint counseling stage. Any settlement reached shall be in writing and signed by both parties and shall identify the claims resolved. | ||||
| 29:29:4.1.4.1.13.6.26.4 | 29 | Labor | XIV | 1614 | PART 1614—FEDERAL SECTOR EQUAL EMPLOYMENT OPPORTUNITY | F | Subpart F—Matters of General Applicability | § 1614.604 Filing and computation of time. | EEOC | [57 FR 12646, Apr. 10, 1992, as amended at 64 FR 37661, July 12, 1999; 88 FR 57881, Aug. 24, 2023] | (a) All time periods in this part that are stated in terms of days are calendar days unless otherwise stated. (b) A document shall be deemed timely if it is received or postmarked before the expiration of the applicable filing period, or, in the absence of a legible postmark, if it is received by mail within five days of the expiration of the applicable filing period. (c) A hearing request, appeal, brief, or other document filed by a complainant using the EEOC Public Portal, or filed by an agency using FedSEP, shall be deemed filed on the date the document is uploaded to the Public Portal or FedSEP. The timeliness of documents submitted through the Public Portal and FedSEP will be determined based on the time zone from which the document was submitted. (d) An EEOC decision that is transmitted to a complainant through the Public Portal or by email shall be deemed to be received when the decision is accessed on the Portal or when received if transmitted via email, or within five days of when the decision is uploaded to the Portal or emailed, whichever occurs first. (e) For the purposes of §§ 1614.108, 1614.109, 1614.204(i), and 1614.401 through 1614.405, the terms accept, file, filed, filing, issue, issuance, issuing, notify, notified, receive, receipt, send, serve, served, service, submit, submission, submitted, transmit, and transmitted, shall include digital transmissions made through FedSEP, the EEOC Public Portal, or by email. (f) The time limits in this part are subject to waiver, estoppel and equitable tolling. (g) The first day counted shall be the day after the event from which the time period begins to run and the last day of the period shall be included, unless it falls on a Saturday, Sunday or Federal holiday, in which case the period shall be extended to include the next business day. | ||||
| 29:29:4.1.4.1.13.6.26.5 | 29 | Labor | XIV | 1614 | PART 1614—FEDERAL SECTOR EQUAL EMPLOYMENT OPPORTUNITY | F | Subpart F—Matters of General Applicability | § 1614.605 Representation and official time. | EEOC | [57 FR 12646, Apr. 10, 1992, as amended at 64 FR 37661, July 12, 1999] | (a) At any stage in the processing of a complaint, including the counseling stage § 1614.105, the complainant shall have the right to be accompanied, represented, and advised by a representative of complainant's choice. (b) If the complainant is an employee of the agency, he or she shall have a reasonable amount of official time, if otherwise on duty, to prepare the complaint and to respond to agency and EEOC requests for information. If the complainant is an employee of the agency and he designates another employee of the agency as his or her representative, the representative shall have a reasonable amount of official time, if otherwise on duty, to prepare the complaint and respond to agency and EEOC requests for information. The agency is not obligated to change work schedules, incur overtime wages, or pay travel expenses to facilitate the choice of a specific representative or to allow the complainant and representative to confer. The complainant and representative, if employed by the agency and otherwise in a pay status, shall be on official time, regardless of their tour of duty, when their presence is authorized or required by the agency or the Commission during the investigation, informal adjustment, or hearing on the complaint. (c) In cases where the representation of a complainant or agency would conflict with the official or collateral duties of the representative, the Commission or the agency may, after giving the representative an opportunity to respond, disqualify the representative. (d) Unless the complainant states otherwise in writing, after the agency has received written notice of the name, address and telephone number of a representative for the complainant, all official correspondence shall be with the representative with copies to the complainant. When the complainant designates an attorney as representative, service of all official correspondence shall be made on the attorney and the complainant, but time frames for receipt of materials shall be computed from the time of receipt by the a… | ||||
| 29:29:4.1.4.1.13.6.26.6 | 29 | Labor | XIV | 1614 | PART 1614—FEDERAL SECTOR EQUAL EMPLOYMENT OPPORTUNITY | F | Subpart F—Matters of General Applicability | § 1614.606 Joint processing and consolidation of complaints. | EEOC | [64 FR 37661, July 12, 1999] | Complaints of discrimination filed by two or more complainants consisting of substantially similar allegations of discrimination or relating to the same matter may be consolidated by the agency or the Commission for joint processing after appropriate notification to the parties. Two or more complaints of discrimination filed by the same complainant shall be consolidated by the agency for joint processing after appropriate notification to the complainant. When a complaint has been consolidated with one or more earlier filed complaints, the agency shall complete its investigation within the earlier of 180 days after the filing of the last complaint or 360 days after the filing of the original complaint, except that the complainant may request a hearing from an administrative judge on the consolidated complaints any time after 180 days from the date of the first filed complaint. Administrative judges or the Commission may, in their discretion, consolidate two or more complaints of discrimination filed by the same complainant. | ||||
| 29:29:4.1.4.1.13.6.26.7 | 29 | Labor | XIV | 1614 | PART 1614—FEDERAL SECTOR EQUAL EMPLOYMENT OPPORTUNITY | F | Subpart F—Matters of General Applicability | § 1614.607 Delegation of authority. | EEOC | An agency head may delegate authority under this part, to one or more designees. | |||||
| 29:29:4.1.4.1.13.7.26.1 | 29 | Labor | XIV | 1614 | PART 1614—FEDERAL SECTOR EQUAL EMPLOYMENT OPPORTUNITY | G | Subpart G—Procedures Under the Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 (No FEAR Act) | § 1614.701 Purpose and scope. | EEOC | This subpart implements Title III of the Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 (No FEAR Act), Pub. L. 107-174. It sets forth the basic responsibilities of Federal agencies and the Commission to post certain information on their public Web sites. |
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CREATE TABLE cfr_sections (
section_id TEXT PRIMARY KEY,
title_number INTEGER,
title_name TEXT,
chapter TEXT,
subchapter TEXT,
part_number TEXT,
part_name TEXT,
subpart TEXT,
subpart_name TEXT,
section_number TEXT,
section_heading TEXT,
agency TEXT,
authority TEXT,
source_citation TEXT,
amendment_citations TEXT,
full_text TEXT
);
CREATE INDEX idx_cfr_title ON cfr_sections(title_number);
CREATE INDEX idx_cfr_part ON cfr_sections(part_number);
CREATE INDEX idx_cfr_agency ON cfr_sections(agency);