Annual Report for Fiscal Year 2019

under the

Notification and Federal Employee Antidiscrimination

and Retaliation Act of 2002

Report Prepared for:

Speaker of the House of Representatives

President Pro Tempore of the Senate

Senate Committee on Homeland Security and Governmental Affairs

House Committee on Oversight and Government Reform

Senate Committee on Health, Education, Labor and Pensions 

House Committee on Education and Labor

Equal Employment Opportunity Commission

Office of Personnel Management

Attorney General

Report Submitted by:

Pension Benefit Guaranty Corporation 
2

Table of Contents

A. Introduction

B. Federal Court Cases Arising under the Federal Antidiscrimination or 

Whistleblower Laws

1. The Number of Federal Court Cases Pending or Resolved in FY 2019

2. Status or Disposition of Federal Court Cases Including the Amount of Money 

Required to be Reimbursed to the Judgment Fund and Any Budget 

Adjustments Relating to the Judgment Fund 

C. Employees Disciplined for Conduct Inconsistent with Federal Antidiscrimination or 

Whistleblower Laws

1. Employees Disciplined in Connection with Federal Court Cases

2. Employees Disciplined Whether or Not in Connection with Federal Court Cases

D. Final Year-End No FEAR Act Data for Fiscal Year 2019

E. PBGC’s Discipline Policy for Conduct Inconsistent with Federal Antidiscrimination 

or Whistleblower Laws

F. Data Analysis

1. Trends

2. Causal Analysis

3. Knowledge Gained

4. Actions Planned to Improve PBGC’s EEO Program

G. No FEAR Act Training Plan

APPENDICES:

Appendix 1 Final Year-End No FEAR Act Data for FY 2019

Appendix 2 EEO Policy Statement, dated August 8, 2019

Appendix 3 Anti-Harassment Policy Statement, dated August 8, 2019
3

A. Introduction

This report is prepared by the Pension Benefit Guaranty Corporation (PBGC) in 

accordance with the requirements of Title II, Section 203, of the Notification and Federal 

Employee Antidiscrimination and Retaliation Act of 2002 (No FEAR Act or Act). The Act 

requires federal agencies to submit an annual report to the Speaker of the House of 

Representatives; the President Pro Tempore of the Senate; the Senate Committee on 

Homeland Security and Governmental Affairs; the House Committee on Oversight and 

Government Reform; the Senate Committee on Health, Education, Labor, and Pensions; 

the House Committee on Education and Labor; the U.S. Equal Employment Opportunity 

Commission; and the Department of Justice.

The Act holds federal agencies accountable for violations of antidiscrimination and 

whistleblower protection laws relating to federal employment. The report contains data 

and analysis concerning equal employment opportunity (EEO) complaints activity at 

PBGC, including Federal court cases and resulting disciplinary actions during Fiscal Year

2019. 

It is the law of this nation and the policy of PBGC to prohibit discrimination in the 

workplace. PBGC is committed to maintaining an environment that provides equal 

employment opportunity to its total workforce of 948 employees (902 Permanent, 46 

Temporary), as well as applicants for employment. 

B. Federal Court Cases Arising under the Federal Antidiscrimination or 

Whistleblower Laws

1. The Number of Federal Court Cases Pending or Resolved in FY 2019

As shown below in Table 1, there was a total of three federal court cases pending or resolved in 

Fiscal Year 2019. These cases were filed by three employees and involved multiple statutes. 

TABLE 1

Federal Court Cases Pending or Resolved in FY 2019, Separated by Statute

Title VII of the Civil Rights Act of 1964 3

Age Discrimination in Employment Act of 1967 1

Rehabilitation Act of 1973 1

Whistleblower Protection Act 0

Equal Pay Act of 1963 0
4

2. Status or Disposition of Federal Court Cases Including the Amount of Money 

Required to be Reimbursed to the Judgment Fund and Any Budget 

Adjustments Relating to the Judgment Fund

Table 2 shows the status and disposition of federal court cases, by statute. The table shows a 

total of three cases pending at the end of FY 2019, and no cases dismissed or settled during the 

fiscal year.

As a government corporation, PBGC has corporate funds available to pay judgments and 

settlements. During FY 2019, PBGC paid no settlements from the Judgment Fund, nor did it 

make any budget adjustments relating to the Judgment Fund.

TABLE 2

 Status of Federal Court Cases in FY 2019, by Statute

Title VII of the Civil Rights Act of 1964 3

3

0

0

Pending

Dismissed

Settled

Age Discrimination Employment Act of 1967 1

1

0

0

Pending

Dismissed

Settled

Rehabilitation Act of 1973 1

1

0

0

Pending

Dismissed

Settled

Whistleblower Protection Act 0

0

0

0

Pending

Dismissed

Settled

Equal Pay Act of 1963 0

0

0

0

Pending

Dismissed

Settled 
5

C. Employees Disciplined for Conduct Inconsistent with Federal Antidiscrimination or 

Whistleblower Laws

Table 3 shows the number of findings of discrimination and the number of employees disciplined 

for having been found to have engaged in discrimination in violation of the civil rights laws.

TABLE 3

Employees Disciplined for Conduct Inconsistent with

 Federal Antidiscrimination or Whistleblower Laws in FY 2019

Employees Disciplined in Connection with Federal Court Cases

0

0

Number of Findings

Number of Employees Disciplined

Employees Disciplined Whether or Not in Connection 

with Federal Court Cases

Number of Employees Disciplined 0

D. Final Year-End No FEAR Act Data for FY 2019

Attached as Appendix 1 is the PBGC’s final year-end No FEAR Act Data for FY 2019. 

E. PBGC’s Discipline Policy for Conduct Inconsistent with Federal Antidiscrimination 

or Whistleblower Laws

PBGC is committed to maintaining a workplace that promotes productivity and 

professionalism, and an environment that protects the dignity of all its workers. PBGC 

issues policy statements, which periodically are sent to all its employees and contractors. 

The policy statements provide that PBGC is committed to ensuring that its employees and 

applicants for employment are treated equitably in an environment that is free from 

discrimination and harassment based on race, religion, color, sex, pregnancy, sexual 

orientation, gender identity, parental status, marital status, national origin, age, disability, 

family medical history or genetic information. All employees are responsible for 

exhibiting professional conduct and behavior in the workplace and cooperating in the 

enforcement of this policy. Further, individuals engaging in conduct or behavior that 

violates this policy may be subject to appropriate disciplinary action up to and including 

removal from Federal service. See EEO Policy Statement (Appendix 2), AntiHarassment Policy Statement (Appendix 3) both dated August 8, 2019.
6

PBGC maintains a directive on disciplinary and adverse actions, outlining the procedures 

for addressing employee misconduct, including a table of suggested penalties for various 

infractions. The table of penalties, which has been in effect since 2007, includes several 

categories addressing conduct that is inconsistent with federal antidiscrimination or 

whistleblower laws. Using a progressive discipline approach, and depending on the nature 

of the misconduct, the penalties can range from a written reprimand for a first offense to 

removal from duty.

F. Data Analysis

Introduction

This section provides data and trend analysis on the commonly cited bases and issues in

formal EEO complaints for fiscal years 2018 and 2019. The basis of the complaint is the 

protected characteristic the complainant alleges to form the motivation for the 

discriminatory behavior. The bases protected by EEO statues are race, color, religion, 

national origin, sex, disability, age, genetic information and retaliation (for participating in 

the EEO complaint process or for opposing practices made illegal under the EEO laws.) 

The issue of a complaint is the specific subject matter about which an individual is alleging 

a discriminatory incident for which he/she is seeking redress. 

Table 4 shows that in FY 2019, 13 PBGC employees filed 14 formal complaints of 

discrimination in comparison to the 18 formal complaints of discrimination filed the 

previous year, a 22 % decrease. The number of people filing complaints decreased from 

the previous year’s total of 16 individuals to 13 individuals, and the number of repeat filers

decreased from 2 in FY 2018 to 1 in FY 2019. See Appendix 1. 

TABLE 4

 Number of Formal EEO Complaints and Number of Filers

Fiscal Year Number of 

Complaints Filed

Number of 

Complainants

Repeat Filers

2019 14 13 1

2018 18 16 2
7

Table 5 shows an analysis of the four leading alleged bases cited in the formal EEO 

complaints filed in FY 2019 and FY 2018. 

TABLE 5

EEO Bases in Formal EEO Complaints at PBGC

Fiscal Year Race Sex Age Reprisal

2019 12 11 10 9

2018 14 12 7 10

 Sex is the second most frequently alleged basis in FY 2019, with 11 cases filed under the 

 basis, a slight decrease from the previous year of 12 cases. Age is the third most frequently 

 filed basis with 10 cases filed in FY 2019 compared to 7 filed in FY 2018, a 43% 

 percent increase. Lastly, under the basis of Reprisal, 9 cases were filed in FY 2019 

 compared to 10 in FY 2018, indicating a 10% decrease (1 complaint) from FY 2018. 

 Formal complaints filed in FY 2019 under the other bases include: color (5); disability (3), 

 and religion, national origin and Equal Pay Act, each with 1 complaint filed. Non-EEO, 

Genetics and Pregnancy Discrimination Act were not alleged bases in the current reporting 

period. 

 

Table 6 shows a trend analysis of the two leading alleged issues cited in the formal EEO 

complaints filed in FY 2019 and FY 2018. The leading issues in FY 2019 were 

Promotion/Non-Selection with 5 complaints filed, representing a 150% (3 complaints)

increase from FY 2018 2 complaints filed; and Terms and Conditions of Employment, with 

5 complaints filed in FY 2019 and 4 in FY 2018, representing a 25% (1 complaint) increase.

TABLE 6

Leading Issues in Formal EEO Complaint 

Year Promotion/Non-Selection Terms and Conditions of 

Employment 

2019 5 5

2018 2 4
8

1. Trends

a. The total number of formal complaints filed in FY 2019, 14, is the lowest number 

of complaints filed since FY 2017 with the previous low at 16 complaints filed in 

FY 2017. 

b. The largest trending decrease in alleged basis was in reprisal. Complaints alleging 

reprisal as a basis went from 40 complaints in FY 2015 to 9 complaints in FY 2019,

a 77 % decrease. 

c. The most frequently claimed protected basis in FY 2019 was race, representing 12 

complaints. Race had been one of the leading alleged bases in the past 3 fiscal

years. The lowest occurrence of cases naming race as a basis was in FY 2017, when 

10 complaints were filed. Sex, the second most frequently protected basis, was 

alleged in 11 complaints during FY 2019. That is slightly lower than the previous 

fiscal year with 12 complaints and Sex-based complaints appeared to be decreasing 

from FY 2015 and leveling off. 

In FY 2019, there was a slight increase in formal complaints filed on issues alleging

promotion/non-selection and terms and condition of employment. However,

complaints filed on the issue alleging harassment (non-sexual), (2 complaints) 

remained the same in FY 2019 as in FY 2018, while complaints citing sexual 

harassment decreased by 100%, from 1 in FY 2018 to 0 in FY 2019.

 

d. Complaint processing times in FY 2019 reflected a decrease in the average number 

of days at 171.29 in the formal complaint investigation stage. This is likely due to 

the decrease in the number of formal complaints during the FY 2019 reporting 

period. 

The total average number of days in investigation decreased slightly by 3 days, 

2% from 174.93 in FY 2018 to 171.29 in FY 2019. In FY 2019 there was a

downward trend in the processing time for the average number of days in final 

action, dismissals and withdrawals. The Agency continues to improve the 

processing times at the Investigative and Final Agency Action stages by effectively 

conducting self-assessments of the operations and activities of the EEO program, 

to identify inefficient and ineffective areas and costly practices. 

2. Causal Analysis
9

 The Pension Benefit Guaranty Corporation (PBGC) attributes the 22% decrease in 

 formal EEO complaint activity in FY 2019 to the Agency’s leadership and 

 commitment to outreach, OEEO affinity and focus groups, employee training and 

 diversity workshops. These efforts may have led to employees’ knowledge of their 

 rights, responsibilities, and employee awareness of prohibited discriminatory 

 behaviors. 

3. Knowledge Gained

 PBGC will continue to educate the workforce in Equal Employment Opportunity, 

 civil rights laws, and related regulations by providing continued trainings and 

workshops and by marketing the availability of conflict management and Alternative 

Dispute Resolution. ADR is an option at all stages of the EEO process and PBGC 

managers and employees are educated on the benefits of ADR. The Agency and its 

leadership strongly promote and advocate employee outreach, employee training and 

zero tolerance to workplace discrimination. PBGC has also invested in providing 

training and seminars in leadership development, managing workforce generations, 

disability awareness and work-life balance. 

4. Actions Planned to Improve PBGC’s Equal Employment Opportunity Program

 PBGC senior leaders, managers, and supervisors hold themselves accountable for 

 achieving the EEO elements and standards via their performance plans.

 Agency initiatives and accomplishments in FY 2019:

• The Office of Equal Employment Opportunity (OEEO) sponsored trainings for 

No FEAR Act Workshop and online training.

• Provided Basic EEO training for New Employees.

• Provided training on Leveraging Differences at Work.

• OEEO introduced the Disability Affirmative Employment Committee (DAEC) in 

FY 2019 with the goal of developing innovative programs that support the equal 

employment opportunity of persons with disabilities and persons with targeted 

disabilities.

• OEEO sponsored the “Representation Matters Workshop” on the importance of 

diverse representation in PBGC’s workforce. 

• Continued the Representation Matters Campaign.

• Facilitated 5 focus group discussions with PBGC’s female employees regarding 

their perspectives on issues that impact career development and equal 

employment opportunity.

• Hosted a workshop on career development titled “Leveraging Diversity @ Work.”

• OEEO initiated and piloted the YOUniversity Bias Program to PBGC’s senior 

leaders and introduced the program as an ongoing program where participants 

explore their own dimensions of diversity and then turn the magnifying glass on
10

their beliefs and reactions to the dimensions of diversity of other people. 

Participants share their experiences with others in the cohort in hopes of gaining a 

greater understanding of different perspectives. 

• Continued education on workplace diversity utilizing an enrichment Book Club. 

G. No FEAR Act Training Plan 

The No FEAR Act requires agencies to provide training for their employees on the rights 

and remedies under Federal antidiscrimination, retaliation, and whistleblower protection 

laws. New employees are required to complete the online No FEAR Act training course

thirty days from their appointment. All permanent and temporary employees completed the 

NO FEAR training in FY 2019 and will be required to take the training in FY 2021.
APPENDIX 1

2014 2015 2016 2017 2018

Number of Complaints Filed 37 45 29 16 18 14

Number of Complainants 31 42 28 15 16 13

Repeat Filers 4 2 1 1 2 1

Note: Complaints can be filed alleging multiple bases.

The sum of the bases may not equal total complaints filed.

Race 19 36 25 10 14 12

Color 15 23 18 5 3 5

Religion 2 2 1 1 3 1

Reprisal 32 40 24 10 10 9

Sex 21 29 27 10 12 11

PDA 0 0 0 0 0 0

National Origin 3 9 7 5 3 1

Equal Pay Act 1 0 0 1 0 1

Age 20 25 23 7 7 10

Disability 6 6 1 3 7 3

Genetics 0 0 0 1 0 0

Non-EEO 0 0 0 1 0 0

Note: Complaints can be filed alleging multiple bases.

The sum of the bases may not equal total complaints filed.

Appointment/Hire 0 1 2 2 4 0

Assignment of Duties 10 1 7 1 0 2

Awards 1 1 0 0 0 0

Conversion to Full Time/Perm Status 0 0 0 0 0 0

 Demotion 0 0 1 0 0 0

 Reprimand 2 0 2 0 0 0

 Suspension 0 1 0 0 0 2

 Removal 0 1 0 1 0 0

 Other 0 0 0 0 0 1

Duty Hours 0 0 0 0 0 0

Perf. Eval./ Appraisal 17 10 5 3 1 2

Examination/Test 0 0 0 0 0 0

 Non-Sexual 17 6 3 8 2 2

 Sexual 1 0 0 1 1 0

Medical Examination 0 0 0 0 0 0

Pay including overtime 3 8 8 1 0 0

Promotion/Non-Selection 4 12 11 1 2 5

 Denied 1 2 0 0 0 0

 Directed 0 1 0 1 0 0

Reasonable Accommodation Disability 2 2 1 1 1 2

Reinstatement 0 0 0 0 0 0

Religious Accommodation 0 0 0 0 0 0

Retirement 1 0 0 0 0 0

Sex-Stereotyping 0 0 0 0 0 0

Telework 0 0 1 1 0 0

Termination 2 1 0 1 2 1

Terms/Conditions of Employment 14 25 18 2 4 5

Time and Attendance 3 1 0 0 1 0

Training 3 0 0 0 0 0

 User Defined - Other 1 0 0 0 0 0 0

 Other 0 0 0 1 3 0

 User Defined - Other 3 0 0 0 0 0 0

 User Defined - Other 4 0 0 0 0 0 0

Disciplinary Action

2014 2015 2016 2017 2018

Complaints by Issue

Complaint Activity

Comparative Data

Previous Fiscal Year Data 

Complaints by Basis

Comparative Data

Previous Fiscal Year Data

FY 2019

FY 2019

Comparative Data

Previous Fiscal Year Data

FY 2019

2014 2015 2016 2017 2018

Harassment

Reassignment

Other

Equal Employment Opportunity Data Posted Pursuant to the No FEAR Act

Pension Benefit Guaranty Corporation (PBGC)

For the Fiscal Year ended September 30, 2019

Page 1 of 4
APPENDIX 1

2014 2015 2016 2017 2018

Average number of days in investigation 168.83 183.45 242.47 395.19 174.93 171.29

Average number of days in final action 15.8 157.58 67 31.33 68.29 23.14

Average number of days in investigation 165.64 176.44 247.07 404.61 177.8 181.2

Average number of days in final action 17.67 157.58 42.5 31.33 24.25 15

Average number of days in investigation 173.86 206.25 178 318.4 173.5 146.5

Average number of days in final action 13 0 183 0 127 50.8

2014 2015 2016 2017 2018

Total Complaints Dismissed by Agency 17 10 1 3 10 3

Average days pending prior to dismissal 156 399 178 123 49 21

Total Complaints Withdrawn by Complainants 3 1 7 4 15 5

# % # % # % # % # % # %

Total Number Findings 0 1 0 0 0 0

Without Hearing 0 0 0 0 0 0 0 0 0 0 0 0

With Hearing 0 0 1 100 0 0 0 0 0 0 0 0

Note: Complaints can be filed alleging multiple bases.

The sum of the bases may not equal total complaints and 

findings. # % # % # % # % # % # %

Total Number Findings 0 0 0 0 0 0

Race 0 0 0 0 0 0 0 0 0 0 0 0

Color 0 0 0 0 0 0 0 0 0 0 0 0

Religion 0 0 0 0 0 0 0 0 0 0 0 0

Reprisal 0 0 0 0 0 0 0 0 0 0 0 0

Sex 0 0 0 0 0 0 0 0 0 0 0 0

PDA 0 0 0 0 0 0 0 0 0 0 0 0

National Origin 0 0 0 0 0 0 0 0 0 0 0 0

Equal Pay Act 0 0 0 0 0 0 0 0 0 0 0 0

Age 0 0 0 0 0 0 0 0 0 0 0 0

Disability 0 0 0 0 0 0 0 0 0 0 0 0

Genetics 0 0 0 0 0 0 0 0 0 0 0 0

Non-EEO 0 0 0 0 0 0 0 0 0 0 0 0

Findings After Hearing 0 0 0 0 0 0

Race 0 0 0 0 0 0 0 0 0 0 0 0

Color 0 0 0 0 0 0 0 0 0 0 0 0

Religion 0 0 0 0 0 0 0 0 0 0 0 0

Reprisal 0 0 0 0 0 0 0 0 0 0 0 0

Sex 0 0 0 0 0 0 0 0 0 0 0 0

PDA 0 0 0 0 0 0 0 0 0 0 0 0

National Origin 0 0 0 0 0 0 0 0 0 0 0 0

Equal Pay Act 0 0 0 0 0 0 0 0 0 0 0 0

Age 0 0 0 0 0 0 0 0 0 0 0 0

Disability 0 0 0 0 0 0 0 0 0 0 0 0

Genetics 0 0 0 0 0 0 0 0 0 0 0 0

Non-EEO 0 0 0 0 0 0 0 0 0 0 0 0

Findings Without Hearing 0 0 0 0 0 0

Race 0 0 0 0 0 0 0 0 0 0 0 0

Color 0 0 0 0 0 0 0 0 0 0 0 0

Religion 0 0 0 0 0 0 0 0 0 0 0 0

Reprisal 0 0 0 0 0 0 0 0 0 0 0 0

Sex 0 0 0 0 0 0 0 0 0 0 0 0

PDA 0 0 0 0 0 0 0 0 0 0 0 0

National Origin 0 0 0 0 0 0 0 0 0 0 0 0

Equal Pay Act 0 0 0 0 0 0 0 0 0 0 0 0

Age 0 0 0 0 0 0 0 0 0 0 0 0

Disability 0 0 0 0 0 0 0 0 0 0 0 0

Processing Time

Comparative Data

Previous Fiscal Year Data

FY 2019

Complaints pending during fiscal year

Complaint pending during fiscal year where hearing was requested

Complaint pending during fiscal year where hearing was not requested

Complaints Dismissed by Agency

Comparative Data

Previous Fiscal Year Data

FY 2019

Complaints Withdrawn by Complainants

Total Final Agency Actions Finding Discrimination

Comparative Data

Previous Fiscal Year Data

2014 2015 2016

FY 2019

2017 2018

Findings of Discrimination Rendered by Basis

Comparative Data

Previous Fiscal Year Data

FY 2019

2014 2015 2016 2017 2018

Page 2 of 4
APPENDIX 1

Genetics 0 0 0 0 0 0 0 0 0 0 0 0

Non-EEO 0 0 0 0 0 0 0 0 0 0 0 0

# % # % # % # % # % # %

Total Number Findings 0 1 0 0 0 0

Appointment/Hire 0 0 0 0 0 0 0 0 0 0 0 0

Assignment of Duties 0 0 0 0 0 0 0 0 0 0 0 0

Awards 0 0 1 100 0 0 0 0 0 0 0 0

Conversion to Full Time/Perm Status 0 0 0 0 0 0 0 0 0 0 0 0

Demotion 0 0 0 0 0 0 0 0 0 0 0 0

Reprimand 0 0 0 0 0 0 0 0 0 0 0 0

Suspension 0 0 0 0 0 0 0 0 0 0 0 0

Removal 0 0 0 0 0 0 0 0 0 0 0 0

Other 0 0 0 0 0 0 0 0 0 0 0 0

Duty Hours 0 0 0 0 0 0 0 0 0 0 0 0

Perf. Eval./ Appraisal 0 0 0 0 0 0 0 0 0 0 0 0

Examination/Test 0 0 0 0 0 0 0 0 0 0 0 0

Non-Sexual 0 0 0 0 0 0 0 0 0 0 0 0

Sexual 0 0 0 0 0 0 0 0 0 0 0 0

Medical Examination 0 0 0 0 0 0 0 0 0 0 0 0

Pay including overtime 0 0 0 0 0 0 0 0 0 0 0 0

Promotion/Non-Selection 0 0 0 0 0 0 0 0 0 0 0 0

Denied 0 0 0 0 0 0 0 0 0 0 0 0

Directed 0 0 0 0 0 0 0 0 0 0 0 0

Reasonable Accommodation Disability 0 0 0 0 0 0 0 0 0 0 0 0

Reinstatement 0 0 0 0 0 0 0 0 0 0 0 0

Religious Accommodation 0 0 0 0 0 0 0 0 0 0 0 0

Retirement 0 0 0 0 0 0 0 0 0 0 0 0

Sex-Stereotyping 0 0 0 0 0 0 0 0 0 0 0 0

Telework 0 0 0 0 0 0 0 0 0 0 0 0

Termination 0 0 0 0 0 0 0 0 0 0 0 0

Terms/Conditions of Employment 0 0 0 0 0 0 0 0 0 0 0 0

Time and Attendance 0 0 0 0 0 0 0 0 0 0 0 0

Training 0 0 0 0 0 0 0 0 0 0 0 0

User Defined - Other 1 0 0 0 0 0 0 0 0 0 0 0 0

Other 0 0 0 0 0 0 0 0 0 0 0 0

User Defined - Other 3 0 0 0 0 0 0 0 0 0 0 0 0

User Defined - Other 4 0 0 0 0 0 0 0 0 0 0 0 0

Findings After Hearing 0 1 0 0 0 0

Appointment/Hire 0 0 0 0 0 0 0 0 0 0 0 0

Assignment of Duties 0 0 0 0 0 0 0 0 0 0 0 0

Awards 0 0 1 100 0 0 0 0 0 0 0 0

Conversion to Full Time/Perm Status 0 0 0 0 0 0 0 0 0 0 0 0

Demotion 0 0 0 0 0 0 0 0 0 0 0 0

Reprimand 0 0 0 0 0 0 0 0 0 0 0 0

Suspension 0 0 0 0 0 0 0 0 0 0 0 0

Removal 0 0 0 0 0 0 0 0 0 0 0 0

Other 0 0 0 0 0 0 0 0 0 0 0 0

Duty Hours 0 0 0 0 0 0 0 0 0 0 0 0

Perf. Eval./ Appraisal 0 0 0 0 0 0 0 0 0 0 0 0

Examination/Test 0 0 0 0 0 0 0 0 0 0 0 0

Non-Sexual 0 0 0 0 0 0 0 0 0 0 0 0

Sexual 0 0 0 0 0 0 0 0 0 0 0 0

Medical Examination 0 0 0 0 0 0 0 0 0 0 0 0

Pay including overtime 0 0 0 0 0 0 0 0 0 0 0 0

Promotion/Non-Selection 0 0 0 0 0 0 0 0 0 0 0 0

Denied 0 0 0 0 0 0 0 0 0 0 0 0

Directed 0 0 0 0 0 0 0 0 0 0 0 0

Reasonable Accommodation Disability 0 0 0 0 0 0 0 0 0 0 0 0

Reinstatement 0 0 0 0 0 0 0 0 0 0 0 0

Religious Accommodation 0 0 0 0 0 0 0 0 0 0 0 0

Retirement 0 0 0 0 0 0 0 0 0 0 0 0

Reassignment

Findings of Discrimination Rendered by Issue

Comparative Data

Previous Fiscal Year Data

2014 2015

FY 2019

Other - User Define

Disciplinary Action

Harassment

Reassignment

2016 2017 2018

Disciplinary Action

Harassment

Page 3 of 4
APPENDIX 1

Sex-Stereotyping 0 0 0 0 0 0 0 0 0 0 0 0

Telework 0 0 0 0 0 0 0 0 0 0 0 0

Termination 0 0 0 0 0 0 0 0 0 0 0 0

Terms/Conditions of Employment 0 0 0 0 0 0 0 0 0 0 0 0

Time and Attendance 0 0 0 0 0 0 0 0 0 0 0 0

Training 0 0 0 0 0 0 0 0 0 0 0 0

User Defined - Other 1 0 0 0 0 0 0 0 0 0 0 0 0

Other 0 0 0 0 0 0 0 0 0 0 0 0

User Defined - Other 3 0 0 0 0 0 0 0 0 0 0 0 0

User Defined - Other 4 0 0 0 0 0 0 0 0 0 0 0 0

Findings Without Hearing 0 0 0 0 0 0

Appointment/Hire 0 0 0 0 0 0 0 0 0 0 0 0

Assignment of Duties 0 0 0 0 0 0 0 0 0 0 0 0

Awards 0 0 0 0 0 0 0 0 0 0 0 0

Conversion to Full Time/Perm Status 0 0 0 0 0 0 0 0 0 0 0 0

Demotion 0 0 0 0 0 0 0 0 0 0 0 0

Reprimand 0 0 0 0 0 0 0 0 0 0 0 0

Suspension 0 0 0 0 0 0 0 0 0 0 0 0

Removal 0 0 0 0 0 0 0 0 0 0 0 0

Other 0 0 0 0 0 0 0 0 0 0 0 0

Duty Hours 0 0 0 0 0 0 0 0 0 0 0 0

Perf. Eval./ Appraisal 0 0 0 0 0 0 0 0 0 0 0 0

Examination/Test 0 0 0 0 0 0 0 0 0 0 0 0

Non-Sexual 0 0 0 0 0 0 0 0 0 0 0 0

Sexual 0 0 0 0 0 0 0 0 0 0 0 0

Medical Examination 0 0 0 0 0 0 0 0 0 0 0 0

Pay including overtime 0 0 0 0 0 0 0 0 0 0 0 0

Promotion/Non-Selection 0 0 0 0 0 0 0 0 0 0 0 0

Denied 0 0 0 0 0 0 0 0 0 0 0 0

Directed 0 0 0 0 0 0 0 0 0 0 0 0

Reasonable Accommodation Disability 0 0 0 0 0 0 0 0 0 0 0 0

Reinstatement 0 0 0 0 0 0 0 0 0 0 0 0

Religious Accommodation 0 0 0 0 0 0 0 0 0 0 0 0

Retirement 0 0 0 0 0 0 0 0 0 0 0 0

Sex-Stereotyping 0 0 0 0 0 0 0 0 0 0 0 0

Telework 0 0 0 0 0 0 0 0 0 0 0 0

Termination 0 0 0 0 0 0 0 0 0 0 0 0

Terms/Conditions of Employment 0 0 0 0 0 0 0 0 0 0 0 0

Time and Attendance 0 0 0 0 0 0 0 0 0 0 0 0

Training 0 0 0 0 0 0 0 0 0 0 0 0

User Defined - Other 1 0 0 0 0 0 0 0 0 0 0 0 0

Other 0 0 0 0 0 0 0 0 0 0 0 0

User Defined - Other 3 0 0 0 0 0 0 0 0 0 0 0 0

User Defined - Other 4 0 0 0 0 0 0 0 0 0 0 0 0

2014 2015 2016 2017 2018

Total complaints from previous Fiscal Years 12 25 47 55 22 5

Total Complainants 12 22 40 48 19 4

Investigation 2 2 13 2 0 0

ROI issued, pending Complainant's action 0 0 0 0 0 0

Hearing 9 22 31 49 19 5

Final Agency Action 1 0 0 1 3 0

Appeal with EEOC Office of Federal Operations 6 7 10 9 9 10

2014 2015 2016 2017 2018

Pending Complaints Where Investigations Exceed Required Time 

Frames 1 0 1 1 0 0

Number complaints pending

Other - User Define

Complaint Investigations

Comparative Data

Previous Fiscal Year Data

Disciplinary Action

Harassment

Reassignment

Other - User Define

Pending Complaints Filed in Previous Fiscal Years by Status

Comparative Data

Previous Fiscal Year Data

FY 2019

FY 2019

Page 4 of 4
AUG 8 2019 

TO: All PBGC Staff 

FROM: Gordon Hartogensis 

Director / 

SUBJECT: Equal Employment Opportunity Policy Statement 

T h e Pensio n Benefi t Guarant y Corporatio n (PBGC ) protects th e retiremen t income s o f nearl y

millio n America n worker s i n nearl y 25,00 0 private-secto r define d benefi t pensio n plans. Fo r 

PBG C t o d o its jo b well , w e mus t continu e t o striv e fo r inclusion , cooperation , an d respec t fo r 

t h e talents tha t a divers e workforc e ca n brin g t o an y successfu l venture . 

PBG C is committe d t o ensurin g tha t its employee s an d applicants fo r employmen t ar e treate d 

equitabl y i n a n environmen t tha t is fre e fro m discriminatio n base d o n race , religion , color , sex , 

pregnancy , sexua l orientation , gende r identity , parenta l status, marita l status, nationa l origin , age , 

disability , famil y medica l histor y o r geneti c information . Employee s an d applicants wh o believ e 

the y ma y hav e experience d discriminatio n o n an y o f thes e bases, o r wh o believ e the y ma y hav e 

bee n retaliate d against fo r exercisin g th e righ t t o g o throug h th e Equa l Employmen t Opportunit y 

(EEO ) process, shoul d contac t th e Offic e o f Equa l Employmen t Opportunit y (OEEO ) as 

discusse d below . 

A l l employee s ar e responsibl e fo r exhibitin g professiona l conduc t an d behavio r i n th e workplac e 

a n d cooperatin g i n th e enforcemen t o f this policy . Individual s engagin g i n conduc t o r behavio r 

tha t violate s this polic y ma y b e subjec t t o appropriat e disciplinar y actio n u p to , an d including , 

remova l fro m Federa l service . 

I f yo u believ e yo u ma y hav e bee n t o discriminatio n o r retaliation , yo u shoul d contac t 

OEE O a t ext . 436 3 o r emai l eeo@pbgc.go v immediately . OEE O offers a confidentia l an d 

neutra l earl y interventio n process t o address concern s withou t you r havin g t o initiat e th e EE O 

complain t process. If , however , yo u decid e t o initiat e th e EE O complain t process, yo u mus t d o 

so withi n 4 5 calenda r day s o f th e inciden t o r th e dat e yo u becam e awar e o f th e incident . Wher e 

a n aggrieve d individua l elects an d OEE O determine s tha t Alternativ e Disput e Resolutio n (ADR ) 

is appropriate , managers and/o r supervisors hav e a dut y t o participat e i n PBGC' s AD R process. 

I n ou r wor k processes, PBG C wil l creat e avenue s fo r ful l participatio n t o enabl e excellenc e an d 

innovatio n tha t is realize d throug h collaboratio n o f divers e ideas, experiences, an d perspectives. 

B y workin g togethe r t o promot e th e principle s o f equa l opportunity , w e wil l ensur e tha t al l 

employee s an d applicants fo r employmen t hav e a n opportunit y t o succee d an d contribut e t o 

PBGC' s missio n o f protectin g America' s retiremen t security . 

Appendix 2
Protectin g America' s Pension s Street, Washington , D.C . 20005-402 6 

Pensio n Benefi t Guarant y Corporatio n 

Offic e o f th e

AUG 8 2019 

TO: PBGC Staff 

FROM: Gordon Hartogensis 

Director 

SUBJECT: Anti-Harassment Policy Statement 

T h e Pensio n Benefi t Guarant y Corporatio n (PBGC ) ha s a polic y providin g fo r a wor k environmen t 

fre e fro m al l form s o f harassment . Fo r example , i n additio n t o providin g th e protectio n require d 

b y Equa l Employmen t Opportunit y (EEO ) law s fro m harassmen t base d o n race , color , religion , 

s e x (includin g pregnancy , sexua l harassment , gende r identity , an d non-sexua l harassmen t base d 

o n sex) , sexua l orientation , nationa l origin , age , disabilit y (menta l o r physical) , famil y medica l

histor y o r geneti c information , PBGC' s polic y als o protects against harassmen t base d o n parenta l

a n d marita l status.

Harassmen t become s unlawfu l where : 1 ) endurin g th e offensiv e conduc t become s a conditio n o f 

continue d employment ; o r 2 ) th e conduc t is sever e o r pervasiv e enoug h t o creat e a wor k 

environmen t tha t a reasonabl e perso n woul d conside r intimidating , hostile , o r abusive . Example s 

include : 

• g negativ e comment s abou t a n employee' s persona l religiou s beliefs, o r tryin g t o 

conver t the m t o a certai n religiou s ideology

• g racist slang , phrases, o r nicknames

• g remark s abou t a n individual' s ski n colo r o r othe r ethni c traits

• g racist drawings , o r posters tha t migh t b e offensiv e t o a particula r group

• g offensiv e gestures

• g offensiv e referenc e t o a n individual' s menta l o r physica l disability

• g inappropriat e images, videos, e-mails, letters, o r note s o f a n offensiv e nature

• y talkin g abou t negativ e racial , ethnic , o r religiou s stereotypes; o

• g derogator y age-relate d comments

N o singl e situatio n constitute s harassmen t an d harassmen t ma y b e direc t o r indirect . 

Appendix 3
Anti-discriminatio n law s als o prohibi t harassmen t against individual s i n retaliatio n fo r filin g a 

discriminatio n charge ; testifyin g o r participatin g i n an y wa y i n a n investigation , proceeding , o r 

lawsui t unde r thes e laws ; o r opposin g employmen t practice s tha t the y reasonabl y believ e 

discriminat e against individuals , i n violatio n o f thes e laws . 

Sexua l harassmen t is define d as unwelcom e sexua l advances, requests fo r sexua l favors, an d othe r 

verba l o r physica l conduc t o f a sexua l natur e whe n submissio n t o suc h conduc t is mad e eithe r 

explicitl y o r implicitl y a ter m o r conditio n o f a n individual' s employment , submissio n t o o r 

rejectio n o f suc h conduc t b y a n individua l is use d as th e basis fo r employmen t decision s affectin g 

suc h individual , o r suc h conduc t ha s th e purpos e o r effec t o f unreasonabl y interferin g wit h a n 

individual' s wor k performance , o r creatin g a n intimidating , hostile , o r offensiv e workin g 

environment . Suc h conduc t ma y include : 

• r o r superviso r conditionin g promotion , assignments, o r othe r tangibl e 

 benefits base d o n acquiescenc e t o unwelcom e sexua l conduct , o r penalizin g a n 

individua l fo r refusin g t o participat e i n suc h conduct ; 

• t o r stereotypica l remark s abou t a person's clothing , body , appearance , o r activities

• y oriente d jokes , stories, remarks , o r discussions

• s o f sexua l acts

• g o r displayin g sexuall y graphi c picture s anywher e i n th e workplace

• y touching , pinching , patting , o r givin g inappropriat e look s t o anothe r person

• e fo r date s o r sexua l activity

• e telephon e calls, e-mai l messages, socia l networ k posting s o r letters o f a sexua

nature ; o

• s fo r sexua l favors

I n sexua l harassment , th e harasse r ma y b e mal e o r female , an d th e victi m ma y b e o f th e opposit e 

s e x o r th e sam e se x as th e harasser. Eve n a consensua l relationshi p betwee n th e harasse r an d th e 

victi m ma y involv e sexua l harassment . Fo r example , i f th e victi m agree s t o sexua l behavio r ou t o f 

fea r o f retaliation , th e conduc t o f th e othe r part y ma y stil l constitut e sexua l harassmen t despit e th e 

victim' s consent . Th e focu s is o n whethe r th e conduc t wa s unwelcome , no t consensual . 

 goa l o f a n Anti-Harassmen t Polic y Statemen t is t o address an d eliminat e harassin g conduc t a t 

t h e earliest possibl e stage , regardless o f whethe r th e conduc t violate d th e law . Al l employee s ar e 

responsibl e fo r exhibitin g professiona l conduc t an d behavio r i n th e workplac e an d cooperatin g i n 

t h e enforcemen t o f this policy . Individual s engagin g i n conduc t o r behavio r tha t violate s this 

polic y ma y b e subjec t t o appropriat e disciplinar y actio n u p to , an d including , remova l fro m Federa l 

service . Supervisors mus t striv e t o maintai n an d promot e a wor k environmen t fre e o f harassment . 

T o preven t an d remed y incidents o f workplac e harassment , PBG C officials mus t b e mad e awar e 

o f th e conduc t o r behavio r as soo n as possibl e

PBG C wil l no t tolerat e th e creatio n o f a hostil e wor k environmen t an d wil l address reporte d 

workplac e harassmen t promptly . Individual s wh o believ e the y ar e bein g harasse d o r subjecte d t o 

a hostil e wor k environmen t ar e encourage d t o tel l th e allege d harasse r (orall y o r i n writing ) t o stop , 

kee p a recor d o f th e events, immediatel y repor t th e behavior , an d cooperat e i n an y inquir y 

regardin g allegation s o f harassment . Retaliatio n fo r reportin g workplac e harassmen t o r fo r 

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assistin g i n an y inquir y concernin g a repor t o f harassmen t als o wil l no t be tolerated . I n addition , 

PBG C wil l protec t th e confidentialit y o f employee s wh o brin g harassmen t claims, t o th e exten t 

possible . 

PBG C employee s wh o believ e the y hav e bee n harasse d o r hav e bee n subjecte d t o a hostil e wor k 

environmen t shoul d repor t th e matte r immediatel y t o thei r immediat e supervisor , anothe r 

managemen t official , o r PBGC' s Harassmen t Inquir y Committe e (HIC) : Intak e points o f contac t 

include : 

Pau l Chalmer s (OGC ) - (202 ) 229-3555 ; 

 Ge e (OGC ) - (202 ) 229-4768 ; 

Arri e Etheridg e (HRD ) - (202 ) 229-3728 ; 

Kare n Esse r (HRD ) - (202 ) 229-3275 ; o r 

PBGC' s Offic e o f Equa l Employmen t Opportunit y a t (202 ) 229-4363 , \ X) PBG C

Additiona l informatio n abou t th e HI C is availabl e o n SharePoin t a t 

Upo n receip t o f a harassmen t allegation , th e Agenc y wil l conduc t a prompt , thorough , an d 

impartia l investigation , i f appropriate . Th e Agenc y wil l tak e immediat e an d appropriat e correctiv e 

actio n whe n i t determine s harassmen t ha s occurred . 

A n employe e wh o reports allegation s o f harassmen t o r hostil e wor k environmen t t o th e HIC , a 

PBG C supervisor/manager , o r HR D ha s not filed a n EE O complaint . A n employe e wh o wishe s 

t o file a n EE O complain t mus t contac t PBGC' s EE O Offic e withi n 4 5 calenda r day s o f th e allege d 

harassin g conduc t o r th e dat e the y becam e awar e o f th e harassin g conduct . Failur e t o d o so ma y 

resul t i n th e dismissa l o f th e EE O complaint . 

The federal sector EEO discrimination complaint process cannot be initiated by reporting 

harassment or hostile work environment to a supervisor or management official, HRD, or 

by contacting the Employee Assistance Program (EAP) or union. 

Thi s polic y applie s t o al l PBG C employees. Relate d question s o r requests fo r informatio n shoul d 

b e directe d t o OEEO , Breneci a Watson , (202 ) 229-6868 . 

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