1 

Fiscal Year 2022: Annual Report to Congress on the

Notification and Federal Employee Antidiscrimination

and Retaliation Act of 2002

Office of the Chief Executive Officer, Equal Employment

Opportunity Program

July 2023
2 

Table of Contents 

I. Executive Summary ................................................................................................. 3

II. Introduction .............................................................................................................. 4

III. Background .............................................................................................................. 4

IV. FY 2022 Complaint Data .......................................................................................... 5

A. Civil Cases............................................................................................................ 5 

B. Reimbursement to the Judgment Fund ................................................................ 5 

C. Types of Disciplinary Actions ................................................................................ 5 

D. Final Year-End Data ............................................................................................. 6 

E. Policy Description on Disciplinary Actions ............................................................ 6 

F. No Fear Training ................................................................................................... 7 

V. Analysis of Trends, Causal Analysis, and Practical Knowledge Gained 

Through Experience ................................................................................................ 7

VI. Adjustment to Budget ............................................................................................. 8

VII. Actions Planned or Taken to Improve Civil Rights Programs ............................ 8

VIII. Accomplishments .................................................................................................. 9

Appendices ................................................................................................................. 10

Appendix A: FY 2022 No Fear Act Complaint Data ................................................. 10 

Appendix B: Equal Opportunity Policy Statement .................................................... 18 

Appendix C: Anti-Harassment Policy Statement ...................................................... 19 
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I. EXECUTIVE SUMMARY

The U.S. International Development Finance Corporation (DFC) is the U.S. Government’s 

development finance institution. DFC was established in 2019 following the passage of 

the BUILD, or Better Utilization of Investments Leading to Development, Act of 2018 

which strengthened and modernized American development finance. The BUILD Act 

combined the capabilities of the Overseas Private Investment Corporation (OPIC) and 

the Development Credit Authority, the latter of which had previously been housed in the 

U.S. Agency for International Development (USAID). 

 

DFC partners with the private sector to finance solutions to the most critical challenges 

facing the developing world today. We invest across sectors including energy, healthcare, 

critical infrastructure, and agriculture. DFC also provides financing for small businesses 

to create jobs in emerging markets. DFC investments adhere to high standards and 

respect the environment, human rights, and worker rights. 

This Annual Report to Congress, which covers fiscal year (FY) 2022, is required by Title 

II, Section 203 of the Notification and Federal Employee Antidiscrimination and 

Retaliation Act of 2002 (“No FEAR Act” or “Act”), Public Law 107-174. The No Fear Act 

aims to reduce the incidents of workplace discrimination within the federal government by 

holding agencies and departments accountable for violations of anti- discrimination and 

whistleblower protection laws and requires an annual report. 

DFC reports on the number of cases that were filed in Federal District court which resulted 

in judgments, awards or compromise settlements; the disposition of those cases; money 

required to be reimbursed; and the number of employees disciplined for discrimination, 

retaliation, harassment, or other infractions of a proviso of law cited in Section 201 (c) of 

the No FEAR Act. 

The DFC Office of Equal Employment, Diversity, and Inclusion (OEDI) provides technical 

and policy advice to DFC leadership on civil rights and civil liberties issues. The OEDI 

ensures our agency’s compliance with the statutes, regulations, and executive orders 

which prohibit discrimination in the workplace. Its mission is to ensure a diverse, 

equitable, inclusive, and accessible workplace free from unlawful discrimination through 

active engagement, training, and enforcement of civil rights laws, regulations and other 

guiding sources. OEDI is responsible for the day-to-day operations of Equal Employment 

Opportunity (EEO) program for employees, including processing EEO complaints. OEDI 

is also responsible for the agency’s diversity, equity, inclusion, and accessibility (DEIA) 

strategy and programming, including special observances, and oversight of the employee 

resource groups. 

DFC continues to be diligent in its efforts toward achieving a model EEO program and a 

robust program which fosters DEIA. DFC has a relatively low rate of formal complaints. 

We expect this trend to continue due to an ongoing effort by OEDI to actively seek 

resolution during the initial intake and/or the informal counseling process. 
4 

There was one formal EEO complaint filed against DFC during FY 2021. The complaint 

was filed under Title VII of the Civil Rights Act of 1964 (42 U.S.C. 2000e et seq.). The 

case filed in FY 2021 did not result in a finding of discrimination by either DFC or the 

Equal Employment Opportunity Commission (EEOC). 

During FY 2022, DFC was not a party to any Federal District Court case that resulted in 

judgements, awards, or compromise settlements. As a result, DFC was not required to 

reimburse the Judgement Fund during FY 2022. No DFC employees were disciplined for 

discrimination, retaliation, harassment, or other infractions of a provision of law cited in 

the NO FEAR Act stemming from Federal District Court actions. 

EEO formal complaint activity increased in FY 2022. There were four EEO complaints 

filed against DFC during FY 2022. The complaints were filed under Title VII of the Civil 

Rights Act of 1964 (42 U.S.C. 2000e et seq.), the Age Discrimination in Employment Act 

of 1967 (Public Law 90-202), and the Rehabilitation Act of 1973. To date, the cases filed 

in FY 2022 have not resulted in findings of discrimination by either DFC or the Equal 

Employment Opportunity Commission (EEOC). 

II. INTRODUCTION

The No FEAR Act requires Federal agencies to submit annual report to the Speaker of 

the House of Representatives, the President pro tempore of the Senate, the Committee 

on Governmental Affairs of the Senate, the Committee on Government Reform of the 

House of Representatives, each committee of Congress with jurisdiction relating to the 

agency, the Attorney General, and the Equal Employment Commission (EEOC). 

Additionally, the U.S. Office of Personnel Management’s (OPM) final regulation on the No 

Fear Act issued on December 28, 2006, requires that OPM receive a copy of the report. 

This report is submitted by DFC to satisfy these reporting requirements. 

III. BACKGROUND

The No FEAR Act was signed into law by President George W. Bush on May 15, 2002, 

and became effective on October 1, 2003. The Act requires federal agencies to be 

accountable for violations of anti-discrimination and whistleblower protection laws and to 

post certain statistical data relating to Federal sector EEO complaints filed with the 

agency. 

Section 203 of the No FEAR Act requires that each Federal agency submit an annual 

report to Congress not later than one-hundred eighty (180) days after the end of each 

fiscal year. Agencies must report on the number of Federal District Court cases arising 

under each of the respective areas of law specified in the Act in which discrimination was 

alleged; the status or disposition of cases; the amount of money required to be 

reimbursed; the number of employees disciplined; any policies implemented related to 

appropriate disciplinary actions against the Federal employee who discriminated against 

any individual or committed a prohibited personnel practice; and an analysis of the data 

collected with respect to trends, casual analysis, etc. 
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The President delegated responsibility to OPM for the issuance of regulations governing 

implementation of Title II of the No FEAR Act. OPM published final regulations on May 

10, 2006, concerning the reimbursement provisions of the Act as well as notification and 

training requirements. 

IV. FY 2022 COMPLAINT DATA

A. Civil Cases

Section 203 (1) of the No FEAR Act requires that agencies include in their annual Report 

to Congress “the number of cases arising under each of the respective provisions of law 

covered by paragraphs (1) and (2) of section 201 (a) in which discrimination on the part 

of such agency was alleged.” Section 724.302 of OPM’s final regulations issued on 

December 28, 2006, clarifies section 203 (1) of the No FEAR Act, stating that Federal 

agencies report on “the number of cases in Federal Court pending or resolved arising 

under each of the respective provisions of the Federal anti-discrimination laws and 

whistleblower protection laws applicable to them in which an employee, former Federal 

employee, or applicant alleged a violation (s) of these laws, separating data by the 

provision(s) of law involved.” 

DFC reports that during FY 2022, there were no Federal District Court discrimination 

cases resulting in payment from the Judgment Fund on behalf of DFC. 

B. Reimbursement to the Judgment Fund

OPM published final regulations in the Federal Register on January 22, 2004, and final 

on May 10, 2006, to clarify the agency reimbursement provisions of Title II of the No FEAR 

Act. These regulations state, among other things, that the Financial Management Service, 

U.S. Department of the Treasury (FMS), will provide notice to an agency’s Chief Financial 

Officer within 15 business days after payment from the Judgment Fund. The agency is 

required to reimburse the Judgment Fund within 45 business days after receiving notice 

from FMS or must contact FMS to make arrangements, in writing, for reimbursement. 

The Treasury Judgment Fund paid no monies on behalf of DFC for discrimination cases 

filed in Federal District Court resulting in judgments, awards, or compromise settlements 

during FY 2022. 

C. Types of Disciplinary Actions

Section 203 (a) (4) of the No FEAR Act requires that agencies include in the Annual 

Report to Congress “the number of employees disciplined for discrimination, retaliation, 

harassment, or any other infraction of any provision of law referred to in paragraph (1).” 

Section 203 (a) (1) requires that agencies report “the number of cases arising under each 

of the respective provisions of law covered by paragraphs (1) and (2) of section 201 (a) 

in which discrimination on the part of such agency was alleged.” OPM’s final regulation 
6 

issued December 28, 2006, provides that these cases refer to the number of 

discrimination cases for which the Judgment Fund paid on behalf of the agency. The 

regulations also define disciplinary actions to include any one or a combination of the 

following actions: reprimand, suspension without pay, reduction in grade or pay, or 

removal. 

DFC reports that there were no disciplinary actions arising from any Federal District Court 

discrimination cases in FY 2022. 

D. Final Year-End Data

The final year-end data posted pursuant to Section 301 (c) (1) (B) of the No FEAR Act 

are include in Appendix A. 

The final year-end data indicates that during FY 2022, there were four new complaints 

of discrimination. There have been no findings of discrimination to date, as the cases 

are still in the EEO process. The cases alleged the bases of sex (female), race (African 

American), Disability, and reprisal. The average complaint processing time 

(investigation) at the end of FY 2022 was 128 days. 

E. Policy Description on Disciplinary Actions

Section 203 (a) (6) of the No FEAR Act requires that agencies include in their annual 

Report to Congress a detailed description of the policy implemented by the agency 

relating to disciplinary actions imposed against a Federal employee who discriminated 

against any individual in violation of any of the laws cited under section 201 (a) (1) or (2), 

or committed another prohibited personnel practice that was revealed in the investigation 

of a complaint alleging a violation of any of the laws cited under section 201 (a) (1) or (2). 

Further, the Act requires that, with respect to each such law, the Federal agency report 

on the number of employees who were disciplined in accordance with such policy and the 

specific nature of the disciplinary action taken. 

The DFC Chief Executive Officer (CEO) annually issues EEO and Anti-Harassment policy 

statements that reinforce DFC’s commitment to a workplace free from discrimination, 

harassment, and retaliation. DFC employees are accountable for their actions in 

accordance with these policy statements. The EEO Policy statement emphasizes DFC’s 

determination to discipline employees for engaging in unlawful discrimination or allowing 

discriminatory practices to exist. The Anti-Harassment Policy statement communicates 

DFC’s zero tolerance of harassment against employees on the bases of race, color, 

religion, sex (including pregnancy, sex stereotyping, gender identity, gender expression 

or transgender status), national origin, gender, sexual orientation, disability, genetic 

information, marital or parental status, or political affiliation, or engaging in protected 

activity. Both statements warn that engaging in prohibited behavior will result in 

appropriate disciplinary action. 

These annual policy statements are buttressed by DFC’s Anti-Harassment policy and 
7 

procedures, finalized in FY 2022, which provides for prompt investigation of claims of 

harassment outside the EEO complaints process. 

F. No FEAR Act Training

Section 202 (c) of the No FEAR Act requires Federal agencies to provide training to their 

employees on the rights and remedies under Federal Anti-discrimination laws and 

Whistleblower Protection laws. Under Section 724.203, Federal agencies were required 

to develop a written training plan and to have trained their employees by December 17, 

2006, and every two years thereafter. Under implementing regulations, new employees 

are to receive No FEAR Act training within 90 days of appointment, which can be met 

through an agency orientation or training program. 

DFC has an established EEO training plan. New hires are given a brief introduction to 

civil rights protections and the EEO process as part of new employee orientation. New 

staff must complete more extensive EEO training within 90 days of onboarding, including 

the No FEAR Act course. All employees must take EEO and No FEAR Act training 

courses biennially. 

FedTalent is DFC’s electronic learning management system, powered by Skillsoft, and is 

available to all DFC employees. Employee EEO and No FEAR Act training courses are 

tracked through this system and enables DFC to ensure the completion of required 

courses. 

V. ANALYSIS OF TRENDS, CAUSAL ANALYSIS AND PRACTICAL KNOWLEDGE 

GAINED THROUGH EXPERIENCE

Section 203 (7) of the No FEAR Act requires that agencies undertake “an examination of 

trends, causal analysis, and practical knowledge gained through experience and any 

actions planned or taken to improve complain or civil rights programs of DFC.” 

There were no Federal District Court cases resulting in judgments, awards, or 

compromise settlements filed against DFC in FY 2022. This statistic illustrates DFC’s 

ongoing commitment to maintaining a workforce that reflects EEO and DEIA principles 

and policies. 

When comparing DFC to other similar-sized federal agencies, DFC’s complaint activity 

as a percentage of the Total Workforce was 0.85%. This percentage was higher than the 

government-wide measure of complaint activity (0.36%) and the complaint activity 

reported for Small Level Agencies (0.81%), but lower than complaint activity for Micro 

Level Agencies (0.93%). [Source: FY 2020 EEOC Federal Sector Report, Table B-1, FY 

2020 Total Work Force Counselings and Complaints] 
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VI. ADJUSTMENT TO BUDGET 

Section 203 (a) (8) of the No FEAR Act requires that agencies include in their annual 

report to Congress information about “any adjustment (to the extent the adjustment can 

be ascertained in the budget of the agency) to comply with the requirements under section 

201.” 

DFC did not make such an adjustment in FY 2022. 

VII. DFC ACTIONS PLANNED/TAKEN TO IMPROVE CIVIL RIGHTS PROGRAMS 

DFC continually seeks to improve its ability to prevent and address discrimination. This 

includes offering training for staff, including senior level management, and improving the 

agency’s EEO policies and procedures. Managers and supervisors are instructed to take 

the anti-discrimination laws seriously and are held accountable for their actions or 

inactions in accordance with established disciplinary policies. 

DFC also includes performance measures for EEO compliance in manager evaluations. 

They include: (1) support agency workforce equal employment and DEIA policies and 

programs; foster a workplace where DEIA is valued and leveraged to achieve the mission 

of the organization and (2) promote respectful, cooperative, and productive working 

relationships among culturally diverse employees; and establishing an effective work/life 

balance. 

DFC will continue to advance DEIA by 1) using data and evidence-based decisionmaking, 2) focusing on continuous improvement, 3) adopting a collaborative whole-ofagency mandate with partnership engagement, 4) prioritizing accountability and 

sustainability, and 5) understanding the perspectives of the workforce and the customers. 

Annual training for all employees includes unconscious bias and conflict resolution. DFC’s 

continued use of varied alternate dispute resolution methods will continue to address 

workplace conflicts in a way which results in a substantial resolution rate during the early 

stages of engagement. 

DFC’s executive team is committed to transparent communication of impending changes 

to all employees, seeking input from those whose work will be affected. DFC leadership 

acknowledges that major changes and growth in the workplace tends to trigger more 

complaints. DFC’s leadership anticipates such growth this fiscal year as the agency 

continues to further align its mission consistent with the BUILD Act of 2018. 

Our leadership has engaged employees in the process, as appropriate, and has 

communicated regularly changes that may impact employees. 
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VIII. ACCOMPLISHMENTS

Building a robust EEO and DEIA strategy, program, and culture at DFC is a top agency 

priority in FY2022, led by the Office of the Chief Executive Officer in partnership with the 

Office of Human Resource Management, and OEDI. 

Prior to mid FY 2021, the DFC EEO program was administered through a personal 

services contract. To build a model EEO program, DFC appointed a full-time Director in 

May 2021. This demonstrates DFC’s commitment to integrating EEO into the strategic 

mission. The EEO Director is managed by an experienced EEO official and reports 

directly to the CEO. 

DFC will continue to strive toward achieving a model EEO program by correcting any 

deficiencies noted in the 2022 MD-715 report. The agency’s reasonable accommodation 

and personal assistance services policies and procedures were approved by the Equal 

Employment Opportunity Commission. The EEO and anti-harassment policies and 

procedures were also updated to provide more clarity regarding prohibited conduct, and 

the investigation process for harassment complaints. 

Respectfully submitted, 

Scott Nathan 

Chief Executive Officer 

July 2023

Scott Nathan

Digitally signed by Scott 

Nathan

Date: 2023.07.20 

16:11:41 -04'00'
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APPENDIX A: No FEAR Act Fiscal Year Complaint Totals 

Equal Employment Opportunity Data1

Posted Pursuant to Title III of the Notification and Federal Employee Antidiscrimination 

and Retaliation Act of 2002 (No Fear Act), Pub. L. 107-174 

Formal Complaint Activity Comparative Previous Fiscal Year Data 

2023 

Total 

(Through 

Q3)2 2018 2019 2020 2021 2022

Number of Complaints Filed n/a n/a 0 1 4 3

Number of Complainants n/a n/a 0 1 4 3

Repeat Filers n/a n/a 0 0 0 0

Formal Complaint by Basis 

Note: Complaints can be filed alleging 

multiple bases. The sum of the bases may 

not equal total complaints filed.

Comparative Previous Fiscal Year Data 

2023 Total 

(Through 

2018 2019 2020 2021 2022 Q3) 

Race n/a n/a 0 1 3 1

Color n/a n/a 0 0 0 0

Religion n/a n/a 0 0 0 0

Reprisal n/a n/a 0 0 1 0

Sex n/a n/a 0 1 1 1

National Origin n/a n/a 0 0 0 2

Equal Pay Act n/a n/a 0 0 0 0

Age n/a n/a 0 0 1 1

Disability n/a n/a 0 0 2 0

Genetic Information n/a n/a 0 0 0 0

Non-EEO basis n/a n/a 0 0 0 0

Formal Complaint by Issue 

Note: Complaints can be filed alleging 

multiple bases. The sum of the bases may 

not equal total complaints filed.

Comparative Previous Fiscal Year Data 

2023 

Total 

(Through 

2018 2019 2020 2021 2022 Q3) 

Appointments/Hire n/a n/a 0 0 1 0

Assignment of Duties n/a n/a 0 0 0 0

Awards n/a n/a 0 0 0 0

1 The U.S. International Development Finance Corporation (DFC) was authorized by the Better Utilization of Investments 

Leading to Development Act of 2018 (BUILD Act, Division F of P.L. 115-254) and launched operations in December 2019. 2 All FY 2023 Data through Q3 is reported as of June 30, 2023. 
11 

Conversion to Full-time n/a n/a 0 0 0 0

Disciplinary Action

Demotion n/a n/a 0 0 0 0

Reprimand n/a n/a 0 1 0 0

Removal n/a n/a 0 0 0 0

Suspension n/a n/a 0 0 0 1

Other n/a n/a 0 0 1 0

Duty Hours n/a n/a 0 0 0 0

Evaluation Appraisal n/a n/a 0 0 1 2

Examination/Test n/a n/a 0 0 0 0

Harassment

Non-Sexual n/a n/a 0 1 4 2

Sexual n/a n/a 0 0 0 0

Medical Examination n/a n/a 0 0 0 0

Pay (Including Overtime) n/a n/a 0 0 0 0

Promotion/Non-Selection n/a n/a 0 0 0 0

Reassignment

Denied n/a n/a 0 0 0 0

Directed n/a n/a 0 0 0 0

Reasonable Accommodation n/a n/a 0 0 0 0

Reinstatement n/a n/a 0 0 0 0

Retirement n/a n/a 0 0 0 0

Termination n/a n/a 0 0 1 0

Terms/Conditions of Employment n/a n/a 0 0 0 0

Time and Attendance n/a n/a 0 0 0 0

Training n/a n/a 0 0 0 0

Other n/a n/a 0 0 0 0

Processing Time Comparative Previous Fiscal Year Data 

2023 

Total 

(Through 

2018 2019 2020 2021 2022 Q3) 

Complaints pending for any length of time

during the fiscal year n/a n/a 0 1 4 73

Average number of days in investigation n/a n/a 0 90 103 139 

3 Total includes three FY 2023 complaints and four FY 2022 complaints. Three FY 2022 complaints were closed as of June 30, 2023.
12 

stage

Average number of days in final agency 

action stage n/a n/a 0 0 0 0

Complaints pending for any length of time

during fiscal year where hearing was 

requested n/a n/a 0 0 1 2

Average number of days in investigation 

stage n/a n/a 0 0 140 1824

Average number of days in final agency 

action n/a n/a 0 0 0 0

Complaints pending for any length of time 

during fiscal year where hearing was not 

requested n/a n/a 0 0 0 0

Average number of days in investigation 

stage n/a n/a 0 0 0 0

Average number of days in final agency 

action stage n/a n/a 0 0 0 0

 

Complaints Dismissed by Agency Comparative Previous Fiscal Year Data 

2023 Total 

(Through 

2018 2019 2020 2021 2022 Q3) 

Total Complaints Dismissed by Agency n/a n/a 0 0 0 0

Average days pending prior to dismissal n/a n/a 0 0 0 0

Complaints Withdrawn by Complainants

Total Complaints Withdrawn by 

Complainants n/a n/a

0 0 0 0

Total Final Actions Finding 

Discrimination 

Comparative Previous Fiscal Year Data 

2023 Total 

(Through 

2018 2019 2020 2021 2022 Q3) 

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

Total Number of Findings n/a n/a n/a n/a 0 0 0 0 0 0 0 0

Without Hearing n/a n/a n/a n/a 0 0 0 0 0 0 0 0

With Hearing n/a n/a n/a n/a 0 0 0 0 0 0 0 0

Findings of Discrimination 

Rendered by Basis 

Note: Complaints can be filed 

alleging multiple bases. The 

sum of the bases may not 

equal total complaints and 

findings.

Comparative Previous Fiscal Year Data 

2023 Total 

(Through 

2018 2019 2020 2021 2022 Q3) 

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

Total Number of Findings n/a n/a n/a n/a 0 0 0 0 0 0 0 0

4 One Investigation exceeded 180 days, but complainant received proper notice and agreed to a 30-day extension. 
13 

Race n/a n/a n/a n/a 0 0 0 0 0 0 0 0

Color n/a n/a n/a n/a 0 0 0 0 0 0 0 0

Religion n/a n/a n/a n/a 0 0 0 0 0 0 0 0

Reprisal n/a n/a n/a n/a 0 0 0 0 0 0 0 0

Sex n/a n/a n/a n/a 0 0 0 0 0 0 0 0

National Origin n/a n/a n/a n/a 0 0 0 0 0 0 0 0

Age n/a n/a n/a n/a 0 0 0 0 0 0 0 0

Disability n/a n/a n/a n/a 0 0 0 0 0 0 0 0

Genetic Information n/a n/a n/a n/a 0 0 0 0 0 0 0 0

Non-EEO n/a n/a n/a n/a 0 0 0 0 0 0 0 0

Findings After Hearing n/a n/a n/a n/a 0 0 0 0 0 0 0 0

Race n/a n/a n/a n/a 0 0 0 0 0 0 0 0

Color n/a n/a n/a n/a 0 0 0 0 0 0 0 0

Religion n/a n/a n/a n/a 0 0 0 0 0 0 0 0

Reprisal n/a n/a n/a n/a 0 0 0 0 0 0 0 0

Sex n/a n/a n/a n/a 0 0 0 0 0 0 0 0

National Origin n/a n/a n/a n/a 0 0 0 0 0 0 0 0

Equal Pay Act n/a n/a n/a n/a 0 0 0 0 0 0 0 0

Age n/a n/a n/a n/a 0 0 0 0 0 0 0 0

Disability n/a n/a n/a n/a 0 0 0 0 0 0 0 0

Genetic Information n/a n/a n/a n/a 0 0 0 0 0 0 0 0

Non-EEO n/a n/a n/a n/a 0 0 0 0 0 0 0 0

Findings Without Hearing n/a n/a n/a n/a 0 0 0 0 0 0 0 0

Race n/a n/a n/a n/a 0 0 0 0 0 0 0 0

Color n/a n/a n/a n/a 0 0 0 0 0 0 0 0

Religion n/a n/a n/a n/a 0 0 0 0 0 0 0 0

Reprisal n/a n/a n/a n/a 0 0 0 0 0 0 0 0

Sex n/a n/a n/a n/a 0 0 0 0 0 0 0 0

National Origin n/a n/a n/a n/a 0 0 0 0 0 0 0 0

Equal Pay Act n/a n/a n/a n/a 0 0 0 0 0 0 0 0

Age n/a n/a n/a n/a 0 0 0 0 0 0 0 0

Disability n/a n/a n/a n/a 0 0 0 0 0 0 0 0

Genetic Information n/a n/a n/a n/a 0 0 0 0 0 0 0 0

Non-EEO n/a n/a n/a n/a 0 0 0 0 0 0 0 0
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Findings of Discrimination 

Rendered by Issue 

Note: Complaints can be filed 

alleging multiple bases. The 

sum of the bases may not 

equal total complaints and 

findings.

Comparative Previous Fiscal Year Data 

2023 Total 

(Through 

2018 2019 2020 2021 2022 Q3) 

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

Total Number of Findings n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Appointment/Hire n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Assignment of Duties n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Awards n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Conversion to Full-Time n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Disciplinary Action

Demotion n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Reprimand n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Suspension n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Removal n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Other n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Duty Hours n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Evaluation Appraisal n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Examination/Test n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Harassment

Non-Sexual n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Sexual n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Medical Examination n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Pay (including Overtime) n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Promotion/Non-Selection n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Reassignment

Denied n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Directed n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Reasonable Accommodation n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Reinstatement n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Retirement n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Termination n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Terms/Conditions of 

Employment n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Time and Attendance n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Training n/a n/a n/a n/a 0 0 0 0 0 0 0 0 
15 

Other n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Findings After Hearing n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Appointment/Hire n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Assignment of Duties n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Awards n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Conversion to Full-time n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Disciplinary Action

Reprimand n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Suspension n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Removal n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Other n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Duty Hours n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Evaluation Appraisal n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Examination/Test n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Harassment

Non-Sexual n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Sexual n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Medical Examination n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Pay (Including Overtime) n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Promotion/Non-Selection n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Reassignment 

Denied n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Directed n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Reasonable Accommodation n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Reinstatement n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Retirement n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Termination n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Terms/Conditions of 

Employment n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Time and Attendance n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Training n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Other n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Findings Without Hearing n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Appointment/Hire n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Assignment of Duties n/a n/a n/a n/a 0 0 0 0 0 0 0 0 
16 

Awards n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Conversion to Full-time n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Disciplinary Action 

Reprimand n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Suspension n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Removal n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Other n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Duty Hours n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Evaluation Appraisal n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Examination/Test n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Harassment

Non-Sexual n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Sexual n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Medical Examination n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Pay (Including Overtime) n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Promotion/Non-Selection n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Reassignment

Denied n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Directed n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Reasonable Accommodation n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Reinstatement n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Retirement n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Termination n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Terms/Conditions of 

Employment n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Time and Attendance n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Training n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Other n/a n/a n/a n/a 0 0 0 0 0 0 0 0 

Pending Complaints Filed in Previous Fiscal 

Years by Status 

Comparative Previous Fiscal Year Data 

2023 Total 

(Through 

2018 2019 2020 2021 2022 Q3) 

Total Complaints from Previous Fiscal n/a n/a 0 0 0 45

5 Total reflects FY 2022 complaints in an open status as of 10/1/2022. Two FY 2022 complaints were closed in 1st and 2nd Quarters 

of FY 2023
17 

Years

Total Complainants n/a n/a 0 0 0 4

Number of Complaints Pending

Investigation n/a n/a 0 0 0 3

Hearing n/a n/a 0 0 0 1

Final Agency Action n/a n/a 0 0 0 0

Appeal with EEOC Office of Federal 

Operations n/a n/a 0 0 0 0

Complaint Investigations Comparative Previous Fiscal Year Data 

2023 Total 

(Through 

2018 2019 2020 2021 2022 Q3) 

Pending Completions where investigation 

exceeds required time frames n/a n/a 0 0 0 0

 
18 

APPENDIX B: Equal Employment Opportunity Policy 
19 

APPENDIX C: Anti-Harassment Policy 
20