Prepared by

The Office of Civil Rights and 

EEO

United States 

Department of the Treasury

No FEAR Act Annual Report

Fiscal Year (FY) 2022
Report Contents

Section I. Summary of District Court Cases (FY 2018 to FY 2022)

Section II. Analysis of Administrative Complaints

A. Examination of Trends, Causal Analysis, and Practical 

Knowledge Gained through Experience

B. Actions Taken to Improve Agency Complaint or Civil 

Rights Program

Attachment A Administrative Equal Employment Opportunity (EEO) 

Complaint Data (FY 2018 to FY 2022)

Attachment B Department of the Treasury No FEAR Act Training Plan

Attachment C FY 2022 Administrative EEO Complaints Findings of 

Discrimination and Corrective Actions
United States Department of the Treasury

No FEAR Act Report, as amended1

Fiscal Year (FY) 2022

Section I. Summary of District Court Cases (FY 2018 to FY 2022)

Data was derived from reports submitted by counsel in each bureau of the Department of the Treasury 

(the Department or Treasury). These charts show all cases and payments to the Judgment Fund in 

Fiscal Year (FY) 2018 to FY 2022, regardless of when the case was filed. Because the charts show 

cases filed under multiple statutes, numbers will not total. The total number of cases settled, pending,

and adjudicated will not equal the total number filed due to cases filed prior to the five-year reporting 

period.

1. 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 the agency was alleged.

TOTAL FILED: 110 cases

FY 18 FY 19 FY 20 FY 21 FY 22

Title VII (race, 

color, religion, sex, 

national origin)

17 20 8 21 18

Age 9 8 3 3 3

Sex (Equal Pay 

Act) 1 0 1 0 0

Disability (Section 

501 of the 

Rehabilitation Act 

of 1973)

10 11 5 10 8

Whistleblower 

protection laws, 5 

U.S.C. §§ 

2302(b)(1)-(9) 

0 0 0 0 0

1 Elijah E. Cummings Federal Employee Antidiscrimination Act (CFEA Act) of 2020 amends the Notification and Federal 

Employee Anti-discrimination and Retaliation Act (No FEAR Act) to include additional reporting and posting requirements 

when discrimination has been found in EEO administrative and District Court cases.
2. The status or disposition of cases described in paragraph (1).

TOTAL SETTLED: 24 cases

FY 18 FY 19 FY 20 FY 21 FY 22

Title VII (race, 

color, religion, sex, 

national origin)

2 5 4 4 2

Age 0 1 0 0 1

Sex (Equal Pay 

Act) 0 0 0 0 0

Disability (Section 

501 of the 

Rehabilitation Act 

of 1973)

1 4 1 1 2

Whistleblower 

protection laws, 5 

U.S.C. §§ 

2302(b)(1)-(9) 

0 0 0 0 0

PENDING: 42 cases*

FY 18 FY 19 FY 20 FY 21 FY 22

Title VII (race, 

color, religion, sex, 

national origin)

39 42 46 38 42

Age 17 21 14 6 9

Sex (Equal Pay 

Act) 1 1 1 1 1

Disability (Section 

501 of the 

Rehabilitation Act 

of 1973)

18 24 22 15 14

Whistleblower 

protection laws, 5 

U.S.C. §§ 

2302(b)(1)-(9) 

0 0 0 0 0

* Figure reflects total number of cases pending at the end of FY 2022 regardless of the year in which it was filed.
JUDGMENT FOR AGENCY: 86

FY 18 FY 19 FY 20 FY 21 FY 22

Title VII (race, 

color, religion, sex, 

national origin)

14 11 12 24 25

Age 5 4 6 5 9

Sex (Equal Pay 

Act) 0 0 1 1 0

Disability (Section 

501 of the 

Rehabilitation Act 

of 1973)

3 2 4 7 11

Whistleblower 

protection laws, 5 

U.S.C. §§ 

2302(b)(1)-(9) 

1 0 1 0 0

JUDGMENT FOR PLAINTIFF: 1

FY 18 FY 19 FY 20 FY 21 FY 22

Title VII (race, 

color, religion, sex, 

national origin)

0 1 0 0 0

Age 0 0 0 0 0

Sex (Equal Pay 

Act) 0 0 0 0 0

Disability (Section 

501 of the 

Rehabilitation Act 

of 1973)

0 0 0 0 0

Whistleblower 

protection laws, 5 

U.S.C. §§ 

2302(b)(1)-(9) 

0 0 0 0 0

3. The amount of money required to be reimbursed by such agency under section 201 in connection 

with each of such cases, separately identifying the aggregate amount of such reimbursements 

attributable to the payment of attorneys' fees, if any.

FY Totals

TOTAL AMOUNT PAID (SETTLEMENTS AND JUDGMENTS FOR 

PLAINTIFFS): $1,533,695

FY 18 FY 19 FY 20 FY 21 FY 22

$52,500 $915,348 $256,363 $70,860 $238,624
FY Totals

TOTAL ATTORNEY'S FEES PAID (SETTLEMENTS AND JUDGMENTS 

FOR PLAINTIFFS): $667,114

FY 18 FY 19 FY 20 FY 21 FY 22

$ 0 $ 355,000 $ 80,000 $70,239 $161,875

4. The number of employees disciplined for discrimination, retaliation, harassment, or any other 

infraction of any provision of law referred to in paragraph (1).

FY Totals

TOTAL NUMBER EMPLOYEES DISCIPLINED: 3

FY 18 FY 19 FY 20 FY 21 FY 22

2 0 1 0 0

5. The final year-end data posted under section 301(c)(1)(B) for such fiscal year (without regard to 

section 301(c)(2)).

See Attachment A.

6. A detailed description of the policy implemented by that agency relating to appropriate 

disciplinary actions against a Federal employee whoi. discriminated against any individual in violation of any of the laws cited under section 

201(a)(1) or (2), or 

ii. 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), and with respect to each of such laws, the number of employees who are disciplined 

in accordance with such policy and the specific nature of the disciplinary action taken.

The Department’s policy, Disciplinary Action for Employees who Violate Antidiscrimination and 

Whistleblower Protection Laws, requires bureaus to establish a disciplinary policy and/or table of 

penalties providing for appropriate disciplinary actions for employees who have intentionally engaged 

in discrimination or retaliatory actions, including retaliation for whistleblowing activities. Bureaus are 

asked to provide a copy of their disciplinary policy and/or table of penalties as part of a program audit 

review the Department conducts at each bureau. In addition, the Department of the Treasury’s Rules 

of Conduct (31 CFR §0.217) state that: 

(a) Employees shall not discriminate against or harass any other employee, applicant for 

employment, contractor, or person dealing with the Department on official business on 

the basis of race, color, religion, national origin, sex, sexual orientation, age, disability, 

political affiliation, marital status, parental status, veterans status, or genetic 

information. (b) Supervisors shall not retaliate against an employee for complaining 

about suspected unlawful discrimination or harassment, seeking accommodation for a 

disability, or otherwise exercising their right to be free from unlawful discrimination. 

(c) An employee who engages in discriminatory or retaliatory conduct may be 

disciplined under these regulations, as well as other applicable laws[...].

For FY 2022, the Department had seven (7) findings of discrimination in the EEO administrative 

process. The Department issued six findings and one finding was issued by an administrative judge.
For a list of corrective actions taken for the seven cases with a finding of discrimination, see 

Attachment C.

Section II. Analysis of Administrative Complaints*

7. An analysis of the information described under paragraphs (1) through (6) (in conjunction with 

data provided to the Equal Employment Opportunity Commission in compliance with part 1614 of 

title 29 of the Code of Federal Regulations) including:

a. an examination of trends; 

b. causal analysis; 

c. practical knowledge gained through experience; and 

d. any actions planned or taken to improve complaint or civil rights programs of the agency.

A. Examination of Trends, Causal Analysis, and Practical Knowledge Gained Through 

Experience

Treasury’s complaint activity data demonstrated a 15.9% increase in complaints filed from FY 2021

(315 complaints filed) to FY 2022 (365 complaints filed). The per capita rate of formal equal 

employment opportunity (EEO) complaints filed in FY 2022 saw an increase as well, from 0.29% in 

FY 2021 (281 complainants) to 0.33% in FY 2022 (326 complainants).

 

 

*Administrative complaint data by fiscal year is based on the annual Equal Employment Opportunity Commission’s (EEOC) 

462 Report. Federal agencies are required to submit their administrative complaint data annually no later than October 31st. 

The 462 Report figures include EEO “mixed case” complaints but do not include class complaints.

For the last five fiscal years of complaints filed, the top basis was reprisal, and the top issue was 

harassment (non-sexual). To deter harassment and reprisal in the workplace, the Department provides 

multiple training courses through its Integrated Talent Management System (ITM) dealing with the 

prevention of harassment in the workplace for employees and supervisors. Treasury has updated its

policy titled, Procedures for Addressing Allegations of Discriminatory Harassment, which instructs 

bureaus to establish and publicize procedures for reporting allegations of discriminatory harassment, 

conducting an inquiry, and making appropriate determinations based on the results of the inquiry. It 

also requires bureaus to report all allegations of sexual harassment to their respective Inspector General 

0

50

100

150

200

250

300

350

400

450

FY18 FY19 FY20 FY21 FY22

Complaints Filed 447 395 334 315 365

Complaints Filed FY 2018 to FY 2022
office. Treasury has a brochure titled, Workplace Harassment: Your Rights and Responsibilities, to 

educate Treasury employees on their rights and responsibilities as well as about the prevention of 

harassment in the workplace, which employees can access through the Department’s intranet site. In 

addition, the Department developed a sexual harassment training module, available on ITM, for use 

throughout the Department. As part of ongoing EEO training conducted by Treasury bureaus, 

managers receive information on the EEO complaint process, prohibited discrimination, retaliation, 

and agency liability when discrimination or retaliation is found. The topic of reprisal is addressed in 

the Secretary’s annual EEO policy statement, as well as in No FEAR Act training provided to new 

hires and biennially to all employees.

 

 

During FY 2022, the Department completed 96.3% of all investigations of EEO complaints in a timely 

manner, a 1.9% increase from the timely completion rate of 94.4% in FY 2021. The Department

continued to utilize a contract with the United States Postal Service to provide EEO investigative

services, as well as a secondary contract with Martin-Miser, Inc. to supplement investigative services 

on an as needed basis. The Office of Civil Rights and EEO (OCRE) continued to maintain the

acceptance/dismissal and final agency decision functions for the Department. 

Fiscal Year

Complaints 

Filed

Completed 

Investigations Average Days % Timely

FY 2022 365 272 148 96.3%

FY 2021 315 232 152 94.4%

FY 2020 334 342 154 96.8%

FY 2019 395 344 165 93.6%

FY 2018 447 385 167 95.6%

FY 2022 FY 2022

Reprisal 60.3% Harassment (non-sexual) 38.6%

Disability (Physical) 40.3% Terms/Condition of Employment 27.1%

Age 25.7% Time and Attendance 16.4%

FY 2021 FY 2021

Reprisal 63.2% Harassment (non-sexual) 44.1%

Disability (Physical) 34.3% Evaluation/Appraisal 19.1%

Age 28.3% Terms/Condition of Employment 17.8%

FY 2020 FY 2020

Reprisal 58.3% Harassment (non-sexual) 48.2%

Disability (Physical) 36.5% Promotion/Non-Selection 17.1%

Age 30.2% Evaluation/Appraisal 14.9%

FY 2019 FY 2019

Reprisal 53.4% Harassment (non-sexual) 40.0%

Disability (Physical) 31.4% Evaluation/Appraisal 17.9%

Age 29.1% Time and Attendance 15.4%

FY 2018 FY 2018

Reprisal 51.9% Harassment (non-sexual) 41.8%

Disability (Physical) 33.5% Evaluation/Appraisal 21.2%

Race (Black) 26.3% Disciplinary Actions 19.4%

Top Three Bases Top Three Issues
In FY 2022, the Department completed 786 informal EEO counselings, of which 97.7% were timely 

processed and 54.4% reached resolution through settlement or withdrawal. The Department’s 54.4% 

resolution rate of informal EEO counselings demonstrates the Department’s commitment to minimize 

the effect of conflict that detracts from employee satisfaction and undermines organizational 

efficiency. 

FY 

2018

FY 

2019

FY 

2020

FY 

2021

FY 

2022

Total # Completed Counselings 823 711 680 650 786

# Timely 790 631 658 643 768

% Timely 95.9% 88.7% 96.7% 98.9% 97.7%

% of Completed Counselings

Resolved (Settlement/Withdrawal) 46.9% 47.5% 51.9% 52.1% 54.4%

The Department also provides information to managers and supervisors on alternative dispute 

resolution (ADR) techniques and encourages employees to consider this avenue when a complaint has 

been filed. The Department has a policy titled, Management Participation in Alternative Dispute 

Resolution (ADR) During the Equal Employment Opportunity (EEO) Process, which requires 

management participation in ADR if the issue is suitable for ADR and ADR is elected by the 

complainant. For FY 2022, the Department established a goal of 45% ADR participation rate in the 

informal and 20% in the formal complaint process. For ADR in the informal process, the Department 

had a 48.6% participation rate, and in the formal process had an 9.2% participation rate. 

Through the Treasury Shared Neutrals (TSN) Program, Treasury maintains a nationwide cadre of 

certified and highly trained neutrals (also known as mediators). TSN mediators are employees from 

various Treasury bureaus trained in the art of mediation who voluntarily serve on a collateral-duty 

basis. Their objective is to assist bureaus in resolving all types of workplace disputes at the earliest 

stages of the conflict and to provide a resolution through mediation, facilitation, and coaching. In FY 

Fiscal Year

Counselings/ 

Complaints ADR Offers ADR Participation

# # % # %

FY 2021 Completed 

Pre-Complaint 

Counselings

650 600 92.3% 328 50.5%

FY 2022 Completed 

Pre-Complaint 

Counselings

786 701 89.2% 382 48.6%

% Change FY 2021 to 

FY 2022

+20.9% +16.8% +16.5%

FY 2021 Formal 

Complaints Closures 398 354 88.9% 57 14.3%

FY 2022 Formal 

Complaints Closures 415 344 82.9% 38 9.2%

% Change FY 2021 to 

FY 2022

+4.3% -2.8% -33.3%
2022, the TSN program completed 221 mediations and had a 39% resolution rate. In FY 2023, 

OCRE’s administration of the TSN program will discontinue and all ADR request coordination will be 

transferred to each bureau for their direct processing and coordination, as well as securing mediators 

through their bureau-specific mediator contracts.

As part of the Department’s annual dispute prevention in the workplace training, a virtual training 

titled, Cognitive Bias and Conflict, was held in May 2022, which 140 employees attended.

Lastly, during FY 2022, there were no class complaints filed against the Department.

Department of the Treasury Class Complaints Filed in FY 2022

Date Class 

Case Filed

Summary of Class Allegation Total 

Number of 

Plaintiffs (if 

known)

Current Status of Case 

N/A N/A N/A N/A

B. Actions Taken to Improve Agency Complaint or Civil Rights Program

The Department continually reviews all aspects of its workforce demographics to ensure we are putting 

in place the right human capital and EEO initiatives, policies, and training programs to meet the needs 

of our workforce to accomplish our mission. Through this ongoing analysis, the Department gains 

practical knowledge and makes determinations on how best to address any shortcomings identified and 

how to advance the needs of the workforce. 

In FY 2022, the Department conducted the following activities based on its analysis of workforce 

demographics, training needs, and human capital initiatives:

• Conducted a review of the Bureau of Engraving and Printing (BEP) diversity and inclusion

(D&I), external civil rights, ADR, reasonable accommodation, anti-harassment, and EEO 

complaint programs. 

• Assisted the Office of the Deputy Assistant Secretary of Human Resources/Chief Human 

Capital Officer (DASHR/CHCO) with the Human Capital Evaluation of the Office of the 

Comptroller of the Currency’s (OCC) EEO and D&I programs.

• Continued to implement the requirements to ensure compliance with Administration priorities 

in the following Executive Orders (EOs): 13985, Advancing Racial Equity and Support for 

Underserved Communities Through the Federal Government; 13988, Preventing and 

Combating Discrimination on the Basis of Gender Identity or Sexual Orientation; and 14035, 

Advancing Diversity, Equity, Inclusion, and Accessibility in the Federal Workforce. 

• Continued quarterly EEO Directors meetings with the Bureau EEO Officers to discuss EEO 

emerging issues, best practices, and concerns, and the various EEO programs and activities 

conducted by the Bureau EEO Offices.
• Provided assistance with Treasury’s Enterprise Business Solutions (EBS) to complete the FY 

2022 transition from Monster Analytics to USAStaffing for applicant flow data.

• To further enhance Treasury’s commitment to diversity, equity, inclusion, and accessibility

(DEIA), in June 2022, Treasury established the Office of Diversity, Equity, Inclusion, and 

Accessibility (ODEIA), which consists of three offices: Office of Minority and Women 

Inclusion (OMWI), the OCRE, and the Equity Hub.

• Issued the Secretary’s annual EEO policy statement for FY 2022. 

• Continued to provide personal assistance services (PAS) for the Department’s severely disabled 

employees. 

• Distributed Treasury’s DEIA Strategic Plan (FY 2022-2026) to the Office of Personnel 

Management and Treasury Bureau EEO and D&I Officers.

• Continued to support all five Treasury-wide Employee Resource Groups through regular 

meetings, training events, and other outreach opportunities.

• Supported special emphasis programs (SEP) with education and awareness using trainings, 

observances, and activities. Created formal SEP working groups to develop Treasury-wide 

educational webinars and cultural events.

• Launched a Treasury-wide Disability Working Group, to create a platform for collaborating, 

gathering ideas, best practices, and resources to eliminate barriers in the disability program.

• Continued to successfully implement the Treasury-wide Reasonable Accommodation (RA) 

Tracking System to improve the timeliness and efficiency of providing reasonable 

accommodations for qualified persons with disabilities (PWD) and qualified persons with

targeted disabilities (PWTD) in order to improve ability to track data around RAs.

• Treasury exceeded EEOC’s established goals for PWD (14.13%) and PWTD (3.23%) in the 

overall workforce. 

• Treasury exceeded EEOC’s established goals for PWD (14.33%) and PWTD (3.71%) in the 

GS-10 and below grades (13.86%) and in the GS-11 and above grades (2.72%).

• Maintained a cadre of certified trainers to assist the Department in providing Civil Treatment 

Training to the workforce. 

• Maintained secondary EEO investigation services contract with Martin-Miser & Associates.

• Conducted one 8-hour EEO counselor refresher training to support EEO credentialing of 

Bureau EEO Counselors.

• Started the process to transition to a new EEO Complaint Tracking System (ETK EEO), which 

is on track to be fully implemented in FY 2023. 
Attachment A

Administrative Equal Employment Opportunity (EEO) Complaint Data

(FY 2018 to FY 2022)

Data provided through Treasury’s iComplaints system. The report reflects case data in iComplaints as 

of 10/31/2022 for the current and past five fiscal years. Mixed cases are included in this report. Class 

cases are not included.

Complaint Activity

Comparative Data

Previous Fiscal Year Data

2018 2019 2020 2021 2022

Number of Complaints Filed 447 395 334 315 365

Number of Complainants 411 363 318 281 330

Repeat Filers 32 28 13 27 31

Complaints by Basis

Comparative Data

Previous Fiscal Year Data

2022

Note: Complaints can be filed alleging multiple bases.

The sum of the bases may not equal total complaints filed. 2018 2019 2020 2021

Race 177 151 138 151 145

Color 56 47 51 61 60

Religion 18 18 19 24 40

Reprisal 231 211 195 200 222

Sex 147 149 108 98 114

Pregnancy Discrimination Act (PDA) 2 0 0 1 7

National Origin 54 47 42 37 29

Equal Pay Act 3 1 1 0 2

Age 102 118 105 90 95

Disability 177 151 140 123 168

Genetic Information Nondiscrimination Act (GINA) 3 5 5 4 9

Non-EEO 27 33 18 31 72
Complaints by Issue

Comparative Data

Previous Fiscal Year Data

2022

Note: Complaints can be filed regarding multiple issues.

The sum of the issues may not equal total complaints filed. 2018 2019 2020 2021

Appointment/Hire 18 25 22 12 10

Assignment of Duties 80 40 26 32 0

Awards 8 7 7 7 0

Conversion to Full-time 1 2 1 0 0

Disciplinary Action

o Demotion 6 2 1 6 2

o Reprimand 23 17 21 11 0

o Suspension 25 12 11 21 10

o Removal 3 6 9 2 1

o Other 18 14 0 0 15

Duty Hours 19 13 4 4 0

Performance Appraisal 96 71 50 61 54

Examination/Test 0 0 2 0 3

Harassment

o Non-Sexual 189 160 153 141 143

o Sexual 12 15 9 3 1

Medical Examination 2 0 0 0 1

Pay (Including Overtime) 13 11 16 13 11

Promotion/Non-Selection 68 57 56 57 44

Reassignment

o Denied 4 4 2 4 4

o Directed 15 16 7 3 3

Reasonable Accommodation (Disability) 71 55 47 32 56

Reinstatement 0 0 0 0 0

Religious Accommodation 1 0 0 0 8

Retirement 3 3 3 4 0
Complaints by Issue

Comparative Data

Previous Fiscal Year Data

2022

Note: Complaints can be filed regarding multiple issues.

The sum of the issues may not equal total complaints filed. 2018 2019 2020 2021

Sex-Stereotyping 1 1 0 1 1

Telework 11 20 8 4 3

Termination 40 27 22 26 30

Terms/Conditions of Employment 78 59 43 56 109

Time and Attendance 63 62 40 48 62

Training 22 7 13 12 6

Other 0 0 0 0 0

Processing Time

Comparative Data

Previous Fiscal Year Data

2018 2019 2020 2021 2022

Complaints pending during fiscal year

Average number of days in investigation 167.62 169.46 154.77 149.82 146.90

Average number of days in final action 36.08 33.16 40.35 28.39 35.88

Complaints pending during fiscal year where hearing was requested

Average number of days in investigation 167.55 172.25 158.81 148.56 148.07

Average number of days in final action 27.46 29.59 37.77 22.51 28.66

Complaints pending during fiscal year where hearing was not requested

Average number of days in investigation 172.42 170.78 151.10 139.47 149.13

Average number of days in final action 27.46 29.59 37.77 22.51 25.38

Complaints Dismissed by Agency

Comparative Data

Previous Fiscal Year Data

2018 2019 2020 2021 2022

Total Complaints Dismissed by Agency 51 53 35 43 73

Average days pending prior to dismissal 52.3 55.92 40.06 32.84 28.03
Complaints Dismissed by Agency

Comparative Data

Previous Fiscal Year Data

2018 2019 2020 2021 2022

Complaints Withdrawn by Complainants

Total Complaints Withdrawn by Complainants 23 30 39 39 19

Total Final Agency Actions Finding Discrimination

Comparative Data

Previous Fiscal Year Data

2018 2019 2020 2021 2022

# % # % # % # % # %

Total Number Findings 7 11 5 3 7

Without Hearing 6 86 1 9 4 80 2 67 6 86

With Hearing 1 14 10 91 1 20 1 33 1 14

Findings of Discrimination Rendered by Basis

Comparative Data

Previous Fiscal Year Data

Note: Complaints can be filed alleging multiple 2022

bases.

The sum of the bases may not equal total 

complaints and findings.

2018 2019 2020 2021

# % # % # % # % # %

Total Number Findings 5 11 5 3 7

Race 1 20 7 64 2 40 2 67 0 0

Color 1 20 2 18 2 40 0 0 0 0

Religion 0 0 0 0 0 0 1 33 1 14

Reprisal 2 40 7 64 1 20 1 33 2 29

Sex 0 0 2 18 1 20 1 33 1 14

PDA 0 0 0 0 0 0 0 0 0 0

National Origin 0 0 2 40 0 0 0 0 0 0

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

Age 0 0 3 27 0 0 0 0 1 14

Disability 4 80 4 36 3 60 3 100 4 57
Findings of Discrimination Rendered by Basis

Comparative Data

Previous Fiscal Year Data

Note: Complaints can be filed alleging multiple 2022

bases.

The sum of the bases may not equal total 

complaints and findings.

2018 2019 2020 2021

# % # % # % # % # %

GINA 0 0 0 0 0 0 0 0 0 0

Non-EEO 0 0 0 0 1 20 1 33 0 0

Findings After Hearing 1 10 1 1 1

Race 0 0 7 70 1 100 0 0 0 0

Color 0 0 2 20 1 100 0 0 0 0

Religion 0 0 0 0 0 0 0 0 0 0

Reprisal 1 100 6 60 0 0 1 100 1 100

Sex 0 0 2 20 0 0 0 0 0 0

PDA 0 0 0 0 0 0 0 0 0 0

National Origin 0 0 0 0 1 100 0 0 0 0

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

Age 0 0 3 30 0 0 0 0 0 0

Disability 0 0 4 40 0 0 1 100 0 0

GINA 0 0 0 0 0 0 0 0 0 0

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

Findings Without Hearing 4 1 4 2 6

Race 1 25 0 0 1 25 2 100 0 0

Color 1 25 0 0 1 25 0 0 0 0

Religion 0 0 0 0 0 0 1 50 1 16

Reprisal 1 25 1 100 1 25 0 0 1 16

Sex 0 0 0 0 1 25 1 50 1 16

PDA 0 0 0 0 0 0 0 0 0 0

National Origin 0 0 0 0 1 25 0 0 0 0

Equal Pay Act 0 0 0 0 0 0 0 0 0 0
Findings of Discrimination Rendered by Basis

Comparative Data

Previous Fiscal Year Data

Note: Complaints can be filed alleging multiple 2022

bases.

The sum of the bases may not equal total 

complaints and findings.

2018 2019 2020 2021

# % # % # % # % # %

Age 0 0 0 0 0 0 0 0 1 16

Disability 4 100 0 0 3 75 2 100 4 66

GINA 0 0 0 0 0 0 0 0 0 0

Non-EEO 0 0 0 0 1 25 1 50 0 0

Findings of Discrimination Rendered by Issue

Comparative Data

Previous Fiscal Year Data

2018 2019 2020 2021 2022

# % # % # % # % # %

Total Number Findings 5 11 5 3 7

Appointment/Hire 0 0 1 9 0 0 0 0 0 0

Assignment of Duties 0 0 1 9 0 0 0 0 0 0

Awards 0 0 0 0 0 0 0 0 0 0

Conversion to Full-time 0 0 0 0 0 0 0 0 0 0

Disciplinary Action

o Demotion 0 0 0 0 0 0 0 0 0 0

o Reprimand 0 0 0 0 0 0 0 0 0 0

o Suspension 0 0 0 0 0 0 0 0 0 0

o Removal 0 0 0 0 0 0 0 0 0 0

o Other 0 0 0 0 0 0 0 0 0 0

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

Evaluation Appraisal 0 0 1 9 1 20 0 0 1 14

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

Harassment

o Non-Sexual 1 20 4 36 3 60 0 0 0 0

o Sexual 0 0 0 0 0 0 0 0 1 14
Findings of Discrimination Rendered by Issue

Comparative Data

Previous Fiscal Year Data

2018 2019 2020 2021 2022

# % # % # % # % # %

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

Pay (Including Overtime) 0 0 0 0 0 0 0 0 0 0

Promotion/Non-Selection 0 0 5 45 0 0 0 0 0 0

Reassignment

o Denied 0 0 0 0 0 0 0 0 0 0

o Directed 0 0 0 0 0 0 0 0 0 0

Reasonable Accommodation Disability 3 60 1 9 2 40 2 67 4 57

Reinstatement 0 0 0 0 0 0 0 0 0 0

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

Retirement 0 0 0 0 0 0 0 0 0 0

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

Telework 0 0 0 0 1 20 0 0 0 0

Termination 0 0 0 0 1 20 0 0 1 14

Terms/Conditions of Employment 0 0 2 18 0 0 0 0 0 0

Time and Attendance 1 20 0 0 0 0 1 33 0 0

Training 0 0 0 0 0 0 0 0 1 14

Other 0 0 0 0 0 0 0 0 0 0

Findings After Hearing 1 10 1 1 1

Appointment/Hire 0 0 1 10 0 0 0 0 0 0

Assignment of Duties 0 0 1 10 0 0 0 0 0 0

Awards 0 0 0 0 0 0 0 0 0 0

Conversion to Full-time 0 0 0 0 0 0 0 0 0 0

Disciplinary Action

o Demotion 0 0 0 0 0 0 0 0 0 0

o Reprimand 0 0 0 0 0 0 0 0 0 0

o Suspension 0 0 0 0 0 0 0 0 0 0
Findings of Discrimination Rendered by Issue

Comparative Data

Previous Fiscal Year Data

2018 2019 2020 2021 2022

# % # % # % # % # %

o Removal 0 0 0 0 0 0 0 0 0 0

o Other 0 0 0 0 0 0 0 0 0 0

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

Evaluation Appraisal 0 0 1 10 1 100 0 0 1 100

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

Harassment

o Non-Sexual 1 100 4 40 1 100 0 0 0 0

o Sexual 0 0 0 0 0 0 0 0 0 0

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

Pay (Including Overtime) 0 0 0 0 0 0 0 0 0 0

Promotion/Non-Selection 0 0 5 50 0 0 0 0 0 0

Reassignment

o Denied 0 0 0 0 0 0 0 0 0 0

o Directed 0 0 0 0 0 0 0 0 0 0

Reasonable Accommodation Disability 0 0 1 10 0 0 1 100 0 0

Reinstatement 0 0 0 0 0 0 0 0 0 0

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

Retirement 0 0 0 0 0 0 0 0 0 0

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

Telework 0 0 0 0 0 0 0 0 0 0

Termination 0 0 0 0 0 0 0 0 0 0

Terms/Conditions of Employment 0 0 1 10 0 0 0 0 0 0

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

Training 0 0 0 0 0 0 0 0 0 0

Other 0 0 0 0 0 0 0 0 0 0

Findings Without Hearing 4 1 4 2 6
Findings of Discrimination Rendered by Issue

Comparative Data

Previous Fiscal Year Data

2018 2019 2020 2021 2022

# % # % # % # % # %

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

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

Awards 0 0 0 0 0 0 0 0 0 0

Conversion to Full-time 0 0 0 0 0 0 0 0 0 0

Disciplinary Action

o Demotion 0 0 0 0 0 0 0 0 0 0

o Reprimand 0 0 0 0 0 0 0 0 0 0

o Suspension 0 0 0 0 0 0 0 0 0 0

o Removal 0 0 0 0 0 0 0 0 0 0

o Other 0 0 0 0 0 0 0 0 0 0

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

Evaluation Appraisal 0 0 0 0 0 0 0 0 0 0

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

Harassment

o Non-Sexual 0 0 0 0 2 50 0 0 0 0

o Sexual 0 0 0 0 0 0 0 0 1 16

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

Pay (Including Overtime) 0 0 0 0 0 0 0 0 0 0

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

Reassignment

o Denied 0 0 0 0 0 0 0 0 0 0

o Directed 0 0 0 0 0 0 0 0 0 0

Reasonable Accommodation Disability 3 75 0 0 2 50 1 50 4 66

Reinstatement 0 0 0 0 0 0 0 0 0 0

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

Retirement 0 0 0 0 0 0 0 0 0 0

Religious Accommodation 0 0 0 0 0 0 0 0 0 0
Findings of Discrimination Rendered by Issue

Comparative Data

Previous Fiscal Year Data

2018 2019 2020 2021 2022

# % # % # % # % # %

Telework 0 0 0 0 1 25 0 0 0 0

Termination 0 0 0 0 1 25 0 0 1 16

Terms/Conditions of Employment 0 0 1 100 0 0 0 0 0 0

Time and Attendance 1 25 0 0 0 0 1 50 0 0

Training 0 0 0 0 0 0 0 0 1 16

Other 0 0 0 0 0 0 0 0 0 0

Pending Complaints Filed in Previous Fiscal Years by Status

Comparative Data

Previous Fiscal Year Data

2018 2019 2020 2021 2022

Total complaints from previous Fiscal Years 391 329 267 183 144

Total Complainants 344 312 235 167 125

Number complaints pending

Investigation 1 0 0 1 0

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

Hearing 382 299 240 173 128

Final Agency Action 8 31 26 10 17

Complaint Investigations

Comparative Data

Previous Fiscal Year Data

2018 2019 2020 2021 2022

Pending Complaints Where Investigations Exceed Required Time 

Frames 0 0 0 0 0
Attachment B

Department of the Treasury No FEAR Act Training Plan

The Department of the Treasury’s bureaus determine the training and tracking methods and timeframe 

to conduct biennial No FEAR Act, as amended, training. In FY 2022, the Department offered two No 

FEAR Act training modules, one a refresher training for current employees and the other for new hires. 

Both training modules’ content contains information on the Whistleblower Protection Enhancement 

Act (WPEA), as amended.

Bureau Delivery of Training Training Schedule Training Completion 

Date

Office of the Special 

Inspector General for 

Troubled Asset Relief 

Program (SigTARP)

Office of the 

Inspector General 

(OIG)

Departmental Offices 

(DO)

Office of the 

Comptroller of the 

Currency (OCC)

Bureau of Engraving 

and Printing (BEP)

Bureau of Fiscal 

Service (BFS)

Alcohol and Tobacco 

Trade and Tax Bureau 

(TTB) 

Office of the Special 

Inspector General for 

Pandemic Recovery

(SigPR)

United States Mint 

(Mint)

Treasury’s Integrated 

Talent Management 

System (ITM).

Training records in 

ITM were used to 

demonstrate 

employees received 

the No FEAR Act 

training. ITM 

automatically updated 

the training records of 

employees who 

completed the 

training. When 

employees receive the 

No FEAR Act 

training via a method 

other than ITM, EEO 

Office worked with 

their ITM point of 

contacts (POCs) to 

update the employee’s 

training record. 

Bureau EEO Offices 

cross-checked their 

current list of 

employees against the 

ITM training records 

to verify how many 

current employees 

completed the 

training. 

EEO Office and 

Training Office 

notified their 

workforce of this 

mandatory training 

requirement and 

provided alternative 

means of training 

delivery when needed.

Biennial training was 

completed in FY 

2022.

 

The percentage of 

employees who 

completed No FEAR 

refresher training by 

bureau:

SIGTARP: 100% 

OIG: 100% 

DO: 94% 

OCC: 100% 

BEP: 84%

BFS: 100%

TTB: 99%

SIGPR: 100% 

MINT: 98%
Treasury Inspector 

General for Tax 

Administration 

(TIGTA)

Financial Crimes 

Enforcement Network 

(FinCEN)

Internal Revenue 

Service (IRS)

Internal Revenue 

Service Office of the 

Chief Counsel 

(IRSCC)

Treasury’s Integrated 

Talent Management 

System (ITM).

Training records in 

ITM were used to 

demonstrate 

employees received 

the No FEAR Act 

training. ITM 

automatically updated 

the training records of 

employees who 

completed the 

training. When 

employees receive the 

No FEAR Act 

training via a method 

other than ITM, EEO 

Office worked with 

their ITM point of 

contacts (POCs) to 

update the employee’s 

training record. 

Bureau EEO Offices 

cross-checked their 

current list of 

employees against the 

ITM training records 

to verify how many 

current employees 

completed the 

training. 

Bureau EEO Offices 

are responsible for 

notifying their 

workforce of this 

mandatory training 

requirement and 

providing alternative 

means of training 

delivery when needed.

Training will be 

conducted by the end 

of FY 2023.
Attachment C

Department of the Treasury 

FY 2022 Administrative EEO Complaints Findings of Discrimination

and Corrective Actions

The No FEAR Act, as amended, requires the Department to publicly post as well as report on the 

following information regarding administrative EEO complaints findings of discrimination: the date of 

the finding; the affected Federal agency; the law violated; and whether a decision has been made

regarding disciplinary action because of the finding. The Department’s public posting can be found at: 

https://home.treasury.gov/footer/no-fear-act. The Department had a total of seven (7) administrative 

EEO complaints findings of discrimination in FY 2022. 

Department of the Treasury Administrative EEO Findings of Discrimination for FY 2022

Finding of 

Discrimination 

Made By

Date of 

Finding

Date On 

Which Each 

Discriminatory 

Act Occurred

Law Violated 

by Each 

Discriminatory 

Act

Employee(s) 

Disciplined

Corrective Actions 

Due to Finding

Agency 03/21/2022 12/6/2018 Title VII 1 • Compensatory

Damages.

• Attorney Fees.

• Post Notice in 

workplace or 

internal website

for 60 days.

• Repay/replace 

leave taken.

• 8 hours of 

training with 

respect to EEO 

law, with 

emphasis on 

prohibited 

harassment.

• 2 hours of 

training with 

respect antiharassment to 

office staff.

• Remove any

negative 

documents or 

evaluations.

Agency 10/07/2021 6/1/2019 Rehabilitation 

Act

0 • Compensatory

Damages.
• Attorney Fees

.

• Post Notice in 

workplace or 

internal website

for 60 days.

• Provide 

manager 

training as it 

related to 

reasonable 

accommodation 

process.

• Evaluation and 

implement 

appropriate 

accommodation.

Agency 12/21/2021 02/26/2021 Rehabilitation 

Act

0

• Compensatory

Damages.

• Attorney Fees.

• Post Notice in 

workplace or 

internal website

for 60 days.

• Evaluation and 

implement 

appropriate 

accommodation, 

including 

reassignment.

• Restore any 

leave taken.

• Provide 6 hours 

of training on 

bureau’s 

obligation under 

Rehabilitation 

Act.

Agency 01/03/2022 06/11/2021 Rehabilitation 

Act

0

• Compensatory

Damages.

• Attorney Fees.

• Post Notice in 

workplace or 

internal website

for 60 days.

• Reinstatement 

to former 

position.
• Evaluation and 

implement 

appropriate 

accommodation.

• Pay for any 

leave without 

pay taken.

• Pay any back 

pay with 

interest.

• Provide 6 hours 

of training on 

bureau’s 

obligation under 

Rehabilitation 

Act.

Agency 03/14/2022 06/30/2021 Title VII0

• Compensatory

Damages.

• Attorney Fees.

• Post Notice in 

workplace or 

internal website

for 60 days.

• Reinstatement 

to former 

position.

• Pay any back 

pay with 

interest.

• Expunge 

termination 

letter from file.

• Provide 6 hours 

of training on 

bureau’s 

obligation under 

Title VII with 

emphasis on 

reprisal.

Agency 04/29/2022 08/27/2021 Rehabilitation 

Act

0

• Compensatory

Damages.

• Attorney Fees.

• Post Notice in 

workplace or 

internal website

for 60 days.

• Evaluation and 

implement 
appropriate 

accommodation.

• Reinstate any 

sick and annual 

leave taken.

• Provide 6 hours 

of training on 

bureau’s 

obligation under 

Rehabilitation 

Act.

EEOC Office of 

Federal 

Operations 

(OFO)

12/22/2021 10/31/2017 Title VII0

• Nonpecuniary 

Compensatory

Damages.