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  How EEOC Leads and Coordinates

                      
                        

          
          
                        How EEOC Leads and Coordinates
              


          
  To implement the required coordination duties of Executive Order 12067, the EEOC:

consults with departments or agencies on all EEO-related documents under development and provides comments within 15 working days
	has developed a process for implementing this review of EEO-related documents from other departments or agencies:
	Procedures on Interagency Coordination of Equal Employment Opportunity Issuances, 29 C.F.R. Part 1690 and
		Internal EEOC Coordination Order: EEOC Order No. 150.004 (includes contact information)EEOC presents the federal government's position on matters affecting workplace discrimination. Recent statements include:

Joint Statement Against Employment Discrimination in the Aftermath of the September 11 Terrorist Attacks
	Testimony of Cari M. Dominguez, Chair, U.S. Equal Employment Opportunity Commission Before the Senate Committee on Health, Education, Labor & Pensions, United States Senate Hearing on Protecting Against Genetic Discrimination: The Limits of Existing Laws, February 13, 2002EEOC issues regulations that help individuals determine when they are protected by the laws that we enforce and the laws prohibiting workplace discrimination that are enforced by other Federal departments or agencies.

29 C.F.R. Part 1691
	Coordinating Charges of Disability Discrimination by Recipients of Federal Financial Assistance, 29 C.F.R. Part 1640
	Coordinating Charges of Discrimination Government Contractors and Subcontractors, 29 C.F.R. Part 1641EEOC also has a duty under the Americans with Disabilities Act of 1990 to coordinate with the Departments of Labor and Justice regarding consistent enforcement of the ADA and sections 503 and 504 of the Rehabilitation Act. Section 107 of the ADA requires coordination among these agencies.

Coordination in the Federal Sector

The Federal government is the nation's largest employer. EEOC has established the process for addressing workplace discrimination in the Federal sector.

Facts About Federal Sector Equal Employment Opportunity Complaint Processing Regulations includes basic information for Federal employees and Federal government employers.
	For general information about Federal sector EEO, see EEOC's Federal Sector Information.Other examples of EEOC's coordination role in the Federal sector include:

Under Executive Order 13164, Requiring Federal Agencies to Establish Procedures to Facilitate the Provision of Reasonable Accommodation, EEOC issues guidance for drafting a reasonable accommodation process and requires agency submission of plans to EEOC for review.
	Under EEOC Federal sector regulation at 29 C.F.R. §1614.602, agencies must, among other duties, develop affirmative employment programs. Agencies also must submit employment data to EEOC and EEOC issues an "Annual Report on the Federal Work Force" to the President and Congress on EEO in the Federal sector.
	Under the "Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002" (also known as the "NoFEAR Act"), Federal agencies are required to file annual reports with EEOC concerning employment discrimination cases filed against them, how the cases were resolved, any monetary awards, policies for disciplining employees found to have violated federal anti-discriminations laws, the number of employees so disciplined and the discipline taken. Each agency is to post final year-end data on its website, as well as provide an analysis of the information reported.EEOC outreach efforts on behalf of the Federal sector

EEOC's Office of Federal Operations presents periodic briefings to Federal agency EEO directors. For information about the briefings, call OFO at 202-663-4599 or 1-800-669-6820 (TTY).
	EEOC provides training programs for Federal employers.
      
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