NO FEAR ACT

 FISCAL YEAR 2022

 ANNUAL REPORT TO CONGRESS

Page 1
Page 2
Page 3








Page 4















 

1
Page 5
Page 6
Page 

7

 2
Page 8

 

33

43

31 29 27

Fiscal Year 2018 2019 2020 2021 2022

Administrative Formal EEO Complaints Filed 

FY 2018-FY 2022
Page 

9

 3

Race

Color

Religion

Reprisal

Sex*

PDA**

National Origin

Equal Pay Act

Age

Disability

Genetic 

Information

Non-EEO
Page 10

 

4

33

43

31 29 27

16

13

10 2 8 910 7 6 4

2 2 1

2018 2019 2020 2021 2022

Total Complaints Filed Black Females White Females

Asian Females Two or More Races Females Hispanic Females
Page 11

3 3 3

13 9

12 14

6

8

6

10

12

9

6

5

8

14

8

4

6

12

10

6

4

1

0

10

20

30

40

50

60

2018 2019 2020 2021 2022

Appointment Harassment (non-sexual)

Promotion/Non-Selection Terms/Conditions of Employment

Evaluation/Appraisal
Page 12
Page 13



 

5
Page 14








Page 15






Page 16
















Appendix C1: Summary Complaint Data-Federal Court Data

FEDERAL CASES PENDING in FY 2022

Cases pending at any time during the year, including those filed during the year, 

and those disposed of during the year

Pending District Court Cases 11

Pending Appellate Court Cases 1

New Cases Filed in District Court 5

ALLEGING A VIOLATION OF

Antidiscrimination Laws Whistleblower Protection Laws

5 USC 29 USC 42 USC 5 USC

§ 2302(b)(1) § 2302(b)(9) § 206(d) § 631 §633a § 791 § 2000e-16

§ 2302(b)

(8)

§ 2302(b)

(9)

0 1 0 0 0 0 2 0 0

1 1 0 0 3 3 7 1 1

0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 1 0 0

0 0 0 0 0 0 0 0 0

0 1 0 0 1 1 1 1 1

0 0 0 0 0 0 0 0 0

0 0 0 0 0 0 0 0 0

1. Pending Cases

Disposed of during FY2022

Still pending at end of FY2022

2. Disposition of Cases (including dismissals)

Settlements

Withdrawals

Final Judgment for Complainant

Final Judgment for Agency

Reimbursement to Judgment Fund

Remand of appellate cases to District Court

Reimbursement toJudgment Fund For Attorney’s

Fees (where separately designated) 0 0 0 0 0 0 0 0 0

3. Number of Employees Disciplined In Connection With Federal Court Litigation For Violating Antidiscrimination and Whistleblower Protection Laws

Reprimand 0 0 0 0 0 0 0 0 0

Suspension without pay 0 0 0 0 0 0 0 0 0

Reduction in grade or pay 0 0 0 0 0 0 0 0 0

Removal 0 0 0 0 0 0 0 0 0

4. Aggregate Number of Employees Disciplined In Accordance With FDIC Policies for Conduct That Is Inconsistent With Federal Anti-discrimination Laws And

Whistleblower Protection Laws Whether Or Not In Connection With Federal Court Litigation

Reprimand 0

Suspension without pay 0

Reduction in grade or pay 0

Removal 0

5USC 2302(b)(1), 2302(b)(9) - Prohibited Personnel Practices

5USC 206(d) - Equal Pay Act

29USC 631, 633- Age Act; 791 -Rehabilitation Act

42USC 2000e-16 (TVII of the Civil Rights Act)

No FEAR Act EEO Data

Data as of 09/30/2022

Complaint Activity

Complaint Activity 2017 2018 2019 2020 2021

FY2022 

YTD

Number of Complaints Filed 30 33 43 31 29 27

Number of Complainants 28 30 39 30 26 24

Repeat Filers 2 3 3 1 2 1

Complaints by Basis

Note: Complaints can be filed 

alleging multiple bases. The sum of 

the bases may not equal total 

complaints filed. 2017 2018 2019 2020 2021

FY2022 

YTD

Race 17 14 23 15 9 13

Color 3 2 5 4 2 2

Religion 0 0 3 3 1 1

Reprisal 14 21 22 17 13 14

Sex* 17 12 21 12 11 7

PDA 1 0 0 0 0 0

National Origin 3 2 7 3 2 5

Equal Pay Act 3 0 1 0 1 1

Age 10 12 18 12 15 14

Disability 12 15 13 7 8 10

Genetic Information 0 0 0 0 0 0

Non-EEO 3 2 3 2 0 3

*Male, Female, Pregnancy, Sexual Orientation, Gender Identity

Number of Complaints Alleging Each Type of Claim

Note: Complaints can be filed 

alleging multiple issues. The sum of 

the issues may not equal total 

complaints filed. 2017 2018 2019 2020 2021

FY2022 

YTD

Appointment/Hire 3 3 3 3 13 9

Assignment of Duties 5 4 7 3 1 1

Awards 0 2 1 1 1 1

Conversion to Full-time 0 0 0 0 0 0

Disciplinary Action

Demotion 0 2 1 1 0 0

Warning 4 7 2 1 1 0

Reprimand 1 1 0 2 0 0

Removal 0 1 4 3 1 2
Suspension 1 1 1 0 0 0

Other 2 0 0 0 0 0

Duty Hours 0 0 1 0 0 0

Evaluation Appraisal 10 12 10 6 4 1

Examination Test 0 0 0 0 0 2

Harassment

Non-Sexual 15 12 14 6 8 6

Sexual 1 3 1 4 0 0

Medical Examination 0 0 0 0 0 0

Pay (Including Overtime) 3 0 3 0 1 1

Promotion Non-Selection 7 10 12 9 6 5

Reassignment

Denied 0 2 2 1 3 3

Directed 2 1 0 0 2 0

Reasonable Accommodation 4 5 3 2 2 2

Reinstatement 0 0 0 0 0 0

Religious Accommodation 0 0 0 0 0 1

Retirement 0 1 0 0 0 0

Sex Stereotyping 0 0 0 0 0 0

Telework 4 5 4 1 0 0

Termination 3 2 4 3 1 2

Terms/Conditions of Employment 8 8 14 8 4 6

Time and Attendance 9 8 7 2 1 0

Training 4 5 3 2 3 3

Other 2 0 0 0 0 0

in final action

Complaints pending during fiscal year where hearing was requested

Average number of days 

in investigation 213 195 202 201 178 223

in investigation 

in final action

Complaints Dismissed by Agency

Complaints pending during fiscal year where hearing was not requested

11 27 22 39 23 23 Average number of days 

in final action

Processing Time

2017 2018 2019 2020 2021

FY2022 

YTD

Complaints pending during fiscal year

Average number of days 197 in investigation 187 201 200 190 227

Average number of days 38 32 36 41 28 26

Average number of days 173 165 197 199 211 231

Average number of days 48 39 67 38 43 35
2017 2018 2019 2020 2021

FY2022 

YTD

Total Complaints Dismissed by 

Agency 8 2 3 2 5 3

Average Days pending prior to 

dismissal 360 128 103 109 113 402

Complaints Withdrawn by Complainants

2017 2018 2019 2020 2021

FY2022 

YTD

Total Withdrawn by Complainants 0 8 0 1 2 1

Total Final Actions Finding Discrimination

2017 2018 2019 2020 2021

FY2022 

YTD

Total Number of Findings 0 0 1 0 0 0

Without Hearing 0 0 1 0 0 0

With Hearing 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 filed. 2017 2018 2019 2020 2021

FY2022 

YTD

Total Number of Findings 0 0 1 0 0 0

Race 0 0 0 0 0 0

Color 0 0 0 0 0 0

Religion 0 0 0 0 0 0

Reprisal 0 0 0 0 0 0

Sex 0 0 0 0 0 0

National Origin 0 0 0 0 0 0

Equal Pay Act 0 0 0 0 0 0

Age 0 0 0 0 0 0

Disability 0 0 1 0 0 0

Genetic Information 0 0 0 0 0 0

Non-EEO 0 0 0 0 0 0

Findings After Hearing 0 0 0 0 0 0

Race 0 0 0 0 0 0

Color 0 0 0 0 0 0

Religion 0 0 0 0 0 0

Reprisal 0 0 0 0 0 0

Sex 0 0 0 0 0 0

National Origin 0 0 0 0 0 0

Equal Pay Act 0 0 0 0 0 0

Age 0 0 0 0 0 0
Disability 0 0 0 0 0 0

Genetic Information 0 0 0 0 0 0

Non-EEO 0 0 0 0 0 0

Findings Without Hearing 0 0 1 0 0 0

Race 0 0 0 0 0 0

Color 0 0 0 0 0 0

Religion 0 0 0 0 0 0

Reprisal 0 0 0 0 0 0

Sex 0 0 0 0 0 0

National Origin 0 0 0 0 0 0

Equal Pay Act 0 0 0 0 0 0

Age 0 0 0 0 0 0

Disability 0 0 1 0 0 0

Genetic Information 0 0 0 0 0 0

Non-EEO 0 0 0 0 0 0

Findings of Discrimination Rendered by Issue

2017 2018 2019 2020 2021

FY2022 

YTD

Total Number of Findings 0 0 1 0 0 0

Assignment of Duties 0 0 0 0 0 0

Conversion to Full-time 0 0 0 0 0 0

Reprimand 0 0 0 0 0 0

Removal 0 0 0 0 0 0

Duty Hours 0 0 0 0 0 0

Examination Test 0 0 0 0 0 0

Sexual 0 0 0 0 0 0

Pay Including Overtime 0 0 0 0 0 0

Denied 0 0 0 0 0 0

Reasonable Accommodation 0 0 0 0 0 0

Awards 0 0 0 0 0 0

Suspension 0 0 0 0 0 0

Evaluation Appraisal 0 0 0 0 0 0

Medical Examination 0 0 0 0 0 0

Directed 0 0 0 0 0 0

Appointment/Hire 0 0 0 0 0 0

Demotion 0 0 0 0 0 0

Disciplinary Action

Other 0 0 0 0 0 0

Non-Sexual 0 0 0 0 0 0

Harassment

Reassignment

Promotion Non-Selection 0 0 0 0 0 0
Reinstatement

000000

Retirement

000000

Termination

000000

Terms/Conditions of Employment

001000

Time and Attendance

000000

Training

000000

Other- User Defined

000000

Findings After Hearing

000000

Appointment/Hire

000000

Assignment of Duties

000000

Awards

000000

Conversion to Full-time

000000

Disciplinary Action

Demotion

000000

Reprimand

000000

Suspension

000000

Removal

000000

Other

000000

Duty Hours

000000

Evaluation Appraisal

000000

Examination Test

000000

Harassment

Non-Sexual

000000

Sexual

000000

Medical Examination

000000

Pay Including Overtime

000000

Promotion Non-Selection

000000

Reassignment

Denied

000000

Directed

000000

Reasonable Accommodation

000000

Reinstatement

000000

Retirement

000000

Termination

000000

Terms/Conditions of Employment

000000

Time and Attendance

000000

Training

000000

Other- User Defined

000000

Findings Without Hearing

001000

Appointment/Hire

000000

Assignment of Duties

000000

Awards

000000
Conversion to Full-time 0 0 0 0 0 0

Disciplinary Action

Demotion 0 0 0 0 0 0

Reprimand 0 0 0 0 0 0

Suspension 0 0 0 0 0 0

Removal 0 0 0 0 0 0

Other 0 0 0 0 0 0

Duty Hours 0 0 0 0 0 0

Evaluation Appraisal 0 0 0 0 0 0

Examination Test 0 0 0 0 0 0

Harassment

Non-Sexual 0 0 0 0 0 0

Sexual 0 0 0 0 0 0

Medical Examination 0 0 0 0 0 0

Pay Including Overtime 0 0 0 0 0 0

Promotion Non-Selection 0 0 0 0 0 0

Reassignment

Denied 0 0 0 0 0 0

Directed 0 0 0 0 0 0

Reasonable Accommodation 0 0 0 0 0 0

Reinstatement 0 0 0 0 0 0

Retirement 0 0 0 0 0 0

Termination 0 0 0 0 0 0

Terms/Conditions of Employment 0 0 1 0 0 0

Time and Attendance 0 0 0 0 0 0

Training 0 0 0 0 0 0

Other - User Defined 0 0 0 0 0 0

Pending Complaints Filed in Previous Fiscal Years by Status

2017 2018 2019 2020 2021

FY2022 

YTD

Total Complaintsfrom previous 

Fiscal Years 49 41 32 25 19 11
Total Complainants 37 34 27 22 19 11

Number of Complaints Pending

Investigation 0 0 0 0 0 0

ROIissued, pending 

Complainant's action 0 1 0 0 0 0

Hearing 46 36 28 25 19 8

Final Action 0 4 4 0 0 3

Appeal 11 4 11 15 7 6

Complaint Investigations

2017 2018 2019 2020 2021

FY2022 

YTD

Pending Complaints Where 

Investigations Exceed Required 

Time Frames

0 0 1 0 0 0

ANNUAL FEDERAL EQUAL EMPLOYMENT OPPORTUNITY

STATISTICAL REPORT OF DISCRIMINATION COMPLAINTS

(REPORTING PERIOD BEGINS OCTOBER 1ST AND ENDS SEPTEMBER 30TH)

AGENCY OR DEPARTMENT: Federal Deposit Insurance Corporation REPORTING PERIOD: FY 2022

EEOC FORM 462 (REVISED NOV 2014) Report Status: Finalized, 10/28/2022 5:57 PM 1

PART I - PRE-COMPLAINT ACTIVITIES

COUNSELING INDIVIDUALS

INTENTIONALLY LEFT BLANK

TOTAL COMPLETED/ENDED COUNSELING

COUNSELING INDIVIDUALS

C. TOTAL COMPLETED/ENDED COUNSELINGS 49 44

C.1. COUNSELED WITHIN 30 DAYS 17 14

C.2. COUNSELED WITHIN 31 TO 90 DAYS 32 31

C.2.a. COUNSELED WITHIN WRITTEN 

EXTENSION PERIOD NO LONGER THAN 60 

DAYS

10 10

C.2.b. COUNSELED WITHIN 90 DAYS WHERE 

INDIVIDUAL PARTICIPATED IN ADR

22 22

C.2.c. COUNSELED WITHIN 31-90 DAYS THAT 

WERE UNTIMELY

0 0

C.3. COUNSELED BEYOND 90 DAYS 0 0

C.4. COUNSELED DUE TO REMANDS 0 0

COUNSELING INDIVIDUALS

D. PRE-COMPLAINT ACTIVITIES

D.1. ON HAND AT THE BEGINNING OF THE 

REPORTING PERIOD

9 9

D.2. INITIATED DURING THE REPORTING PERIOD 51 43

D.3. COMPLETED/ENDED COUNSELINGS 49 44

D.3.a. SETTLEMENTS (MONETARY AND 

NON-MONETARY)

4 4

D.3.b. WITHDRAWALS/NO COMPLAINT 

FILED

18 18

D.3.c. COUNSELINGS COMPLETED/ENDED 

IN REPORTING PERIOD THAT RESULTED IN 

COMPLAINT FILINGS IN REPORTING 

PERIOD

25 22

D.3.d. DECISION TO FILE COMPLAINT 

PENDING AT THE END OF THE REPORTING 

PERIOD

2 2

D.4. COUNSELINGS PENDING AT THE END OF 

THE REPORTING PERIOD

11 11

E. NON-ADR SETTLEMENTS WITH MONETARY BENEFITS

COUNSELING INDIVIDUALS AMOUNT

E. NON-ADR SETTLEMENTS WITH MONETARY 

BENEFITS TOTAL

0 0 $0.00

E.1. COMPENSATORY DAMAGES 0 0 $0.00

E.2. BACKPAY/FRONTPAY 0 0 $0.00

E.3. LUMP SUM PAYMENT 0 0 $0.00

E.4. ATTORNEY FEES AND COSTS 0 0 $0.00

E.5. OTHER NON-ADR SETTLEMENTS W/

MONETARY BENEFITS

0 0 $0.00

E.6. 0 0 $0.00

F. NON-ADR SETTLEMENTS WITH NON-MONETARY BENEFITS

COUNSELING INDIVIDUALS

F. NON-ADR SETTLEMENTS WITH NONMONETARY BENEFITS TOTAL

0 0

F.1. HIRES 0 0

F.1.a. RETROACTIVE 0 0

F.1.b. NON-RETROACTIVE 0 0

F.2. PROMOTIONS 0 0

F.2.a. RETROACTIVE 0 0

F.2.b. NON-RETROACTIVE 0 0

F.3. EXPUNGEMENTS 0 0

F.4. REASSIGNMENTS 0 0

F.5. REMOVALS RESCINDED 0 0

F.5.a. REINSTATEMENT 0 0

F.5.b. VOLUNTARY RESIGNATION 0 0

F.6. ACCOMMODATIONS 0 0

F.7. TRAINING 0 0

F.8. APOLOGY 0 0

F.9. DISCIPLINARY ACTIONS 0 0

F.9.a. RESCINDED 0 0

F.9.b. MODIFIED 0 0

F.10. PERFORMANCE EVALUATION MODIFIED 0 0

F.11. LEAVE RESTORED 0 0

F.12. NEUTRAL REFERENCE 0 0

F.13. OTHER NON-ADR SETTLEMENTS W/NONMONETARY BENEFITS0 0

F.14 0 0

G. ADR SETTLEMENTS WITH MONETARY BENEFITS

COUNSELING INDIVIDUALS AMOUNT

G. ADR SETTLEMENTS WITH MONETARY 

BENEFITS TOTAL

3 3 $33,470.00

G.1. COMPENSATORY DAMAGES 0 0 $0.00

G.2. BACKPAY/FRONTPAY 0 0 $0.00

G.3. LUMP SUM PAYMENT 3 3 $33,470.00

G.4. ATTORNEY FEES AND COSTS 0 0 $0.00

G.5. OTHER ADR SETTLEMENTS W/ MONETARY 

BENEFITS

0 0 $0.00

G.6. 0 0 $0.00

H. ADR SETTLEMENTS WITH NON-MONETARY BENEFITS

COUNSELING INDIVIDUALS

H. ADR SETTLEMENTS WITH NON-MONETARY 

BENEFITS TOTAL

4 4

H.1. HIRES 0 0

H.1.a. RETROACTIVE 0 0

H.1.b. NON-RETROACTIVE 0 0

H.2. PROMOTIONS 0 0

H.2.a. RETROACTIVE 0 0

H.2.b. NON-RETROACTIVE 0 0

H.3. EXPUNGEMENTS 0 0

H.4. REASSIGNMENTS 3 3

H.5. REMOVALS RESCINDED 0 0

H.5.a. REINSTATEMENT 0 0

H.5.b. VOLUNTARY RESIGNATION 0 0

H.6. ACCOMMODATIONS 1 1

H.7. TRAINING 0 0

H.8. APOLOGY 0 0

H.9. DISCIPLINARY ACTIONS 0 0

H.9.a. RESCINDED 0 0

H.9.b. MODIFIED 0 0

H.10. PERFORMANCE EVALUATION MODIFIED 1 1

H.11. LEAVE RESTORED 0 0

H.12. NEUTRAL REFERENCE 0 0

H.13. OTHER ADR SETTLEMENTS W/NONMONETARY BENEFITS0 0

H.14 0 0

I. NON-ADR SETTLEMENTS

COUNSELING INDIVIDUALS

TOTAL 0 0
ANNUAL FEDERAL EQUAL EMPLOYMENT OPPORTUNITY

STATISTICAL REPORT OF DISCRIMINATION COMPLAINTS

(REPORTING PERIOD BEGINS OCTOBER 1ST AND ENDS SEPTEMBER 30TH)

AGENCY OR DEPARTMENT: Federal Deposit Insurance Corporation REPORTING PERIOD: FY 2022

EEOC FORM 462 (REVISED NOV 2014) Report Status: Finalized, 10/28/2022 5:57 PM 2

PART II - FORMAL COMPLAINT ACTIVITIES

43

A. COMPLAINTS ON HAND AT THE 

BEGINNING OF THE REPORTING PERIOD

27 B. COMPLAINTS FILED

0 C. REMANDS (sum of lines C1+C2+C3)

0

C.1. REMANDS (NOT INCLUDED IN A OR 

B)

0 C.2. REMANDS (INCLUDED IN A OR B)

0

C.3. NUMBER OF ADDITIONAL 

REMANDS IN THIS REPORTING PERIOD 

THAT ARE NOT CAPTURED IN C.1 OR C.

2 ABOVE

0

C.4. ADDITIONAL CLOSURES IN THIS 

REPORTING PERIOD NOT REFLECTED IN 

F. OR H. THAT RESULTED FROM 

REMANDS

70 D. TOTAL COMPLAINTS

65

E. COMPLAINTS IN LINE D THAT WERE NOT 

CONSOLIDATED

35

F. COMPLAINTS IN LINE E CLOSED DURING 

REPORT PERIOD

5

G. COMPLAINTS IN LINE D THAT WERE 

CONSOLIDATED

3

H. COMPLAINTS IN LINE G CLOSED DURING 

REPORT PERIOD

32

I. COMPLAINTS ON HAND AT THE END OF THE 

REPORTING PERIOD (Line D - (F+H)) + [(C2 + 

C3) - C4]

24

J. INDIVIDUALS FILING COMPLAINTS 

(Complainants)

2

K. NUMBER OF JOINT PROCESSING UNITS 

FROM CONSOLIDATION OF COMPLAINTS

PART III - AGENCY RESOURCES, TRAINING, REPORTING LINE

A. AGENCY & CONTRACT RESOURCES	

AGENCY CONTRACT

NUMBER PERCENT NUMBER PERCENT

A.1. WORKFORCE

A.1.a. TOTAL WORK FORCE 5,891

A.1.b. PERMANENT EMPLOYEES 5,510

A.2. COUNSELOR 3 1

A.2.a. FULL-TIME 1 33.3333333333333 1 100

A.2.b. PART-TIME 0 0 0 0

A.2.c. COLLATERAL DUTY 2 66.6666666666667 0 0

A.3. INVESTIGATOR 0 10

A.3.a. FULL-TIME 0 0 10 100

A.3.b. PART-TIME 0 0 0 0

A.3.c. COLLATERAL DUTY 0 0 0 0

A.4. COUNSELOR/INVESTIGATOR 0 0

A.4.a. FULL-TIME 0 0 0 0

A.4.b. PART-TIME 0 0 0 0

A.4.c. COLLATERAL DUTY 0 0 0 0

B. AGENCY & CONTRACT STAFF TRAINING

COUNSELORS INVESTIGATORS COUNS/INVESTIG	

AGENCY CONTRACT AGENCY CONTRACT AGENCY CONTRACT

B.1. STAFF - TOTAL 3 1 0 10 0 0

B.1.a. NEW STAFF 

RECEIVING AT LEAST 32 

HOURS OF TRAINING

0 0 0 0 0 0

B.1.b. EXPERIENCED STAFF 

RECEIVING AT LEAST 8 

HOURS OF TRAINING

3 1 0 10 0 0

B.1.c. TRAINING 

REQUIREMENT NOT MET

0 0 0 0 0 0

B.2. EXPERIENCED STAFF 

(ES) - TOTAL

0 0 0 0 0 0

B.2.a. STAFF RECEIVING 

REQUIRED 8 OR MORE 

HOURS

0 0 0 0 0 0

B.2.b. STAFF RECEIVING 32 

OR MORE HOURS, 

GENERALLY GIVEN TO 

NEW STAFF

0 0 0 0 0 0

B.2.c. STAFF RECEIVING 

NO TRAINING AT ALL

0 0 0 0 0 0

C. REPORTING LINE

1. EEO DIRECTOR'S NAME:	 Nikita Pearson

1a. DOES THE AGENCY DIRECTOR REPORT YES NO

TO THE AGENCY HEAD? X

2. IF NO, WHO DOES THE EEO DIRECTOR REPORT TO?

PERSON

TITLE

3. WHO IS RESPONSIBLE FOR THE DAY-TO-DAY OPERATION OF THE EEO

PROGRAM IN YOUR DEPARTMENT/AGENCY/ORGANIZATION?

PERSON Michael Moran

TITLE Chief

4. WHO DOES THAT PERSON REPORT TO?		

PERSON Brian Guy

TITLE Deputy Director
ANNUAL FEDERAL EQUAL EMPLOYMENT OPPORTUNITY

STATISTICAL REPORT OF DISCRIMINATION COMPLAINTS

(REPORTING PERIOD BEGINS OCTOBER 1ST AND ENDS SEPTEMBER 30TH)

AGENCY OR DEPARTMENT: Federal Deposit Insurance Corporation REPORTING PERIOD: FY 2022

EEOC FORM 462 (REVISED NOV 2014) Report Status: Finalized, 10/28/2022 5:57 PM 3

PART IV - BASES AND ISSUES ALLEGED IN COMPLAINTS FILED (Part 1)

ISSUES OF

ALLEGED

DISCRIMINATION

BASES OF ALLEGED DISCRIMINATION

RACE

COLOR RELIGION REPRISAL

TOTAL

ALL BASES

BY ISSUE

TOTAL ALL

COMPLAINTS

BY ISSUE

TOTAL ALL

COMPLAINANTS

BY ISSUE

AMERICAN INDIAN

OR ALASKA

NATIVE ASIAN

NATIVE HAWAIIAN/

 OTHER PACIFIC

ISLANDER

BLACK OR

AFRICAN

AMERICAN WHITE

TWO OR MORE

RACES

A. APPOINTMENT/HIRE 0 0 0 3 1 0 0 0 7 22 9 6

B. ASSIGNMENT OF DUTIES 0 0 0 0 0 0 0 0 0 0 0 0

C. AWARDS 0 0 0 1 0 0 1 0 1 7 1 1

D. CONVERSION TO FULL TIME/PERM STATUS 0 0 0 0 0 0 0 0 0 0 0 0

E. DISCIPLINARY ACTION 0 0 0 1 0 1 0 0 1 8 2 2

E.1. DEMOTION 0 0 0 0 0 0 0 0 0 0 0 0

E.2. REPRIMAND 0 0 0 0 0 0 0 0 0 0 0 0

E.3. SUSPENSION 0 0 0 0 0 0 0 0 0 0 0 0

E.4. REMOVAL 0 0 0 1 0 1 0 0 1 8 2 2

E.5. OTHER DISCIPLINARY ACTIONS 0 0 0 0 0 0 0 0 0 0 0 0

E.6 OTHER DISCIPLINARY ACTIONS 0 0 0 0 0 0 0 0 0 0 0 0

E.7 0 0 0 0 0 0 0 0 0 0 0 0

F. DUTY HOURS 0 0 0 0 0 0 0 0 0 0 0 0

G. PERF. EVAL./APPRAISAL 0 1 0 0 0 0 0 0 0 5 1 1

H. EXAMINATION/TEST 0 0 0 0 0 0 1 0 1 4 2 2

I. HARASSMENT 0 0 0 2 2 0 0 0 3 15 6 6

I.1. NON-SEXUAL 0 0 0 2 2 0 0 0 3 15 6 6

I.2. SEXUAL 0 0 0 0

J. MEDICAL EXAMINATION 0 0 0 0 0 0 0 0 0 0 0 0

K. PAY INCLUDING OVERTIME 0 0 0 1 0 0 0 0 1 4 1 1

L. PROMOTION/NON-SELECTION 0 0 0 3 0 0 0 1 2 12 5 5

M. REASSIGNMENT 0 0 0 1 0 0 0 0 2 5 3 3

M.1. DENIED 0 0 0 0 0 0 0 0 0 0 0 0

M.2. DIRECTED 0 0 0 0 0 0 0 0 0 0 0 0

N. REASONABLE ACCOMMODATION 1 2 2 2

O. REINSTATEMENT 0 0 0 0 0 0 0 0 0 0 0 0

P. RELIGIOUS ACCOMODATION 0 0 0 0 0

Q. RETIREMENT 0 0 0 0 0 0 0 0 0 0 0 0

R. SEX-STEROTYPING 0 0 0

S. TELEWORK 0 0 0 0 0 0 0 0 0 0 0 0

T. TERMINATION 0 1 0 0 0 0 0 0 1 3 2 2

U. TERMS/CONDITIONS OF EMPLOYMENT 0 0 0 0 0 0 0 0 0 0 0 0

V. TIME AND ATTENDANCE 0 0 0 0 0 0 0 0 0 0 0 0

W. TRAINING 0 0 0 0 0 0 0 0 0 3 3 3

X. OTHER TERMS/CONDITIONS OF EMPLOYMENT 0 0 0 0 0 0 0 0 0 0 0 0

X.1. 0 0 0 0 0 0 0 0 0 0 0

X.2. 0 0 0 0 0 0 0 0 0 0 0

X.3. 0 0 0 0 0 0 0 0 0 0 0

X.4. 0 0 0 0 0 0 0 0 0 0 0

TOTAL ALL ISSUES BY BASES 0 2 0 12 3 1 2 1 20
ANNUAL FEDERAL EQUAL EMPLOYMENT OPPORTUNITY

STATISTICAL REPORT OF DISCRIMINATION COMPLAINTS

(REPORTING PERIOD BEGINS OCTOBER 1ST AND ENDS SEPTEMBER 30TH)

AGENCY OR DEPARTMENT: Federal Deposit Insurance Corporation REPORTING PERIOD: FY 2022

EEOC FORM 462 (REVISED NOV 2014) Report Status: Finalized, 10/28/2022 5:57 PM 4

PART IV - BASES AND ISSUES ALLEGED IN COMPLAINTS FILED (Part 1)

ISSUES OF

ALLEGED

DISCRIMINATION

BASES OF ALLEGED DISCRIMINATION

RACE

COLOR RELIGION REPRISAL

TOTAL

ALL BASES

BY ISSUE

TOTAL ALL

COMPLAINTS

BY ISSUE

TOTAL ALL

COMPLAINANTS

BY ISSUE

AMERICAN INDIAN

OR ALASKA

NATIVE ASIAN

NATIVE HAWAIIAN/

 OTHER PACIFIC

ISLANDER

BLACK OR

AFRICAN

AMERICAN WHITE

TWO OR MORE

RACES

TOTAL ALL COMPLAINTS FILED BY BASES 0 2 0 8 3 1 2 1 14

TOTAL ALL COMPLAINANTS BY BASES 0 2 0 8 3 1 2 1 11
ANNUAL FEDERAL EQUAL EMPLOYMENT OPPORTUNITY

STATISTICAL REPORT OF DISCRIMINATION COMPLAINTS

(REPORTING PERIOD BEGINS OCTOBER 1ST AND ENDS SEPTEMBER 30TH)

AGENCY OR DEPARTMENT: Federal Deposit Insurance Corporation REPORTING PERIOD: FY 2022

EEOC FORM 462 (REVISED NOV 2014) Report Status: Finalized, 10/28/2022 5:57 PM 5

PART IV BASES AND ISSUES ALLEGED IN COMPLAINTS FILED (Part 2)

ISSUES OF

ALLEGED

DISCRIMINATION

BASES OF ALLEGED DISCRIMINATION

SEX

PREGNANCY

DISCRIMINATION ACT

NATIONAL ORIGIN EQUAL PAY

ACT

AGE

DISABILITY

GINA

TOTAL

ALL BASES

BY ISSUE

TOTAL ALL

COMPLAINTS

BY ISSUE

TOTAL ALL

COMPLAINANTS

MALE FEMALE LGBT BY ISSUE

HISPANIC /

LATINO OTHER MALE FEMALE MENTAL PHYSICAL

A. APPOINTMENT/HIRE 1 2 0 0 0 0 5 2 1 0 22 9 6

B. ASSIGNMENT OF DUTIES 0 0 0 0 0 0 0 0 0 0 0 0 0

C. AWARDS 0 1 0 0 0 1 1 0 1 0 7 1 1

D. CONVERSION TO FULL TIME 0 0 0 0 0 0 0 0 0 0 0 0 0

E. DISCIPLINARY ACTION 0 1 0 0 0 1 2 0 1 0 8 2 2

E.1. DEMOTION 0 0 0 0 0 0 0 0 0 0 0 0 0

E.2. REPRIMAND 0 0 0 0 0 0 0 0 0 0 0 0 0

E.3. SUSPENSION 0 0 0 0 0 0 0 0 0 0 0 0 0

E.4. REMOVAL 0 1 0 0 0 1 2 0 1 0 8 2 2

E.5. OTHER DISCIPLINARY ACTIONS 0 0 0 0 0 0 0 0 0 0 0 0 0

E.6. OTHER DISCIPLINARY ACTIONS 0 0 0 0 0 0 0 0 0 0 0 0 0

E.7 0 0 0 0 0 0 0 0 0 0 0 0 0

F. DUTY HOURS 0 0 0 0 0 0 0 0 0 0 0 0 0

G. EVALUATION/APPRAISAL 0 1 0 0 0 1 1 1 0 0 5 1 1

H. EXAMINATION/TEST 1 0 0 0 0 0 1 0 0 0 4 2 2

I. HARASSMENT 0 1 0 0 0 0 2 3 2 0 15 6 6

I.1. NON-SEXUAL 0 1 0 0 0 0 2 3 2 0 15 6 6

I.2. SEXUAL 0 0 0 0 0 0 0

J. MEDICAL EXAMINATION 0 0 0 0 0 0 0 0 0 0 0 0 0

K. PAY INCLUDING OVERTIME 0 1 0 0 0 0 0 1 0 0 0 0 4 1 1

L. PROMOTION/NON-SELECTION 0 1 0 0 0 2 1 1 1 0 12 5 5

M. REASSIGNMENT 0 1 0 0 0 0 0 1 0 0 5 3 3

M.1. DENIED 0 0 0 0 0 0 0 0 0 0 0 0 0

M.2. DIRECTED 0 0 0 0 0 0 0 0 0 0 0 0 0

N. REASONABLE ACCOMMODATION DISABILITY 0 0 1 0 2 2 2

O. REINSTATEMENT 0 0 0 0 0 0 0 0 0 0 0 0 0

P. RELIGIOUS ACCOMMODATION 0 0 0

Q. RETIREMENT 0 0 0 0 0 0 0 0 0 0 0 0 0

R. SEX-STEROTYPING 0 0 0 0 0 0

S. TELEWORK 0 0 0 0 0 0 0 0 0 0 0 0 0

T. TERMINATION 0 0 0 0 0 1 0 0 0 0 3 2 2

U. TERMS/CONDITIONS OF EMPLOYMENT 0 0 0 0 0 0 0 0 0 0 0 0 0

V. TIME AND ATTENDANCE 0 0 0 0 0 0 0 0 0 0 0 0 0

W. TRAINING 0 0 0 0 0 0 3 0 0 0 3 3 3

X. OTHER TERMS/CONDITIONS OF EMPLOYMENT 0 0 0 0 0 0 0 0 0 0 0 0 0

X.1. 0 0 0 0 0 0 0 0 0 0 0 0 0

X.2. 0 0 0 0 0 0 0 0 0 0 0 0 0

X.3. 0 0 0 0 0 0 0 0 0 0 0 0 0

X.4. 0 0 0 0 0 0 0 0 0 0 0 0 0

TOTAL ALL ISSUES BY BASES 2 9 0 0 0 6 0 1 16 8 7 0
ANNUAL FEDERAL EQUAL EMPLOYMENT OPPORTUNITY

STATISTICAL REPORT OF DISCRIMINATION COMPLAINTS

(REPORTING PERIOD BEGINS OCTOBER 1ST AND ENDS SEPTEMBER 30TH)

AGENCY OR DEPARTMENT: Federal Deposit Insurance Corporation REPORTING PERIOD: FY 2022

EEOC FORM 462 (REVISED NOV 2014) Report Status: Finalized, 10/28/2022 5:57 PM 6

PART IV BASES AND ISSUES ALLEGED IN COMPLAINTS FILED (Part 2)

ISSUES OF

ALLEGED

DISCRIMINATION

BASES OF ALLEGED DISCRIMINATION

SEX

PREGNANCY

DISCRIMINATION ACT

NATIONAL ORIGIN EQUAL PAY

ACT

AGE

DISABILITY

GINA

TOTAL

ALL BASES

BY ISSUE

TOTAL ALL

COMPLAINTS

BY ISSUE

TOTAL ALL

COMPLAINANTS

MALE FEMALE LGBT BY ISSUE

HISPANIC /

LATINO OTHER MALE FEMALE MENTAL PHYSICAL

TOTAL ALL COMPLAINTS FILED BY BASES 2 5 0 0 0 5 0 1 14 7 6 0

TOTAL ALL COMPLAINANTS BY BASES 2 5 0 0 0 5 0 1 11 6 6 0
ANNUAL FEDERAL EQUAL EMPLOYMENT OPPORTUNITY

STATISTICAL REPORT OF DISCRIMINATION COMPLAINTS

(REPORTING PERIOD BEGINS OCTOBER 1ST AND ENDS SEPTEMBER 30TH)

AGENCY OR DEPARTMENT: Federal Deposit Insurance Corporation REPORTING PERIOD: FY 2022

EEOC FORM 462 (REVISED NOV 2014) Report Status: Finalized, 10/28/2022 5:57 PM 7

PART IV C - BASES AND ISSUES ALLEGED IN SETTLEMENTS (Part 1)

BASES OF ALLEGED DISCRIMINATION IN SETELEMENTS

ISSUES OF

ALLEGED

DISCRIMINATION IN SETELEMENTS

RACE

COLOR RELIGION REPRISAL

NUMBER

COUNSELING

SETTLEMENT

ALLEGATIONS

NUMBER

COUNSELINGS

SETTLED

BY ISSUE

NUMBER

INDIVIDUALS

SETTLED

WITH

BY ISSUE

NUMBER

COMPLAINT

SELLEMENT

ALLEGATIONS

NUMBER

COMPLAINTS

SETTLED

BY ISSUE

NUMBER

COMPLAINANTS

SETTLED

WITH

BY ISSUE

AMERICAN 

INDIAN

OR ALASKA

NATIVE ASIAN

NATIVE 

HAWAIIAN

/OTHER 

PACIFIC

ISLANDER

BLACK/

AFRICAN

AMERICAN WHITE

TWO OR MORE

RACES

A. APPOINTMENT/HIRE 0 0 0 0 1 0 1 1 1 0 0 0 7 2 2

B. ASSIGNMENT OF DUTIES 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

C. AWARDS 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

D. CONVERSION TO FULL TIME/PERM STATUS 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

E. DISCIPLINARY ACTION 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

E.1. DEMOTION 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

E.2. REPRIMAND 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

E.3. SUSPENSION 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

E.4. REMOVAL 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

E.5. OTHER DISCIPLINARY 

ACTIONS

0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

E.6. OTHER DISCIPLINARY ACTIONS 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

E.7 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

F. DUTY HOURS 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

G. PERF. EVAL./APPRAISAL 0 0 0 1 0 0 0 0 2 0 0 0 6 2 2

H. EXAMINATION/TEST 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

I. HARASSMENT 0 0 0 2 1 0 1 0 5 1 1 1 26 11 11

I.1. NON-SEXUAL 0 0 0 2 1 0 1 0 4 1 1 1 22 7 7

I.2. SEXUAL 1 0 0 0 4 2 2

J. MEDICAL EXAMINATION 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

K. PAY INCLUDING OVERTIME 0 1 0 1 0 0 0 0 1 6 3 3 0 0 0

L. PROMOTION/NON-SELECTION 0 0 0 2 0 0 1 0 2 0 0 0 10 2 2

M. REASSIGNMENT 0 1 0 1 0 0 0 0 1 3 1 1 4 1 1

M.1. DENIED 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

M.2. DIRECTED 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

N. REASONABLE ACCOMMODATION 1 1 1 1 0 0 0

O. REINSTATEMENT 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

P. RELIGIOUS ACCOMODATION 0 0 0 0 0 0 0 0

Q. RETIREMENT 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

R. SEX-STEROTYPING 0 0 0 0 0 0

S. TELEWORK 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

T. TERMINATION 0 0 0 0 0 0 0 0 1 0 0 0 2 1 1

U. TERMS/CONDITIONS OF EMPLOYMENT 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

V. TIME AND ATTENDANCE 0 0 0 1 0 0 0 0 1 0 0 0 20 1 1

W. TRAINING 0 0 0 0 0 0 0 0 0 0 0 0 1 1 1

X. OTHER TERMS/CONDITIONS OF EMPLOYMENT 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

X.1. 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

X.2. 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

X.3. 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

X.4. 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

1. COUNSELING SETTLEMENT ALLEGATIONS 0 2 0 1 0 0 0 0 4
ANNUAL FEDERAL EQUAL EMPLOYMENT OPPORTUNITY

STATISTICAL REPORT OF DISCRIMINATION COMPLAINTS

(REPORTING PERIOD BEGINS OCTOBER 1ST AND ENDS SEPTEMBER 30TH)

AGENCY OR DEPARTMENT: Federal Deposit Insurance Corporation REPORTING PERIOD: FY 2022

EEOC FORM 462 (REVISED NOV 2014) Report Status: Finalized, 10/28/2022 5:57 PM 8

PART IV C - BASES AND ISSUES ALLEGED IN SETTLEMENTS (Part 1)

BASES OF ALLEGED DISCRIMINATION IN SETELEMENTS

ISSUES OF

ALLEGED

DISCRIMINATION IN SETELEMENTS

RACE

COLOR RELIGION REPRISAL

NUMBER

COUNSELING

SETTLEMENT

ALLEGATIONS

NUMBER

COUNSELINGS

SETTLED

BY ISSUE

NUMBER

INDIVIDUALS

SETTLED

WITH

BY ISSUE

NUMBER

COMPLAINT

SELLEMENT

ALLEGATIONS

NUMBER

COMPLAINTS

SETTLED

BY ISSUE

NUMBER

COMPLAINANTS

SETTLED

WITH

BY ISSUE

AMERICAN 

INDIAN

OR ALASKA

NATIVE ASIAN

NATIVE 

HAWAIIAN

/OTHER 

PACIFIC

ISLANDER

BLACK/

AFRICAN

AMERICAN WHITE

TWO OR MORE

RACES

1.1A. NUMBER OF COUNSELINGS 

SETTLED

0 1 0 1 0 0 0 0 1

1.1B. NUMBER OF COUNSELEES 

SETTLED WITH

0 1 0 1 0 0 0 0 1

2. COMPLAINT SETTLEMENT ALLEGATIONS 0 0 0 7 2 0 3 1 11

2.2A. NUMBER OF COMPLAINTS 

SETTLED

0 0 0 3 2 0 3 1 6

2.2B. NUMBER OF COMPLAINANTS 

SETTLED WITH

0 0 0 3 2 0 3 1 6
ANNUAL FEDERAL EQUAL EMPLOYMENT OPPORTUNITY

STATISTICAL REPORT OF DISCRIMINATION COMPLAINTS

(REPORTING PERIOD BEGINS OCTOBER 1ST AND ENDS SEPTEMBER 30TH)

AGENCY OR DEPARTMENT: Federal Deposit Insurance Corporation REPORTING PERIOD: FY 2022

EEOC FORM 462 (REVISED NOV 2014) Report Status: Finalized, 10/28/2022 5:57 PM 9

PART IV C - BASES AND ISSUES ALLEGED IN SETTLEMENTS (Part 2)

BASES OF ALLEGED DESCRIMINATION IN SETTLEMENTS

ISSUES OF

ALLEGED

DISCRIMINATION IN SETELEMENTS

SEX

PDA

NATIONAL ORIGIN EQUAL PAY ACT

AGE

DISABILITY

GINA

NUMBER

COUNSELING

SETTLEMENT

ALLEGATIONS

NUMBER

COUNSELINGS

SETTLED

BY ISSUE

NUMBER

INDIVIDUALS

SETTLED

WITH

BY ISSUE

NUMBER

COMPLAINT

SELLEMENT

ALLEGATIONS

NUMBER

COMPLAINTS

SETTLED

BY ISSUE

NUMBER

COMPLAINANTS

SETTLED

WITH

MALE FEMALE LGBT BY ISSUE

HISPANIC

LATINO OTHER MALE FEMALE MENTAL PHYSICAL

A. APPOINTMENT/HIRE 1 0 0 0 0 1 0 1 0 0 0 0 0 7 2 2

B. ASSIGNMENT OF DUTIES 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

C. AWARDS 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

D. CONVERSION TO FULL TIME/PERM

STATUS

0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

E. DISCIPLINARY ACTION 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

E.1. DEMOTION 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

E.2. REPRIMAND 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

E.3. SUSPENSION 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

E.4. REMOVAL 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

E.5. OTHER DISCIPLINARY 

ACTIONS

0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

E.6. OTHER DISCIPLINARY ACTIONS 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

E.7 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

F. DUTY HOURS 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

G. EVALUATION/APPRAISAL 0 1 0 0 0 1 1 0 0 0 0 0 0 6 2 2

H. EXAMINATION/TEST 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

I. HARASSMENT 2 3 0 0 0 0 2 3 3 0 1 1 1 26 11 11

I.1. NON-SEXUAL 1 2 0 0 0 0 2 3 3 0 1 1 1 22 7 7

I.2. SEXUAL 1 1 0 0 0 0 0 4 2 2

J. MEDICAL EXAMINATION 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

K. PAY INCLUDING OVERTIME 0 2 0 0 0 1 0 0 0 0 0 0 6 3 3 0 0 0

L. PROMOTION/NON-SELECTION 0 2 0 0 0 0 1 1 1 0 0 0 0 10 2 2

M. REASSIGNMENT 0 2 0 0 0 1 0 0 1 0 3 1 1 4 1 1

M.1. DENIED 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

M.2. DIRECTED 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

N. REASONABLE ACCOMMODATION

DISABILITY

0 0 0 0 1 1 1 0 0 0

O. REINSTATEMENT 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

P. RELIGIOUS ACCOMMODATION 0 0 0 0 0 0

Q. RETIREMENT 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

R. SEX-STEROTYPING 0 0 0 0 0 0 0 0 0

S. TELEWORK 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

T. TERMINATION 0 1 0 0 0 0 0 0 0 0 0 0 0 2 1 1

U. TERMS/CONDITIONS OF EMPLOYMENT 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

V. TIME AND ATTENDANCE 0 1 0 0 0 1 1 1 1 0 0 0 0 20 1 1

W. TRAINING 0 0 0 0 0 0 1 0 0 0 0 0 0 1 1 1

X. OTHER TERMS/CONDITIONS OF 

EMPLOYMENT

0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

X.1. 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

X.2. 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

X.3. 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

X.4. 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

1. COUNSELING SETTLEMENT 

ALLEGATIONS

0 3 0 0 0 2 0 0 0 0 0 0
ANNUAL FEDERAL EQUAL EMPLOYMENT OPPORTUNITY

STATISTICAL REPORT OF DISCRIMINATION COMPLAINTS

(REPORTING PERIOD BEGINS OCTOBER 1ST AND ENDS SEPTEMBER 30TH)

AGENCY OR DEPARTMENT: Federal Deposit Insurance Corporation REPORTING PERIOD: FY 2022

EEOC FORM 462 (REVISED NOV 2014) Report Status: Finalized, 10/28/2022 5:57 PM 10

PART IV C - BASES AND ISSUES ALLEGED IN SETTLEMENTS (Part 2)

BASES OF ALLEGED DESCRIMINATION IN SETTLEMENTS

ISSUES OF

ALLEGED

DISCRIMINATION IN SETELEMENTS

SEX

PDA

NATIONAL ORIGIN EQUAL PAY ACT

AGE

DISABILITY

GINA

NUMBER

COUNSELING

SETTLEMENT

ALLEGATIONS

NUMBER

COUNSELINGS

SETTLED

BY ISSUE

NUMBER

INDIVIDUALS

SETTLED

WITH

BY ISSUE

NUMBER

COMPLAINT

SELLEMENT

ALLEGATIONS

NUMBER

COMPLAINTS

SETTLED

BY ISSUE

NUMBER

COMPLAINANTS

SETTLED

WITH

MALE FEMALE LGBT BY ISSUE

HISPANIC

LATINO OTHER MALE FEMALE MENTAL PHYSICAL

1.1A. NUMBER OF COUNSELINGS 

SETTLED

0 2 0 0 0 1 0 0 0 0 0 0

1.1B. NUMBER OF COUNSELEES 

SETTLED WITH

0 2 0 0 0 1 0 0 0 0 0 0

2. COMPLAINT SETTLEMENT ALLEGATIONS 3 9 0 0 0 3 0 0 6 6 6 0

2.2A. NUMBER OF COMPLAINTS 

SETTLED

2 4 0 0 0 2 0 0 5 4 3 0

2.2B. NUMBER OF COMPLAINANTS 

SETTLED WITH

2 4 0 0 0 2 0 0 5 4 3 0
ANNUAL FEDERAL EQUAL EMPLOYMENT OPPORTUNITY

STATISTICAL REPORT OF DISCRIMINATION COMPLAINTS

(REPORTING PERIOD BEGINS OCTOBER 1ST AND ENDS SEPTEMBER 30TH)

AGENCY OR DEPARTMENT: Federal Deposit Insurance Corporation REPORTING PERIOD: FY 2022

EEOC FORM 462 (REVISED NOV 2014) Report Status: Finalized, 10/28/2022 5:57 PM 11

PART IV D - BASES AND ISSUES FOUND IN FAD's AND FINAL ORDERS (Part 1)

BASES OF DISCRIMINATION FOUND IN FAD's AND FINAL ORDERS

ISSUES OF

DISCRIMINATION 

FOUND IN FAD's AND FINAL ORDERS

RACE

COLOR RELIGION REPRISAL

NUMBER

FAD

FINDINGS

BY ISSUE

NUMBER

OF FADs

WITH

FINDINGS

BY ISSUE

NUMBER

COMPLAINENTS

ISSUED FAD

FINDINGS

BY ISSUE

NUMBER

AJ DECISION

FINDING

BY ISSUE

NUMBER

AJ DECISION

WITH

FINDING

BY ISSUE

# FINAL 

ORDER FINDINGS

FULLY

IMPLEMENTED

BY ISSUE

# FINAL 

ORDERS w/

FINDINGS FULLY

IMPLEMENTED

BY ISSUE

# 

COMPLAINANTS

ISSUED FINAL 

ORDERS

W/ FINDINGS

FULLY 

IMPLEMENTED 

BY ISSUE

AMERICAN 

INDIAN

/ALASKA

NATIVE ASIAN

NATIVE 

HAWAIIAN

/OTHER 

PACIFIC

ISLANDER

BLACK/

AFRICAN

AMERICAN WHITE

TWO OR 

MORE

RACES

A. APPOINTMENT/HIRE 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

B. ASSIGNMENT OF DUTIES 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

C. AWARDS 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

D. CONVERSION TO FULL TIME/PERM 

STATUS

0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

E. DISCIPLINARY ACTION 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

E.1. DEMOTION 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

E.2. REPRIMAND 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

E.3. SUSPENSION 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

E.4. REMOVAL 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

E.5. OTHER DISCIPLINARY 

ACTIONS

0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

E.6. OTHER DISCIPLINARY ACTIONS 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

E.7 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

F. DUTY HOURS 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

G. PERF. EVAL./APPRAISAL 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

H. EXAMINATION/TEST 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

I. HARASSMENT 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

I.1. NON-SEXUAL 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

I.2. SEXUAL 0 0 0 0 0 0 0 0 0

J. MEDICAL EXAMINATION 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

K. PAY INCLUDING OVERTIME 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

L. PROMOTION/NON-SELECTION 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

M. REASSIGNMENT 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

M.1. DENIED 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

M.2. DIRECTED 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

N. REASONABLE ACCOMMODATION 0 0 0 0 0 0 0 0 0

O. REINSTATEMENT 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

P. RELIGIOUS ACCOMODATION 0 0 0 0 0 0 0 0 0 0

Q. RETIREMENT 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

R. SEX-STEROTYPING 0 0 0 0 0 0 0 0

S. TELEWORK 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

T. TERMINATION 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

U. TERMS/CONDITIONS OF EMPLOYMENT 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

V. TIME AND ATTENDANCE 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

W. TRAINING 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

X. OTHER TERMS/CONDITIONS OF 

EMPLOYMENT

0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

X.1. 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

X.2. 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

X.3. 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

X.4. 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

1. Final Agency Decision Findings 0 0 0 0 0 0 0 0 0
ANNUAL FEDERAL EQUAL EMPLOYMENT OPPORTUNITY

STATISTICAL REPORT OF DISCRIMINATION COMPLAINTS

(REPORTING PERIOD BEGINS OCTOBER 1ST AND ENDS SEPTEMBER 30TH)

AGENCY OR DEPARTMENT: Federal Deposit Insurance Corporation REPORTING PERIOD: FY 2022

EEOC FORM 462 (REVISED NOV 2014) Report Status: Finalized, 10/28/2022 5:57 PM 12

PART IV D - BASES AND ISSUES FOUND IN FAD's AND FINAL ORDERS (Part 1)

BASES OF DISCRIMINATION FOUND IN FAD's AND FINAL ORDERS

ISSUES OF

DISCRIMINATION 

FOUND IN FAD's AND FINAL ORDERS

RACE

COLOR RELIGION REPRISAL

NUMBER

FAD

FINDINGS

BY ISSUE

NUMBER

OF FADs

WITH

FINDINGS

BY ISSUE

NUMBER

COMPLAINENTS

ISSUED FAD

FINDINGS

BY ISSUE

NUMBER

AJ DECISION

FINDING

BY ISSUE

NUMBER

AJ DECISION

WITH

FINDING

BY ISSUE

# FINAL 

ORDER FINDINGS

FULLY

IMPLEMENTED

BY ISSUE

# FINAL 

ORDERS w/

FINDINGS FULLY

IMPLEMENTED

BY ISSUE

# 

COMPLAINANTS

ISSUED FINAL 

ORDERS

W/ FINDINGS

FULLY 

IMPLEMENTED 

BY ISSUE

AMERICAN 

INDIAN

/ALASKA

NATIVE ASIAN

NATIVE 

HAWAIIAN

/OTHER 

PACIFIC

ISLANDER

BLACK/

AFRICAN

AMERICAN WHITE

TWO OR 

MORE

RACES

1.1a. Number FADs with Findings 0 0 0 0 0 0 0 0 0

1.1b. Number Complainants Issued FAD 

Findings

0 0 0 0 0 0 0 0 0

2. AJ Decision Findings 0 0 0 0 0 0 0 0 0

2.2a. Number AJ Decisions With Findings 0 0 0 0 0 0 0 0 0

3. Final Agency Order Findings Implemented 0 0 0 0 0 0 0 0 0

3.3a. # of Final Orders (Fos) With Findings 

Implemented

0 0 0 0 0 0 0 0 0

3.3b. # of Complainants issued FOs with 

Findings Implemented

0 0 0 0 0 0 0 0 0
ANNUAL FEDERAL EQUAL EMPLOYMENT OPPORTUNITY

STATISTICAL REPORT OF DISCRIMINATION COMPLAINTS

(REPORTING PERIOD BEGINS OCTOBER 1ST AND ENDS SEPTEMBER 30TH)

AGENCY OR DEPARTMENT: Federal Deposit Insurance Corporation REPORTING PERIOD: FY 2022

EEOC FORM 462 (REVISED NOV 2014) Report Status: Finalized, 10/28/2022 5:57 PM 13

PART IV D - BASES AND ISSUES FOUND IN FAD's AND FINAL ORDERS (Part 2)

BASES OF DISCRIMINATION FOUND IN FAD's AND FINAL ORDERS

ISSUES OF

DISCRIMINATION 

FOUND IN FAD's AND FINAL ORDERS

SEX

PDA

NATIONAL ORIGIN EQUAL PAY ACT

AGE

DISABILITY

GINA

NUMBER

FAD

FINDINGS

BY ISSUE

NUMBER

OF FADs

WITH

FINDINGS

BY ISSUE

NUMBER

COMPLAINENTS

ISSUED 

FAD

FINDINGS

BY ISSUE

NUMBER

AJ 

DECISION

FINDING

BY ISSUE

NUMBER

AJ 

DECISION

WITH

FINDING

BY ISSUE

# FINAL 

ORDER 

FINDINGS

FULLY

IMPLEMENTED

BY ISSUE

# FINAL 

ORDERS w/

FINDINGS 

FULLY

IMPLEMENTED

FINDINGS

# COMPLAINANTS

ISSUED FINAL 

ORDERS

W/ FINDINGS

FULLY 

IMPLEMENTED 

MALE FEMALE LGBT BY ISSUE

HISPANIC

LATINO OTHER MALE FEMALE MENTAL PHYSICAL

A. APPOINTMENT/HIRE 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

B. ASSIGNMENT OF DUTIES 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

C. AWARDS 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

D. CONVERSION TO FULL TIME/PERM

STATUS

0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

E. DISCIPLINARY ACTION 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

E.1. DEMOTION 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

E.2. REPRIMAND 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

E.3. SUSPENSION 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

E.4. REMOVAL 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

E.5. OTHER DISCIPLINARY 

ACTIONS

0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

E.6. OTHER DISCIPLINARY ACTIONS 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

E.7. 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

F. DUTY HOURS 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

G. EVALUATION/APPRAISAL 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

H. EXAMINATION/TEST 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

I. HARASSMENT 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

I.1. NON-SEXUAL 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

I.2. SEXUAL 0 0 0 0 0 0 0 0 0 0 0 0

J. MEDICAL EXAMINATION 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

K. PAY INCLUDING OVERTIME 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

L. PROMOTION/NON-SELECTION 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

M. REASSIGNMENT 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

M.1. DENIED 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

M.2. DIRECTED 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

N. REASONABLE ACCOMMODATION

DISABILITY

0 0 0 0 0 0 0 0 0 0 0 0

O. REINSTATEMENT 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

P. RELIGIOUS ACCOMMODATION 0 0 0 0 0 0 0 0

Q. RETIREMENT 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

R. SEX-STEROTYPING 0 0 0 0 0 0 0 0 0 0 0

S. TELEWORK 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

T. TERMINATION 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

U. TERMS/CONDITIONS OF

EMPLOYMENT

0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

V. TIME AND ATTENDANCE 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

W. TRAINING 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

X. OTHER TERMS/CONDITIONS OF 

EMPLOYMENT

0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

X.1. 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

X.2. 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

X.3. 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

X.4. 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

1. Final Agency Decision Findings 0 0 0 0 0 0 0 0 0 0 0 0
ANNUAL FEDERAL EQUAL EMPLOYMENT OPPORTUNITY

STATISTICAL REPORT OF DISCRIMINATION COMPLAINTS

(REPORTING PERIOD BEGINS OCTOBER 1ST AND ENDS SEPTEMBER 30TH)

AGENCY OR DEPARTMENT: Federal Deposit Insurance Corporation REPORTING PERIOD: FY 2022

EEOC FORM 462 (REVISED NOV 2014) Report Status: Finalized, 10/28/2022 5:57 PM 14

PART IV D - BASES AND ISSUES FOUND IN FAD's AND FINAL ORDERS (Part 2)

BASES OF DISCRIMINATION FOUND IN FAD's AND FINAL ORDERS

ISSUES OF

DISCRIMINATION 

FOUND IN FAD's AND FINAL ORDERS

SEX

PDA

NATIONAL ORIGIN EQUAL PAY ACT

AGE

DISABILITY

GINA

NUMBER

FAD

FINDINGS

BY ISSUE

NUMBER

OF FADs

WITH

FINDINGS

BY ISSUE

NUMBER

COMPLAINENTS

ISSUED 

FAD

FINDINGS

BY ISSUE

NUMBER

AJ 

DECISION

FINDING

BY ISSUE

NUMBER

AJ 

DECISION

WITH

FINDING

BY ISSUE

# FINAL 

ORDER 

FINDINGS

FULLY

IMPLEMENTED

BY ISSUE

# FINAL 

ORDERS w/

FINDINGS 

FULLY

IMPLEMENTED

FINDINGS

# COMPLAINANTS

ISSUED FINAL 

ORDERS

W/ FINDINGS

FULLY 

IMPLEMENTED 

MALE FEMALE LGBT BY ISSUE

HISPANIC

LATINO OTHER MALE FEMALE MENTAL PHYSICAL

1.1a. Number FADs with Findings 0 0 0 0 0 0 0 0 0 0 0 0

1.1b. Number Complainants Issued FAD 

Findings

0 0 0 0 0 0 0 0 0 0 0 0

2. AJ Decision Findings 0 0 0 0 0 0 0 0 0 0 0 0

2.2a. Number AJ Decisions With Findings 0 0 0 0 0 0 0 0 0 0 0 0

3. Final Agency Order Findings Implemented 0 0 0 0 0 0 0 0 0 0 0 0

3.3a. # of Final Orders (Fos) With 

Findings Implemented

0 0 0 0 0 0 0 0 0 0 0 0

3.3b. # of Complainants issued FOs with 

Findings Implemented

0 0 0 0 0 0 0 0 0 0 0 0
ANNUAL FEDERAL EQUAL EMPLOYMENT OPPORTUNITY

STATISTICAL REPORT OF DISCRIMINATION COMPLAINTS

(REPORTING PERIOD BEGINS OCTOBER 1ST AND ENDS SEPTEMBER 30TH)

AGENCY OR DEPARTMENT: Federal Deposit Insurance Corporation REPORTING PERIOD: FY 2022

EEOC FORM 462 (REVISED NOV 2014) Report Status: Finalized, 10/28/2022 5:57 PM 15

PART V - SUMMARY OF CLOSURES BY STATUTE

A. STATUTE (IF A SINGLE COMPLAINT HAS MULTIPLE STATUTES RECORD EACH ON THE APPROPRIATE LINE.)

32 A.1. TITLE VII

0 A.1a. PREGNANCY DISCRIMINATION ACT (PDA)

18 A.2. AGE DISRIMINATION IN EMPLOYMENT ACT (ADEA)

11 A.3. REHABILITATION ACT

2 A.4. EQUAL PAY ACT (EPA)

0 A.5. GENETIC INFORMATION NONDISCRIMINATION ACT (GINA)

63 B. TOTAL BY STATUTES - THIS NUMBER MAY BE LARGER THAN THE TOTAL NUMBER OF COMPLAINTS CLOSED. (A1+A1a

+A2+A3+A4+A5)

PART VI - SUMMARY OF CLOSURES BY CATEGORY

TOTAL

NUMBER

TOTAL

DAYS

AVERAGE

DAYS

A. TOTAL NUMBER OF CLOSURES 38 21371 562.39

A.1. WITHDRAWALS 2 119 59.50

A.1.a. NON-ADR WITHDRAWALS 2 119 59.50

A.1.b. ADR WITHDRAWALS 0 0 0.00

A.2. SETTLEMENTS 13 7182 552.46

A.2.a. NON-ADR SETTLEMENTS 12 7046 587.17

A.2.b. ADR SETTLEMENTS 1 136 136.00

A.3. FINAL AGENCY ACTIONS 23 14070 611.74

B. FINAL AGENCY DECISIONS WITHOUT AN ADMINISTRATIVE JUDGE DECISION 9 3020 335.56

B.1. FINDING DISCRIMINATION 0 0 0.00

B.2. FINDING NO DISCRIMINATION 6 1821 303.50

B.3. DISMISSAL OF COMPLAINTS 3 1199 399.67

C. FINAL AGENCY ORDERS WITH AN ADMINISTRATIVE JUDGE (AJ) DECISION 14 11050 789.29

C.1. AJ DECISION FULLY IMPLEMENTED 14 11050 789.29

C.1.a FINDING DISCRIMINATION 0 0 0.00

C.1.b FINDING NO DISCRIMINATION 14 11050 789.29

C.1.c DISMISSAL OF COMPLAINTS 0 0 0.00

C.2. AJ DECISION NOT FULLY IMPLEMENTED 0 0 0.00

C.2.a FINDING DISCRIMINATION 0 0 0.00

C.2.a.i. AGENCY APPEALED FINDING BUT NOT REMEDY 0 0 0.00

C.2.a.ii. AGENCY APPEALED REMEDY BUT NOT FINDING 0 0 0.00

C.2.a.iii. AGENCY APPEALED BOTH FINDING AND REMEDY 0 0 0.00

C.2.b FINDING NO DISCRIMINATION 0 0 0.00

C.2.c DISMISSAL OF COMPLAINTS 0 0 0.00
ANNUAL FEDERAL EQUAL EMPLOYMENT OPPORTUNITY

STATISTICAL REPORT OF DISCRIMINATION COMPLAINTS

(REPORTING PERIOD BEGINS OCTOBER 1ST AND ENDS SEPTEMBER 30TH)

AGENCY OR DEPARTMENT: Federal Deposit Insurance Corporation REPORTING PERIOD: FY 2022

EEOC FORM 462 (REVISED NOV 2014) Report Status: Finalized, 10/28/2022 5:57 PM 16

PART VI - SUMMARY OF CLOSURES BY CATEGORY (Continued)

TOTAL

NUMBER

TOTAL

DAYS

AVERAGE

DAYS

D. FINAL AGENCY MERIT DECISIONS (FAD) ISSUED 6 236 39.33

D.1. COMPLAINANT REQUESTED IMMEDIATE FAD 1 55 55.00

D.1.a. AGENCY ISSUED FAD WITHIN 60 DAYS OF RECEIPT OF FAD REQUEST 1 55 55.00

D.1.b. AGENCY ISSUED FAD MORE THAN 60 DAYS BEYOND RECEIPT OF FAD REQUEST 0 0 0.00

D.2. COMPLAINANT DID NOT ELECT HEARING OR FAD 3 92 30.67

D.2.a. AGENCY ISSUED FAD WITHIN 60 DAYS OF END OF 30-DAY ELECTION PERIOD 3 92 30.67

D.2.b. AGENCY ISSUED FAD MORE THAN 60 DAYS BEYOND END OF 30-DAY ELECTION PERIOD 0 0 0.00

D.3. HEARING REQUESTED; AJ RETURNED CASE TO AGENCY FOR FAD WITHOUT AJ DECISION (3a+3b) 1 51 51.00

D.3.a. AGENCY ISSUED FAD WITHIN 60 DAYS OF RECEIPT OF AJ RETURNED CASE FOR FAD ISSUANCE 1 51 51.00

D.3.b. AGENCY ISSUED FAD MORE THAN 60 DAYS AFTER RECEIPT OF AJ RETURNED CASE FOR FAD ISSUANCE 0 0 0.00

D.4. FINAL AGENCY DECISION ISSUED ON A MIXED CASE (4a+4b) 1 38 38.00

D.4.a. AGENCY ISSUED FAD WITHIN 45 DAYS AFTER INVESTIGATION 1 38 38.00

D.4.b. AGENCY ISSUED FAD MORE THAN 45 DAYS AFTER INVESTIGATION 0 0 0.00

PART VII - SUMMARY OF FORMAL COMPLAINTS CLOSED BY TYPES OF BENEFITS

NUMBER AMOUNT

A. TOTAL COMPLAINTS CLOSED WITH BENEFITS 13

B. TOTAL CLOSURES WITH MONETARY BENEFITS TO COMPLAINANT 10 $573,523.99

B.1. BACK PAY/FRONT PAY 0 $0.00

B.2. LUMP SUM PAYMENT 8 $397,333.99

B.3. COMPENSATORY DAMAGES 0 $0.00

B.4. ATTORNEY FEES AND COSTS 2 $176,190.00

D. INTENTIONALLY LEFT BLANK

B.5. OTHER MONETARY BENEFITS 0 $0.00

E. TOTAL CLOSURES WITH NON-MONETARY BENEFITS TO COMPLAINANT 9

F. TYPES OF BENEFITS IN NON-MONETARY CLOSURES

NUMBER OF CLOSURES THAT 

RECEIVED MONETARY BENEFITS AS 

WELL

NUMBER OF CLOSURES THAT 

RECEIVED ONLY NON-MONETARY 

BENEFITS

F.1. HIRES 0 0

F.1.a. RETROACTIVE 0 0

F.1.b. NON-RETROACTIVE 0 0

F.2. PROMOTIONS 1 0

F.2.a. RETROACTIVE 0 0

F.2.b. NON-RETROACTIVE 0 0

F.3. EXPUNGEMENTS 2 0

F.4. REASSIGNMENTS 0 2

F.5. REMOVALS RESCINDED 0 1

F.5.a. REINSTATEMENT 0 0

F.5.b. VOLUNTARY RESIGNATION 0 0

F.6. ACCOMMODATIONS 0 0

F.7. TRAINING 0 0

F.8. APOLOGY 0 0

F.9. DISCIPLINARY ACTIONS 0 0

F.9.a. RESCINDED 0 0

F.9.b. MODIFIED 0 0

F.10. PERFORMANCE EVALUATION MODIFIED 1 0

F.11. LEAVE RESTORED 2 0

F.12. NEUTRAL REFERENCE 1 0

F.13. OTHER NON-MONETARY BENEFITS 0 0

F.14. 0 0
ANNUAL FEDERAL EQUAL EMPLOYMENT OPPORTUNITY

STATISTICAL REPORT OF DISCRIMINATION COMPLAINTS

(REPORTING PERIOD BEGINS OCTOBER 1ST AND ENDS SEPTEMBER 30TH)

AGENCY OR DEPARTMENT: Federal Deposit Insurance Corporation REPORTING PERIOD: FY 2022

EEOC FORM 462 (REVISED NOV 2014) Report Status: Finalized, 10/28/2022 5:57 PM 17

PART VIII - SUMMARY OF PENDING COMPLAINTS BY CATEGORY	

NUMBER

PENDING

NUMBER

OF DAYS

AVERAGE

DAYS

DAYS 

PENDING

OLDEST 

CASE

OLDEST

DOCKET #

A. TOTAL COMPLAINTS PENDING (SAME AS PART II Line I) 32 11474

A.1. COMPLAINTS PENDING WRITTEN NOTIFICATION 0 0 0 0

A.1a. COMPLAINTS PENDING DECISION TO ACCEPT/DISMISS 2 29 14.5 29

A.2. COMPLAINTS PENDING IN INVESTIGATION 12 1837 153.083333333333 284

A. 2a. COMPLAINTS PENDING 180 DAY INVESTIGATION NOTICE 0 0 0 0

A.3. COMPLAINTS PENDING IN HEARINGS 11 5738 521.636363636364 932 461-2021-00003X

A.4. COMPLAINTS PENDING A FINAL AGENCY ACTION 7 3870 552.857142857143 379

PART IX - SUMMARY OF INVESTIGATIONS COMPLETED

TOTAL TOTAL DAYS AVERAGE

A. INVESTIGATIONS COMPLETED DURING REPORTING PERIOD 18 4100 227.78

AGENCY INVESTIGATIONS

A.1. INVESTIGATIONS COMPLETED BY AGENCY PERSONNEL 0 0 0.00

A.1.a. INVESTIGATIONS COMPLETED IN 180 DAYS OR LESS 0 0 0.00

A.1.b. INVESTIGATIONS COMPLETED IN 181 - 360 DAYS 0 0 0.00

A.1.b.1. TIMELY COMPLETED INVESTIGATIONS 0 0 0.00

A.1.b.2. UNTIMELY COMPLETED INVESTIGATIONS 0 0 0.00

A.1.c. INVESTIGATIONS COMPLETED IN 361 OR MORE DAYS 0 0 0.00

A.2. AGENCY INVESTIGATION COSTS $0.00 $0.00

CONTRACT INVESTIGATIONS

A.3. INVESTIGATIONS COMPLETED BY CONTRACTORS 18 4100 227.78

A.3.a. INVESTIGATIONS COMPLETED IN 180 DAYS OR LESS 9 1500 166.67

A.3.b. INVESTIGATIONS COMPLETED IN 181 - 360 DAYS 8 2187 273.38

A.3.b.1. TIMELY COMPLETED INVESTIGATIONS 8 2187 273.38

A.3.b.2. UNTIMELY COMPLETED INVESTIGATIONS 0 0 0.00

A.3.c. INVESTIGATIONS COMPLETED IN 361 OR MORE DAYS 1 413 413.00

A.4. CONTRACTOR INVESTIGATION COSTS $69,571.55 $3,865.09
ANNUAL FEDERAL EQUAL EMPLOYMENT OPPORTUNITY

STATISTICAL REPORT OF DISCRIMINATION COMPLAINTS

(REPORTING PERIOD BEGINS OCTOBER 1ST AND ENDS SEPTEMBER 30TH)

AGENCY OR DEPARTMENT: Federal Deposit Insurance Corporation REPORTING PERIOD: FY 2022

EEOC FORM 462 (REVISED NOV 2014) Report Status: Finalized, 10/28/2022 5:57 PM 18

PART X - SUMMARY OF ADR PROGRAM ACTIVITIES

INFORMAL PHASE PRE-COMPLAINT

A. INTENIONALLY LEFT BLANK

B. ADR ACTIONS IN COMPLETED/ENDED COUNSELINGS COUNSELING INDIVIDUALS

B.1. ADR OFFERED BY AGENCY 32 31

B.2. REJECTED BY INDIVIDUAL (COUNSELEE) 10 10

B.3. INTENIONALLY LEFT BLANK

B.4. TOTAL ACCEPTED INTO ADR PROGRAM 22 22

C. ADR RESOURCES USED IN COMPLETED/ENDED COUNSELINGS (TOTALS) 18 18

C.1. INHOUSE 0 0

C.2. EXTERNAL 18 18

C.3. MULTIPLE RESOURCES USED 0 0

C.4. MULTIPLE RESOURCES USED (Please specify in a comment box) 0 0

C.5. FEDERAL EXECUTIVE BOARD 0 0

C.6. 0 0

C.7. 0 0

D. ADR TECHNIQUES USED IN COMPLETED/ENDED COUNSELINGS (TOTALS) 0 0 0 0.00

D.1. MEDIATION 0 0 0 0.00

D.2. SETTLEMENT CONFERENCES 0 0 0 0.00

D.3. EARLY NEUTRAL EVALUATIONS 0 0 0 0.00

D.4. FACTFINDING 0 0 0 0.00

D.5. FACILITATION 0 0 0 0.00

D.6. OMBUDSMAN 0 0 0 0.00

D.7. PEER REVIEW 0 0 0 0.00

D.8. MULTIPLE TECHNIQUES USED (Please specify in a comment box) 0 0 0 0.00

D.9. 0 0 0 0.00

D.10. 0 0 0 0.00

E. STATUS OF ADR CASES IN COMPLETED/ENDED COUNSELINGS COUNSELING INDIVIDUALS DAYS AVERAGE 

DAYS

E.1. TOTAL CLOSED 22 22 1412 64.18

E.1.a. SETTLEMENTS WITH BENEFITS (Monetary and Non-monetary) 4 4 211 52.75

E.1.b. NO FORMAL COMPLAINT FILED 3 3 222 74.00

E.1.c COMPLAINT FILED

E.1.c.i. NO RESOLUTION 12 12 732 61.00

E.1.c.ii. NO ADR ATTEMPT (aka Part X.E.1.d) 0 0 0 0.00

E.1.e. DECISION TO FILE COMPLAINT PENDING AT THE END OF THE REPORTING PERIOD 3 3 247 82.33
ANNUAL FEDERAL EQUAL EMPLOYMENT OPPORTUNITY

STATISTICAL REPORT OF DISCRIMINATION COMPLAINTS

(REPORTING PERIOD BEGINS OCTOBER 1ST AND ENDS SEPTEMBER 30TH)

AGENCY OR DEPARTMENT: Federal Deposit Insurance Corporation REPORTING PERIOD: FY 2022

EEOC FORM 462 (REVISED NOV 2014) Report Status: Finalized, 10/28/2022 5:57 PM 19

PART XI SUMMARY OF ADR PROGRAM ACTIVITIES

FORMAL PHASE (COMPLAINT FILED)

B. ADR ACTIONS IN COMPLAINT CLOSURES COMPLAINTS COMPLAINANTS

B.1. ADR OFFERED BY AGENCY 1 1

B.2. REJECTED BY COMPLAINANT 0 0

B.3. INTENTIONALLY LEFT BLANK

B.4. TOTAL ACCEPTED INTO ADR PROGRAM 1 1

C. ADR RESOURCES USED IN COMPLAINT CLOSURES (TOTALS) 1 1

C.1. INHOUSE 0 0

C.2. EXTERNAL 1 1

C.3. MULTIPLE RESOURCES USED 0 0

C.4. MULTIPLE RESOURCES USED (Please specify in a comment box) 0 0

C.5. FEDERAL EXECUTIVE BOARD 0 0

C.6. 0 0

C.7. 0 0

COMPLAINTS COMPLAINANTS DAYS AVERAGE DAYS

D. ADR TECHNIQUES USED IN COMPLAINT CLOSURES (TOTALS) 0 0 0 0.00

D.1. MEDIATION 0 0 0 0.00

D.2. SETTLEMENT CONFERENCES 0 0 0 0.00

D.3. EARLY NEUTRAL EVALUATIONS 0 0 0 0.00

D.4. FACTFINDING 0 0 0 0.00

D.5. FACILITATION 0 0 0 0.00

D.6. OMBUDSMAN 0 0 0 0.00

D.7. MINI-TRIALS 0 0 0 0.00

D.8. PEER REVIEW 0 0 0 0.00

D.9. MULTIPLE TECHNIQUES USED (Please specify in a comment box) 0 0 0 0.00

D.10. 0 0 0 0.00

D.11. 0 0 0 0.00

E. STATUS OF CASES IN COMPLAINT CLOSURES COMPLAINTS COMPLAINANTS DAYS AVERAGE DAYS

E.1. TOTAL CLOSED 1 1 39 39.00

E.1.a. SETTLEMENTS WITH BENEFITS (Monetary and Non-monetary) 1 1 39 39.00

E.1.b. WITHDRAWAL FROM EEO PROCESS 0 0 0 0.00

E.1.c. NO RESOLUTION 0 0 0 0.00

E.1.d. NO ADR ATTEMPT 0 0 0 0.00

2. INTENTIONALLY LEFT BLANK

F. BENEFITS RECEIVED COMPLAINTS COMPLAINANTS AMOUNT

F.1. MONETARY (INSERT TOTALS) 1 1 $40,000.00

F.1.a. COMPENSATORY DAMAGES 0 0 $0.00

F.1.b. BACKPAY/FRONTPAY 0 0 $0.00

F.1.c. LUMP SUM 1 1 $40,000.00

F.1.d. ATTORNEY FEES AND COSTS 0 0 $0.00

F.1.e. OTHER MONETARY BENEFITS 0 0 $0.00

F.2. NON-MONETARY (INSERT TOTALS) 0 0

F.2.a. HIRES 0 0

F.2.a.i. RETROACTIVE 0 0

F.2.a.ii. NON-RETROACTIVE 0 0

F.2.b. PROMOTIONS 0 0

F.2.b.i. RETROACTIVE 0 0

F.2.b.ii. NON-RETROACTIVE 0 0

F.2.c. EXPUNGEMENTS 0 0

F.2.d. REASSIGNMENTS 0 0

F.2.e. REMOVALS RESCINDED 0 0

F.2.e.i. REINSTATEMENT 0 0

F.2.e.ii. VOLUNTARY RESIGNATION 0 0

F.2.f. ACCOMMODATIONS 0 0

F.2.g. TRAINING 0 0

F.2.h. APOLOGY 0 0

F.2.i. DISCIPLINARY ACTIONS 0 0

F.2.i.i. RESCINDED 0 0

F.2.i.ii. MODIFIED 0 0

F.2.j. PERFORMANCE EVALUATION MODIFIED 0 0

F.2.k. LEAVE RESTORED 0 0

F.2.l. NEUTRAL REFERENCE 0 0

F.2.m. OTHER NON-MONETARY BENEFITS 0 0
ANNUAL FEDERAL EQUAL EMPLOYMENT OPPORTUNITY

STATISTICAL REPORT OF DISCRIMINATION COMPLAINTS

(REPORTING PERIOD BEGINS OCTOBER 1ST AND ENDS SEPTEMBER 30TH)

AGENCY OR DEPARTMENT: Federal Deposit Insurance Corporation REPORTING PERIOD: FY 2022

EEOC FORM 462 (REVISED NOV 2014) Report Status: Finalized, 10/28/2022 5:57 PM 20

PART XII - SUMMARY OF EEO ADR PROGRAM ACTIVITIES

EEO ADR RESOURCES

A. NO LONGER COLLECTED

B. EMPLOYEES THAT CAN PARTICIPATE IN EEO ADR 5891

C. RESOURCES THAT MANAGE EEO ADR PROGRAM (DOES NOT INCLUDE NEUTRALS AS REPORTED IN PARTS X. & XI.) 1

C.1. IN-HOUSE FULL TIME (40 HOURS EEO ADR ONLY) 0

C.2. IN-HOUSE PART TIME (32 HOURS EEO ADR ONLY) 0

C.3. IN-HOUSE COLLATERAL DUTY (OTHERS/NON-CONTRACT) 1

C.4. CONTRACT (ANOTHER FEDERAL AGENCY/PRIVATE ORGANIZATIONS) 0

AMOUNT

D. EEO ADR FUNDING SPENT $33,727.27

E. EEO ADR CONTACT INFORMATION

E.1. NAME OF EEO ADR PROGRAM DIRECTOR / MANAGER Amy DelValle

E.2. TITLE EEO Specialist

E.3. TELEPHONE NUMBER 703-562-6081

E.4. EMAIL adelvalle@fdic.gov

F. EEO ADR PROGRAM INFORMATION 

YES NO

F.1. Does the agency require the alleged responsible management official to participate in EEO ADR? X

F.1a. If yes, is there a written policy requiring the participation?

F.2. Does the alleged responsible management official have a role in deciding if the case is appropriate for EEO ADR? X

CERTIFICATION AND CONTACT INFORMATION

I certify that the EEO complaint data contained in this report, EEOC Form 462, Annual Federal Equal Employment Opportunity Statistical Report of Discrimination Complaints, for the reporting period October 1, 2021 through 

September 30, 2022 is accurate and complete.

NAME OF CERTIFYING OFFICIAL: Nikita Pearson

TITLE OF CERTIFYING OFFICIAL: Director

TELEPHONE NUMBER: (202) 898-6977

E-MAIL: npearson@fdic.gov

SIGNATURE OF CERTIFYING OFFICIAL:

 (Enter PIN to serve as your electronic signature)

DATE: 28-10-2022

NAME OF PREPARER: Stephanie Foster

TITLE OF PREPARER: EEO Specialist

TELEPHONE NUMBER: (703) 562-6085

E-MAIL: stfoster@fdic.gov

DATE: 28-10-2022
ANNUAL FEDERAL EQUAL EMPLOYMENT OPPORTUNITY

STATISTICAL REPORT OF DISCRIMINATION COMPLAINTS

(REPORTING PERIOD BEGINS OCTOBER 1ST AND ENDS SEPTEMBER 30TH)

AGENCY OR DEPARTMENT: Federal Deposit Insurance Corporation REPORTING PERIOD: FY 2022

EEOC FORM 462 (REVISED NOV 2014) Report Status: Finalized, 10/28/2022 5:57 PM 21

Form 462 Comments

Part Name COMMENT( expression left | evaluation symbol | expression right | value1 | value2 | comment )


~n~r ~~~ TYPE AND NUMBER

Circular 2710.1

CONTACT TELEPHONE NUMBER

FEDERAL DEPOSIT INSURANCE CORPORATION 

Melodee Brooks (703) 562-6225

DATE

DATE OF CANCELLATION (Bulletins Only)

TO: All Employees and Contr c s

FROM: Segundo Pereira

Director, Office of ion and Women Inclusion

SUBJECT: EqualOpportunit Policy

1. Purpose To state the Federal Deposit Insurance Corporation's (FDIC)

commitment to equal opportunity, afFirmative employment, and

diversity and inclusion principles. Also, to affirm the policy

prohibiting discriminatory practices in the FDIC workplace and in

any of its programs or activities and to promote the fair inclusion

of minority and women-owned businesses (MWOBs) and small

disadvantaged businesses (SDBs) in procurement opportunities

and business activities at all levels.

:~s~s.'~a~~~ 

,

~#tta~satt~»ae.. ~ ~e ~~ ~ .s1~~.. ' .~:~., ~r«~~.i~~~~ ~ .~:, ~~~~;3;~~.' a a ~~dia~i~,~~ r ~a~.~~~iit.~~at~~M~a~~~'~Yd'~.~ ~~~'a ~' a.... ~~t~l~~i'; 1~.: a .~.... is fi

2. Revision FDIC Circular 2710.1, Corparation's Policy on Equal Opportunity,

dated October 19, 2010, is hereby revised and superseded.

3. Scope This Circular applies to all employees, applicants for employment,

and persons doing business, with or for the FDIC.

4. Background The FDIC is committed to the principles of equal opportur~ity in all

of its programs, policies, and practices and promotes diversity

and inclusion in its workforce as well as in its programs and

activities. The Director, Office of Minority and Women Inclusion

(OMWI), has the delegated responsibility for the FDIC diversity

and inclusion, civil rights, and minority and women outreach

programs° These programs ensure that the FDIC workplace is

inclusive, free from unlawful discrimination and harassment, and

provides equal opportunity and access to all employment and

business activities.

5. Policy It is the policy of the FDIC to prohibit discrimination and

harassment in its workplace and in all of its programs and

activities based on race, color, religion, sex (including pregnancy,

FDIC 1212/03 (6-99)
Circular 2710.1 2 November 20, 2015

Policy (cont.) equal pay, gender identity, and sexual orientation), national 

origin, disability (physical and/or mental), age (40 years or older), 

genetic information (information about an individual’s genetic 

tests; or information about the genetic tests, or the manifestation 

of a disease or disorder in the individual’s family members),

status as a parent, and retaliation (for participating in the EEO 

complaint process or opposing discriminatory practices).

All employees have a responsibility to implement this policy by 

their conduct, decisions, and actions. Further, every effort shall

be made to resolve complaints at the lowest level possible. 

The FDIC is fully committed to removing any unlawful, or 

otherwise prohibited discrimination from its employment and 

personnel policies, procedures, programs, practices, and 

operations. All aspects of personnel operations, (including 

recruitment, hiring, promotions, training, awards, reorganizations, 

and retention of employees) shall be conducted consistent with 

equal employment opportunity principles, FDIC policies, 

applicable Federal laws, regulations, and executive orders. 

Any unlawful or improper conduct that undermines the FDIC’s 

efforts to prohibit discrimination will not be tolerated. Employees 

who commit such acts of prohibited discrimination may be subject 

to disciplinary action up to and including termination from 

employment. Moreover, supervisors or managers who fail to take 

appropriate disciplinary action against subordinates who commit 

acts of prohibited discrimination, including retaliation against or 

harassment of employees who engage in activity protected by 

this policy statement, are also subject to disciplinary action.

It is the policy of the FDIC to promote diversity in its workforce 

and inclusion in all of its programs and activities and provide 

employees with a work environment that embodies excellence 

and that acknowledges and honors the diversity of its employees. 

The FDIC is fully committed to utilizing consistent standards and 

procedures to ensure the fair inclusion and utilization of MWOBs 

and SDBs in FDIC procurement opportunities and business

activities, to the maximum extent possible.

6. Authorities The sources of authority for the FDIC’s equal opportunity policy 

may be found in the following Federal statutes, regulations, and 

executive orders:

a. Federal Statutes

(1) Title VII of the Civil Rights Act of 1964, as amended,

makes it unlawful for a Federal employer to discriminate

against an employee (or applicants for employment) based on
Circular 2710.1 3 November 20, 2015

Authorities (cont.) race, color, religion, sex (including pregnancy), national origin, 

or retaliation, 42 U.S.C. §2000e-16;

(2) Equal Pay Act of 1963, as amended, protects men and 

women who perform substantially equal work within the same 

organization from sex-based wage discrimination, 29 U.S.C. 

§206(d);

(3) The Rehabilitation Act of 1973, as amended, makes it 

unlawful to discriminate or retaliate against qualified 

individuals with disabilities including Federal employees, 

applicants for employment or the public and requires Federal 

agencies to provide reasonable accommodations and 

accessibility to all FDIC programs and activities including 

employment and facilities, 29 U.S.C. §791;

(4) The Age Discrimination in Employment Act of 1967, as 

amended, makes it unlawful to discriminate or retaliate against 

an employee (or applicant for employment) who is 40 years of 

age or older, 29 U.S.C. §621;

(5) Section 1216(a) and (c) of the Financial Institutions 

Reform, Recovery, and Enforcement Act of 1989, as 

amended, applies Executive Order 11478, as amended, to the 

FDIC, 12 U.S.C. §1833e(a) and provides for a Minority and 

Women Outreach Program to ensure inclusion, to the 

maximum extent possible, of minorities and women, and 

entities owned by minorities and women in all contracts 

entered into by the FDIC;

(6) Titles I and V of the Americans with Disabilities Act of 

1990, as amended, define “a qualified individual with a 

disability” for purposes of the Rehabilitation Act of 1973, as 

amended, and excludes individuals engaged in the illegal use 

of drugs, 42 U.S.C. §§12102, 12114;

(7) Civil Rights Act of 1991, as amended, provides monetary 

damages for employees (and applicants for employment) in 

cases of intentional employment discrimination based on race, 

color, religion, sex, sexual harassment, national origin, or 

disability, 42 U.S.C. §1981a;

(8) Notification and Federal Employee Antidiscrimination and 

Retaliation Act of 2002, (the No FEAR Act) requires each 

Federal agency to post summary statistical data pertaining to 

complaints of employment discrimination filed against it by 

employees and applicants for employment, 5 U.S.C. §2301;

(9) Americans with Disabilities Act Amendments Act of 2008,

expands the definition of a disability by reinstating a broad 

scope of protection to be available under the Americans with 
Circular 2710.1 4 November 20, 2015

Authorities (cont.) Disabilities Act, 42 U.S.C. §12101; 

(10) Title II of the Genetic Information Nondiscrimination Act 

of 2008, makes it unlawful for an employer to discriminate 

against an employee (or applicants for employment) based on 

genetic information (information about an individual’s genetic 

tests; or information about the genetic tests, or the 

manifestation of a disease or disorder in the individual’s family 

members, 42 U.S.C. §2000ff;

(11) Section 342 of the Dodd-Frank Wall Street Reform and 

Consumer Protection Act of 2010, provides for the 

development of standards for equal employment opportunity 

in the FDIC workforce, increased participation of MWOBs in 

FDIC programs and activities, and assessing the diversity 

policies and practices of entities regulated by the FDIC.

b. Federal Regulations

(1) 5 C.F.R. Part 724, U.S. Office of Personnel 

Management’s No FEAR Act notice posting and training 

requirements;

(2) 12 C.F.R. Part 361, FDIC’s minority and women outreach 

program contracting guidelines;

(3) 12 C.F.R. Part 352, FDIC’s nondiscrimination on the basis 

of disability guidelines;

(4) 29 C.F.R. Part 1604, Equal Employment Opportunity 

Commission’s (EEOC) sex discrimination guidelines;

(5) 29 C.F.R. Part 1605, EEOC’s religious discrimination 

guidelines; 

(6) 29 C.F.R. Part 1606, EEOC’s national origin

discrimination guidelines; and 

(7) 29 C.F.R. Part 1614, EEOC’s federal sector EEO 

guidelines including No FEAR Act public website postings.

c. Executive Orders. These are orders issued by the President 

pursuant to the Constitution and other Federal statutes which 

may be applicable to the FDIC. 

(1) Executive Order 11478 (1969), as amended, prohibits 

discrimination against Federal employees (and applicants for 

employment) based on race, color, religion, sex, age , national 

origin, disability, sexual orientation, gender identity, or status 

as a parent;

(2) Executive Order 13087 (1998), prohibits discrimination 
Circular 2710.1 5 November 20, 2015

Authorities (cont.) against Federal employees (and applicants for employment) 

based on sexual orientation;

(3) Executive Order 13145 (2000), prohibits discrimination

against Federal employees (and applicants for employment)

based on genetic information;

(4) Executive Order 13152 (2000), prohibits discrimination

against Federal employees (and applicants for employment)

based on the individual’s status as a parent;

(5) Executive Order 13160 (2000), prohibits discrimination

based on race, color, religion, sex, national origin, disability,

age, sexual orientation, or status as a parent in federally

conducted education and training programs;

(6) Executive Order 13163 (2000), increases employment

opportunities in the Federal Government for 100,000

individuals with disabilities;

(7) Executive Order 13164 (2000), requires Federal agencies

to establish procedures to facilitate the provision of

reasonable accommodation for individuals with disabilities;

(8) Executive Order 13166 (2000), improves access to

Federal programs and activities for persons with limited

English proficiency;

(9) Executive Order 13171 (2000), improves the

representation of Hispanics in Federal employment;

(10) Executive Order 13548 (2010), increases Federal

employment of individuals with disabilities; and

(11) Executive Order 13583 (2011), requires Federal

agencies to develop and implement a more comprehensive,

integrated, and strategic focus on diversity and inclusion.

7. Accountability and

Monitoring

Each Division and Office has a continuing responsibility to identify 

and implement strategies for achieving and maintaining a diverse 

workforce at all levels. These strategies shall be developed in 

concert with OMWI and the Division of Administration (DOA), 

Human Resources Branch, consistent with the FDIC’s Affirmative 

Employment Program, whenever it has been determined that a 

statistically significant imbalance exists in a Division or Office 

work force. Each division and office must review its workforce 

statistics at least annually and adjust its strategies as appropriate.

Managers and supervisors must work toward developing and 

implementing positive initiatives that achieve measurable results
Circular 2710.1 6 November 20, 2015

Accountability and 

Monitoring (cont.)

with regard to workforce diversity and contracting. Managers and

supervisors are assessed regarding their performance in these 

areas.

An assessment of the workforce profile will be prepared and 

disseminated annually by OMWI to Division and Office Directors 

and to the Office of the Chairman. Upon availability of contract 

management data, the Acquisition Services Branch, DOA, will

prepare quarterly statistical charts on the use of MWOBs and 

SDBs for contracting and disseminate this information to the 

Office of the Chairman and to Division and Office Directors. 

8. Guidelines and

Procedures

a. The procedures for initiating and processing EEOC complaints

of alleged employment discrimination are contained in FDIC

Circular 2710.2, EEOC Discrimination Complaint Process.

b. The procedures for initiating and processing FDIC complaints

of alleged employment discrimination are contained in FDIC

Circular 2710.4, FDIC Discrimination Complaint Process.

c. The procedures for initiating a complaint of harassment

discrimination are contained in FDIC Circular 2710.3, AntiHarassment Program.

d. The FDIC’s Equal Employment Opportunity Program ensures

equal access to employment for all qualified individuals through

the implementation of the EEOC’s Management Directive 715,

and the U.S. Office of Personnel Management’s Disabled

Veterans Affirmative Action Program. These programs assist in

the identification and elimination of barriers to recruitment, hiring,

retention, and promotion of women, minorities, individuals with

disabilities, and disabled veterans.

e. The procedures for providing reasonable accommodation to

individuals with disabilities are contained in FDIC Circular 2710.5,

Procedures for Providing Reasonable Accommodation to

Individuals with Disabilities.

f. Information on the FDIC’s Contracting Outreach Program is

available in FDIC Circular 3700.16, FDIC Acquisition Policy

Manual (APM) and the FDIC’s Guide for Outside Counsel.

g. The FDIC’s Minority and Women Outreach Program may be

amended from time to time to establish rules and strategies for

achieving diversity in the awarding of contracts to MWOBs and

SDBs. See 12 C.F.R. Part 361, § 342 Dodd-Frank Act, and FDIC

Circular 2710.14, Corporate Outreach Program.
Circular 2710.1 7 November 20, 2015

9. Principal OMWI

Officials

Questions relating to complaint processing, Affirmative 

Employment, Diversity and Inclusion, and/or the Minority and 

Women Outreach Program:

a. Chief, Complaints Processing Branch

(703) 562-6073 or for TTY (703) 562-2473

b. Chief, Diversity and Affirmative Employment Section

(703) 562-6062

c. Chief, Minority and Women Business and Diversity and

Inclusion Branch (703) 562-2623

10. Effective Date The provisions of this Circular are effective immediately.

FDIC DIRECTIVE 2710.03

Nikita Pearson

Director

Office of Minority and Women Inclusion

See approval(s) on Action Log

Anti-Harassment Program

The Anti-Harassment Program is implemented in accordance with the legal requirements of the 

applicable laws, regulations, and guidance provided by the Equal Employment Opportunity 

Commission (EEOC).

PURPOSE

This Directive establishes the policies regarding anti-harassment in the workplace or at FDICsanctioned activities and events, including those outside of the workplace. This Directive

supports the FDIC’s commitment to maintaining a workplace free from harassment.

SCOPE

This Directive applies to all FDIC Divisions/Offices. 

AUTHORITIES

See Appendix - Authorities

FORM(S)

None. 

REVISION(S) 

This Directive supersedes FDIC 2710.3, Anti-Harassment Program, dated March 29, 2021. 
Directive 2710.03 2 

06/13/2021

TABLE OF CONTENTS

Action Log

Submission Type

(New, Pedestrian Change, 

Revision)

Date Approved through Directives Management Center

Revision 03/29/2021 Nikita Pearson

Pedestrian Change 06/13/2021 Nikita Pearson

Summary of Changes (if applicable)

Updated to:

 Include terminology related to sexual harassment in the examples provided in the

definition of harassment.

 Include Labor and Employee Relations Section (LERS) HR Specialists as points of

contact to report harassment.

 Correct contact information for the Anti-Harassment Program Coordinator.

 Clearly identify the Anti-Harassment Program Coordinator roles and responsibilities.

 Include Legal Division responsibilities.

 Provide for notification to the person reporting the harassment and alleged harasser that

the investigation has been completed.

 Take preventive/corrective action, as appropriate, no later than 60 days of receiving

notice of a report of harassment.

 Initiate an investigation within ten calendar days of receiving the report of harassment.

 Upon approval, this Directive will be renumbered to 2710.03.

Pedestrian Change to:

 Update “gender” to “sex” in the Policy Section; and

 Update “prompt” to “immediate” in the Policy Section B.3.
Directive 2710.03 3 

06/13/2021

TABLE OF CONTENTS

Table of Contents

Action Log.................................................................................................................................. 2

Summary of Changes (if applicable) .......................................................................................... 2

Table of Contents....................................................................................................................... 3

Background................................................................................................................................ 4

Policy ......................................................................................................................................... 5

A. General Policy .......................................................................................................... 5

B. Reporting Process .................................................................................................... 6

Responsibilities .........................................................................................................................10

A. Managers/Supervisors.............................................................................................10

B. Employees...............................................................................................................10

C. Anti-Harassment Program Coordinator....................................................................10

D. Labor and Employee Relations Section ...................................................................11

E. Labor, Employment and Administration Section.......................................................11

F. Contracting Officers.................................................................................................12

Appendix - Authorities...............................................................................................................13

Appendix – Contact Information ................................................................................................14

Glossary of Terms.....................................................................................................................15

Glossary of Acronyms...............................................................................................................17
Directive 2710.03 4 

06/13/2021

TABLE OF CONTENTS

Background 

The FDIC is committed to providing its employees with a workplace that is free of harassment. 

The Office of Minority and Women Inclusion (OMWI) Director has the delegated responsibility 

for the FDIC diversity and inclusion, civil rights, and minority and women outreach programs. 

These programs ensure the FDIC workplace is inclusive, free from unlawful discrimination and 

harassment, and provides equal opportunity and access to all employment and business 

activities.

The goal of this Directive is to provide employees with an internal process to report harassment. 

Employees need not assert that the harassment rises to a level prohibited by Title VII of the Civil 

Rights Act or other civil rights statutes, or that the harassment is based on membership in a 

protected class. This Directive provides examples of conduct that could constitute harassment 

prohibited by this Directive, and explains the rights and responsibilities of all employees and the 

FDIC’s system of accountability for violations of this Directive. 
Directive 2710.03 5 

06/13/2021

TABLE OF CONTENTS

Policy

A. General Policy

It is the policy of the FDIC to maintain a workplace free from all forms of harassment,

including but not limited to harassment based on race, color, religion, sex (including sexual

or nonsexual, pregnancy, gender identity, or sexual orientation), national origin, disability

(physical and mental), age (40 years or older), genetic information (information about an

individual’s genetic tests, or the manifestation of a disease or disorder in the individual’s

family members), status as a parent, and retaliation (for participating in the EEO complaint

process or opposing discriminatory practices). The FDIC will not tolerate harassment by or

against any applicant, employee, or contractor. Similarly, the FDIC will not tolerate

retaliation against any applicant, employee, or contractor for opposing harassment, reporting

harassment, or participating or assisting in any inquiry, investigation, lawsuit, or other

proceeding concerning harassment. The FDIC expects anyone who witnesses or is the

alleged victim of harassment to report it immediately, consistent with the Reporting Process

provided.

Harassment is any verbal or non-verbal conduct that is unwelcome to the individual and

objectively offensive. For workplace harassment to be illegal, it must be either severe or

pervasive, and based on a characteristic protected by a law enforced by the EEOC (e.g.,

Title VII of the Civil Rights Act). However, conduct need not rise to the level of illegal

harassment to be prohibited by this Directive. For purposes of this Directive, this conduct

will be referred to as “harassment.”

The following are some examples of harassment prohibited by this Directive:

 Offensive jokes, comments, objects, or pictures.

 Unwelcome questions about a person’s identity (e.g., disability status, gender identity,

sexual orientation, national origin, religion).

 Undue and unwelcome attention.

 Ridicule or mockery.

 Displaying offensive objects or pictures.

 Insults or put-downs.

 Unwelcome touching or contact.

 Unwelcome sexual advances.
Directive 2710.03 6 

06/13/2021

TABLE OF CONTENTS

 Requests for sexual favors.

 Other verbal or physical harassment of a sexual nature.

 Slurs, epithets, or name-calling.

 Threats or other forms of intimidation.

 Physical or sexual assault.

 Engaging in bullying, intimidating, or threatening behavior.

To maintain a workplace free from harassment, FDIC management will take appropriate 

actions to address allegations of harassment made against non-employees such as staff at 

examination sites, contract workers, security guards, and delivery or maintenance staff.

Any FDIC employee who engages in conduct prohibited by this Directive is subject to 

disciplinary action, up to and including removal from Federal service.

In most cases, harassment does not include ordinary supervisory actions, such as telling an 

employee that they are not performing a job adequately. Generally, allegations concerning 

performance issues, impolite behavior, or personality conflicts will not fall under this 

Directive. Also, occasional and innocuous compliments generally will not constitute 

harassment, but rather reflect the reality of human experience and common courtesy.

This Directive is not intended to stand in isolation of other policies and tools available to 

remedy workplace disputes. FDIC employees involved in a workplace dispute may raise 

such issues through alternative means, such as the Internal Ombudsman’s Office, FDIC’s 

Alternative Dispute Resolution program, or the negotiated or administrative grievance 

procedures.

B. Reporting Process

1. Reporting Alleged Harassment

a. Individuals who observe, experience, or otherwise learn about harassment covered

under this Directive are expected to promptly report the conduct to any of the

following:

1) The alleged victim’s immediate supervisor;

2) The supervisor of the person responsible for the alleged conduct;

3) Any management official with supervisory responsibility;
Directive 2710.03 7

06/13/2021

TABLE OF CONTENTS

4) Anti-Harassment Program Coordinator (AHPC);

5) LERS Assistant Director; or

6) Any LERS Specialist.

When allegations of harassment are received, notify AHPC immediately. 

b. To fulfill the objectives of this Directive, an individual who has alleged harassment in 

connection with an EEO complaint, a negotiated or administrative grievance, a 

complaint filed with the Office of Special Counsel, or an appeal filed with the Merit 

Systems Protection Board, will be deemed to have reported alleged harassment 

under this Directive. 

If employees raise allegations of harassment to the Internal Ombudsman’s Office (IOO), 

they will be provided with a safe place to explore their concerns, advised to review this 

Directive, and referred to the AHPC, as appropriate. However, because of the unique 

role of the IOO, raising allegations of harassment with the IOO does not constitute notice 

to the FDIC under this policy.

2. Processing/Investigation of Allegations

a. When the AHPC receives a report of harassment, the AHPC:

1) Contacts the individual making the report to explain the investigative process and 

schedule an intake call to gather preliminary information about the allegations. 

2) Once the intake process is completed and the allegations are received, refers the 

matter to LERS. 

3) Reports allegations related to the Office of Inspector General (OIG) to OIG’s 

Director, Office of Human Resources for appropriate action pursuant to OIG 

procedure.

4) Notifies the appropriate contracting officer of allegations of harassment involving 

contract workers. 

b. LERS and Labor, Employment and Administration Section (LEAS) review the 

allegations to determine whether they are covered by this Directive. If so, LERS and 

LEAS, in consultation with the appropriate management official(s), must determine 

whether immediate corrective action is necessary to address the allegations. If such 

action is necessary, it will be effectuated as promptly as possible.
Directive 2710.03 8 

06/13/2021

TABLE OF CONTENTS

In consultation with the appropriate management official(s), LERS and LEAS determines 

whether additional investigation of the allegations is appropriate. If so, they initiate an 

investigation no later than 10 calendar days of receiving the report of harassment. All 

parties—including the reporting party (and the alleged victim of the alleged harassing 

conduct, if different from the reporting party), the alleged harasser, and any others

involved—are required to cooperate with an investigation so it can be conducted in a

prompt, thorough, and fair manner. A witness who fails to cooperate may be subject to

disciplinary action, up to and including removal from Federal service.

The identity of the person reporting the harassment, the alleged harasser, and other

witnesses interviewed in connection with an investigation under this Directive, as well as the 

information they provide during the investigation, are kept confidential to the extent possible.

However, confidentiality cannot be guaranteed in light of the Agency’s obligations to conduct

a thorough and comprehensive investigation and maintain a harassment-free workplace. 

An individual who reports harassment under this Directive may still pursue statutory, 

administrative, or collective bargaining remedies regarding an alleged act of harassment 

(e.g., EEO complaint). Such other remedial processes use different procedures, have 

different rules, requirements, and timeframes, and may provide different remedies than are 

available under this Directive. Reporting harassment under this Directive does not satisfy 

the requirements or delay the time limits or deadlines applicable for initiating or pursuing 

redress through other processes. For more information on filing an EEO complaint, 

employees should visit the OMWI website. Individuals can find contact information for the 

FDIC’s Equal Opportunity Compliance and Training Branch in OMWI. 

Within five business days of the conclusion of an investigation, the Fact Finder notifies the 

person reporting the harassment and the alleged harasser that the investigation has been 

completed. Such notifications are retained in the official investigative file. Consistent with 

the Privacy Act, information about decisions to take or not take disciplinary action generally 

are not disclosed. 

3. Preventive/Corrective Action

The Fact Finder provides the investigative findings to the appropriate management

official. In most cases, this will be the alleged harasser’s immediate supervisor.

However, the matter may be referred to a manager outside of the alleged harasser’s

chain of command. FDIC management, in consultation with LERS and LEAS,

determines what, if any, action to take as a result of the findings. If harassment has
Directive 2710.03 9 

06/13/2021

TABLE OF CONTENTS

occurred, the FDIC takes immediate, appropriate action. The FDIC takes action no later 

than 60 calendar days of receiving notice of a report of harassment, as appropriate. 
Directive 2710.03 10

06/13/2021

TABLE OF CONTENTS

Responsibilities

A. Managers/Supervisors:

1. Do not engage in harassment or retaliatory conduct;

2. Immediately report allegations of harassment to the AHPC;

3. Participate and cooperate in the investigation process;

4. Take immediate action to stop/correct any harassment or retaliatory conduct;

5. Attend mandatory anti-harassment training;

6. Fully cooperate in an inquiry or fact-finding concerning an allegation of harassment; and

7. Comply with all applicable guidance and procedures referenced in this Directive.

B. Employees:

1. Do not engage in harassment;

2. Immediately report allegations of harassment to a management official, the AHPC, or a

LERS Human Resources (HR) Specialist; and

3. Fully cooperate in an inquiry or fact-finding concerning an allegation of harassment.

C. AHPC:

1. Oversees the FDIC’s Anti-Harassment Program;

2. Serves as a subject matter expert about issues related to this Directive;

3. Provides mandatory training for all managers and supervisors on how to identify and

respond to incidents of harassment in the workplace;

4. Provides training for all employees about the anti-harassment policy and reporting

procedures;

5. Coordinates program implementation with LERS, LEAS, and other Divisions/Offices, as

appropriate;
Directive 2710.03 11

06/13/2021

TABLE OF CONTENTS

6. Advises and provides technical assistance to managers and supervisors in preventing

and addressing allegations of harassment;

7. Monitors program effectiveness by maintaining a system to track allegations and actions

taken;

8. Recommends program changes for enhancement;

9. Works with other FDIC program officials to effectively prevent and eliminate harassment

in the workplace through a continuing education program;

10. Develops preventive strategies based on any identified trends, and maintains relevant

documents collected in the fact finding inquiry in accordance with FDIC Directive

1210.01, Records and Information Management Program;

11. Receives, gathers, and provides data required for reporting on allegations of harassment

to the EEOC, other oversight agencies, or Congress; and

12. Ensures the Anti-Harassment Program policies and procedures are posted on the FDIC

internal website and publicized throughout FDIC, including providing the policy and

procedures to employees.

D. LERS:

1. In collaboration with LEAS, serves as Fact Finder to conduct investigations of allegations

of harassment, where appropriate;

2. In collaboration with LEAS, provides advice and guidance to management on

appropriate preventive or corrective action(s) to take in connection with allegations of

harassment;

3. In collaboration with LEAS, notifies the AHPC when an investigation has been concluded

within five business days after its completion, provides the AHPC with a summary of the

findings, and identifies what, if any, corrective action was taken; and

4. Notifies the individual reporting the harassment and the alleged harasser when an

investigation has been concluded within five business days after its completion.

E. LEAS:

1. In collaboration with LERS, serves as Fact Finder to conduct investigations of

allegations of harassment, where appropriate;
Directive 2710.03 12

06/13/2021

TABLE OF CONTENTS

2. In collaboration with LERS, provides advice and guidance to management on

appropriate preventive or corrective action(s) to take in connection with allegations of

harassment; and

3. In collaboration with LERS, notifies the AHPC when the investigation of an allegation of

harassment is completed, a summary of the findings, and what, if any, corrective action

was taken in connection with EEO conflict cases.

F. Contracting Officers:

Consult with the AHPC, LERS, and LEAS upon receiving an allegation of harassment from a

contractor.
Directive 2710.03 13

06/13/2021

TABLE OF CONTENTS

Appendix - Authorities

 Equal Employment Opportunity Commission (EEOC) Management Directive (MD) 715

 Section 717, of Title VII of the Civil Rights Act of 1964, as amended, 42 United States

Code (U.S.C.) § 2000e-16

 Section 501, of the Rehabilitation Act of 1973, as amended, 29 U.S.C. § 791

 The Age Discrimination in Employment Act of 1967, as amended, 29 U.S.C. §§ 621-634

 Genetic Information Nondiscrimination Act of 2008

 The Federal Labor-Management Relations Statute; 5 U.S.C. §§ 7101-7135

 Uniformed Services Employment and Reemployment Act of 1994; 38 U.S.C. §§ 4301-

4335

 Executive Order (E.O.) 11478, Equal Employment Opportunity in the Federal

Government

 E.O. 13087, Further Amendment to Executive Order 11478, Equal Employment

Opportunity in the Federal Government

 E.O. 13145, To Prohibit Discrimination in Federal Employment Based on Genetic

Information

 E.O. 13152, Further Amendment to Executive Order 11478, Equal Employment

Opportunity in Federal Government

 E.O. 13672, Prohibiting Discrimination Based on Sexual Orientation and Gender Identity

by Contractors and Subcontractors
Directive 2710.03 14

06/13/2021

TABLE OF CONTENTS

Appendix - Contact Information

Employees can contact the AHPC at Anti-Harassment@fdic.gov, and can find additional contact 

information on the FDIC internal website.

FDIC’s Equal Opportunity Compliance and Training Branch in OMWI is available on the FDIC 

internal website. 

For information on filing an EEO complaint, employees should visit the OMWI website (FDIC 

internal website) or https://www.fdic.gov/about/diversity/eo/formalpro.html (FDIC.gov – FDIC 

external website). 
Directive 2710.03 15

06/13/2021

TABLE OF CONTENTS

Glossary of Terms

Term Definition

Anti-Harassment Program 

Coordinator (AHPC)

The designated employee responsible for overseeing 

the implementation of the Anti-Harassment Program. 

Conduct Prohibited by this Directive

(“Harassment”)

Verbal or non-verbal conduct which is unwelcome to 

the individual and objectively offensive. For workplace 

harassment to be illegal, it must be either severe or 

pervasive, and based on a characteristic protected by 

a law enforced by the EEOC (e.g., Title VII of the Civil 

Rights Act). However, conduct need not rise to the 

level of illegal harassment to be prohibited by this 

Directive. For purposes of this Directive, this conduct 

will be referred to as “harassment.” 

The following are some examples of harassment 

prohibited by this Directive:

 Offensive jokes, comments, objects, or pictures.

 Unwelcome questions about a person’s identity 

(e.g., disability status, gender identity, sexual 

orientation, national origin, religion).

 Undue and unwelcome attention.

 Ridicule or mockery.

 Displaying offensive objects or pictures.

 Insults or put-downs.

 Unwelcome touching or contact.

 Unwelcome sexual advances.

 Requests for sexual favors.

 Other verbal or physical harassment of a sexual 

nature.

 Slurs, epithets, or name-calling.
Directive 2710.03 16

06/13/2021

TABLE OF CONTENTS

Term Definition

 Threats or other forms of intimidation.

 Physical or sexual assault.

 Engaging in bullying, intimidating, or threatening 

behavior.

Fact Finder

An individual assigned to conduct a prompt, 

independent, thorough, and impartial investigation into 

alleged harassment. The Fact Finder generally will be 

a Human Resources Specialist in LERS, but a Fact 

Finder may also be another appropriate official 

depending on the circumstances, e.g., conflict of 

interest situations.
Directive 2710.03 17

06/13/2021

TABLE OF CONTENTS

Glossary of Acronyms

Acronym Definition

AHPC Anti-Harassment Program Coordinator

EEOC Equal Employment Opportunity Commission

LEAS Labor, Employment and Administration Section (Legal 

Division)

LERS Labor and Employee Relations Section (Division of 

Administration)

OIG Office of Inspector General

OMWI Office of Minority and Women Inclusion

FDIC DIRECTIVE 2400.2

Arleas Upton Kea

Deputy to the Chairman and Chief Operating Officer

See approval(s) on Action Log

Whistleblower Protection Rights

PURPOSE

To inform employees of their rights and remedies under federal whistleblower protection 

laws.

SCOPE

This Directive applies to all current and former FDIC employees and applicants for 

employment at the FDIC. 

AUTHORITIES

 Civil Service Reform Act, Pub. L. No. 95-454, 92 Stat. 1111;

 Depository Institution Employee Protection Remedy (12 U.S.C. 1831j);

 Inspector General Act, as amended (5 U.S.C. Appendix 3, §§ 3(d), 7); and

 The Whistleblower Protection Act and the Whistleblower Protection Enhancement Act (5

U.S.C. 2302(b)(8)-(9)).

FORM(S)

None

REVISION(S) 

This Directive supersedes FDIC Circular 2400.1, Whistleblower Protection Rights, dated 

June 6, 2001.
 Directive 2400.2 2 

Action Log

Submission Type

(New, Pedestrian Change, 

Revision)

Date Approved through Directives Management Center

Revision 07/16/2019 Arleas Upton Kea

Summary of Changes (if applicable)

This Directive has been updated to conform to the standard template and reflect 

updates by federal law. 
Directive 2400.2 3 

Table of Contents

Action Log.................................................................................................................................. 2

Summary of Changes (if applicable) .......................................................................................... 2

Table of Contents....................................................................................................................... 3

Background................................................................................................................................ 4

Policy ......................................................................................................................................... 5

A. Whistleblower Protection Act and Whistleblower Protection Enhancement Act (5

U.S.C. §§ 2302(b)(8)-(9))................................................................................................ 5

B. Depository Institution Employee Protection Remedy (12 U.S.C. § 1831j) ................. 5

C. Inspector General Act, as amended (5 U.S.C. Appendix 3, §§ 3, 7).......................... 6

Responsibilities .......................................................................................................................... 7

A. LERS Assistant Director ........................................................................................... 7

B. Whistleblower Protection Coordinator....................................................................... 7

C. Employees/Applicants .............................................................................................. 7

Appendix – Additional Information.............................................................................................. 9

Glossary of Terms.....................................................................................................................10

Glossary of Acronyms...............................................................................................................11
Directive 2400.2 4 

Background 

The Whistleblower Protection Act and the Whistleblower Protection Enhancement Act (5 U.S.C. 

§§ 2302(b)(8)-(9)) protect federal employees and applicants for employment from retaliatory

action or reprisal for whistleblowing and for engaging in certain protected activities.

The Depository Institution Employee Protection Remedy (12 U.S.C. § 1831j) addresses reprisal 

for whistleblowing activities and is subject to the procedures of the Civil Service Reform Act, 

Pub. L. No. 95-454, 92 Stat. 1111. 

The Inspector General Act, as amended (5 U.S.C. Appendix 3, §§ 3(d), 7) prohibits reprisal 

against any employee for making a complaint or disclosing information to an Inspector General

(IG) and requires each federal agency to designate a Whistleblower Protection Coordinator, 

located in the agency’s Office of Inspector General (OIG). 
Directive 2400.2 5 

Policy

A. Whistleblower Protection Act and Whistleblower Protection Enhancement Act (5 U.S.C.

§§ 2302(b)(8)-(9))

1. Whistleblower Protection Act

Under the Whistleblower Protection Act, a federal official or employee with authority to

take, direct others to take, recommend, or approve any personnel action must not use

that authority to take or fail to take, or threaten to take or fail to take, a personnel action

against an employee or applicant because of protected whistleblowing activities.

Whistleblowing is protected unless the disclosure is prohibited by law or required by

Executive Order to be kept secret for national security or foreign affairs reasons.

Disclosures prohibited by law or required to be kept secret under Executive Order may

lawfully be made to Congress, the Office of Special Counsel (OSC), the FDIC IG, or a

person designated by the Agency Head to receive such a disclosure. The designee for

the FDIC is the Division of Administration (DOA)/Labor and Employee Relations Section

(LERS) Assistant Director.

2. Whistleblower Protection Enhancement Act

Under the Whistleblower Protection Enhancement Act, a federal official or employee with

authority to take, direct others to take, recommend, or approve any personnel action

must not use that authority to take or fail to take, or threaten to take or fail to take, a

personnel action against an employee or applicant because that employee or applicant

filed a complaint, grievance, or appeal alleging retaliation for whistleblowing; for

testifying or lawfully assisting any individual with a complaint, appeal, or grievance right;

for cooperating with or disclosing information to the IG or the OSC in accordance with

the law; or for refusing to obey an order that would require the individual to violate law,

rule, or regulation.

B. Depository Institution Employee Protection Remedy (12 U.S.C. § 1831j)

Subject to the Civil Service Reform Act, 12 U.S.C. § 1831j states an employee of a federal

banking agency (including the FDIC) may not be discharged or discriminated against with

respect to compensation, terms, conditions or privileges of employment because the

employee (or an individual acting at the request of the employee) provided information to

any federal banking agency, Federal Home Loan Bank, Federal Reserve Bank, or to the

Attorney General regarding any possible violation of law or regulation, gross
Directive 2400.2 6 

mismanagement, a gross waste of funds, an abuse of authority, or a substantial and specific 

danger to public health or safety by a depository institution or any federal agency or Federal 

Home Loan Bank, Federal Reserve Bank, any director, officer, or employee of any 

depository institution or any Federal Home Loan Bank or Federal Reserve Bank, or any 

officer or employee of the FDIC.

C. Inspector General Act, as amended (5 U.S.C. Appendix 3, §§ 3, 7)

Under the Inspector General Act, any employee who has authority to take, direct others to

take, recommend, or approve any personnel action, shall not, with respect to such authority,

take or threaten to take any action against any employee as a reprisal for making a

complaint or disclosing information to an IG, unless the complaint was made or the

information was disclosed with the knowledge it was false or with willful disregard for its truth

or falsity.
 Directive 2400.2 7 

Responsibilities

A. LERS Assistant Director

The LERS Assistant Director is designated as the FDIC official to receive disclosures 

otherwise prohibited by law or required to be kept secret under Executive Order.

B. Whistleblower Protection Coordinator

The Whistleblower Protection Coordinator is designated by the IG to perform the following 

functions:

1. Educates employees about prohibitions on retaliation for protected disclosures; 

2. Educates employees who have made or are contemplating making a protected 

disclosure about the rights and remedies against retaliation for protected disclosures; 

3. Informs employees about the means by which they may seek review of any allegation of 

reprisal for whistleblowing, as well as general information about the timeliness of such 

cases, the availability of any alternative dispute mechanisms, and avenues for potential 

relief; 

4. Assists the IG in promoting the timely and appropriate handling and consideration of 

protected disclosures and allegations of reprisal, to the extent practicable, by the IG; and 

5. Does not act as a legal representative, agent, or advocate of the employee or former 

employee.

C. Employees/Applicants

It is the responsibility of each employee of the FDIC to be familiar with the content of this 

Directive and to understand his/her Whistleblower Protection Rights, and encourage an 

environment that allows protected disclosures to be made and received without retaliation or 

the threat of retaliation. 

An individual who believes he or she was subjected to a covered personnel action in 

retaliation for whistleblowing or other protected activity may elect one of three remedies

listed below: 
Directive 2400.2 8 

1. An appeal to the Merit Systems Protection Board (MSPB) if the covered personnel

action is appealable to the Board;

2. A negotiated grievance if the individual is in the bargaining unit; or

3. A complaint filed with the OSC for investigation, if the covered personnel action is not

appealable to the Board. An employee may file an individual appeal with the MSPB after

the OSC completes the investigation.

An individual’s election is made when an individual files one of the three actions listed 

above.
Directive 2400.2 9 

Appendix – Additional Information

Questions regarding Whistleblower Protection Rights or filing procedures should be directed to

the:

1. Whistleblower Protection Coordinator in the OIG, at OIG Hotline

attn.: Whistleblower Protection Coordinator

1-800-964-FDIC

ighotline@fdicoig.gov;

2. Applicable Headquarters or Regional Labor and Employee Relations representative

(DOA Home > Human Resources > Labor & Employee Relations > Contacts); or

3. FDICnet at DOA Home > Human Resources > Whistleblowers. 

Individuals also may contact the OSC at (800) 872-9855 or visit https://osc.gov for information 

regarding whistleblower disclosures and/or procedures for filing a complaint with the OSC.
Directive 2400.2 10

Glossary of Terms

Term Definition

Office of Special Counsel (OSC)

An independent investigative and prosecutorial agency 

within the Executive Branch that receives and 

investigates complaints alleging prohibited personnel 

practices, including those involving reprisal for 

whistleblowing. 

Whistleblowing

When a Federal employee or applicant for employment

discloses information which the individual reasonably 

believes evidences: 

 A violation of law, rule, or regulation;

 Gross mismanagement;

 A gross waste of funds;

 An abuse of authority; or

 A substantial and specific danger to public

health or safety.
Directive 2400.2 11

Glossary of Acronyms

Acronym Definition

DOA Division of Administration

IG Inspector General

LERS Labor and Employee Relations Section

MSPB Merit Systems Protection Board

OIG Office of Inspector General

OSC Office of Special Counsel

FDIC DIRECTIVE 2750.01

Brandon Milhorn

Deputy to the Chairman, Chief of Staff, and Chief Operating Officer

See approval(s) on Action Log

Disciplinary and Adverse Actions

PURPOSE

This Directive sets forth Federal Deposit Insurance Corporation (FDIC) policy and guidelines for 

administering employee discipline and adverse actions. This Directive also establishes the 

authority and responsibility for taking appropriate corrective action for disciplinary and adverse 

actions when it is determined that such actions will promote the efficiency of the service. 

SCOPE

This Directive applies to all FDIC employees except for those individuals working for the FDIC 

who are specifically excluded by law or Executive Order, including but not limited to: (a) 

individuals who are not defined as “employees” pursuant to Title 5, United States Code (U.S.C.), 

Sections 7501 or 7511; (b) reemployed annuitants; and (c) political appointees. This Directive 

does not apply to employees of the FDIC’s Office of Inspector General (OIG), because OIG has 

separate delegated authority to carry out disciplinary and adverse actions for OIG employees. 

AUTHORITIES

 Title 5, U.S.C., Chapter 75, Adverse Actions

 Title 5, Code of Federal Regulations (CFR), Part 752, Adverse Actions

FORM(S)

None.

REVISION(S)

This Directive supersedes 2750.1, Disciplinary and Adverse Actions, dated January 22, 1999.
Directive 2750.01 2 

03/31/2021

TABLE OF CONTENTS

Action Log

Submission Type

(New, Pedestrian Change, 

Revision)

Date Approved through Directive Management Center

Revision 03/31/2021 Brandon Milhorn

Summary of Changes (if applicable)

This Directive has been completely rewritten and conforms to the standard template and upon 

approval renumbered to 2750.01.
Directive 2750.01 3 

03/31/2021

Table of Contents

Action Log ............................................................................................................................. 2

Summary of Changes (if applicable) ....................................................................................... 2

Table of Contents................................................................................................................... 3

Background ........................................................................................................................... 4

Policy .................................................................................................................................... 5

A. Disciplinary Actions Covered ................................................................................. 5

B. Adverse Actions Covered ...................................................................................... 6

C. Alternative Discipline ............................................................................................. 8

D. Pre-Action Investigation......................................................................................... 8

E. Actions Not Covered.............................................................................................. 8

Responsibilities...................................................................................................................... 9

A. Human Resources Branch / Labor and Employee Relations Section ....................... 9

B. Labor, Employment and Administration Section...................................................... 9

C. Managers/Supervisors......................................................................................... 10

D. Employees.......................................................................................................... 10

Appendix ............................................................................................................................. 12

Glossary of Terms................................................................................................................ 13

Glossary of Acronyms .......................................................................................................... 15
Directive 2750.01 4

03/31/2021

TABLE OF CONTENTS

Background

The FDIC administers disciplinary and adverse actions in accordance with 5 U.S.C. Chapter 75 

and 5 CFR Part 752. 

Should the provisions of this Directive differ from the terms of any negotiated agreements 

between the FDIC and the National Treasury Employees Union (NTEU), the terms of the 

negotiated agreements take priority, provided they conform to federal law. Any negotiated 

agreements should be read in conjunction with this Directive.
Directive 2750.01 5

03/31/2021

TABLE OF CONTENTS

Policy

It is the FDIC’s policy that disciplinary and adverse actions will be taken to promote the 

efficiency of the federal service. Before taking any action under this Directive, 

managers/supervisors consult with a servicing Specialist in the Division of Administration 

(DOA), Human Resources Branch (HRB), Labor and Employee Relations Section (LERS) or 

their servicing Regional LERS Specialist (hereafter “LERS”), and Counsel in the Legal Division, 

Labor, Employment and Administration Section (LEAS).

Managers/supervisors regularly monitor and evaluate employees’ performance and conduct and 

take corrective action if the performance or conduct falls below acceptable standards. 

Management may authorize that investigations into issues of performance or conduct be 

undertaken, as appropriate. Upon finding a sufficient basis for taking action, management may 

determine an appropriate penalty for the employee’s unacceptable performance or misconduct. 

When misconduct is substantiated, regardless of the type of misconduct, managers/supervisors 

work with LERS and LEAS to ensure that proportionate corrective action is taken, including 

disciplinary and adverse actions when appropriate based on the facts of the particular case and 

in accordance with relevant law. Managers/supervisors safeguard information regarding 

disciplinary and adverse actions and related investigations consistent with FDIC policies.

A. Disciplinary Actions Covered: 

1. Letter of Reprimand (LOR)

a. A LOR is a disciplinary action taken by management to address employee 

misconduct and/or unacceptable performance. 

b. A LOR is placed in the employee’s Official Personnel File (OPF) for two years. 

2. Suspension of 14 Calendar Days or Less

a. A suspension of 14 calendar days or less is a disciplinary action taken by 

management to address employee misconduct and/or unacceptable performance.

b. A Standard Form (SF)-50 documenting the suspension is placed in the employee’s 

OPF permanently.

c. In connection with a suspension of 14 calendar days or less, an employee is entitled 

to:
Directive 2750.01 6 

03/31/2021

TABLE OF CONTENTS

1) Advance written notice that states the charge(s) and reason(s) for the proposed

suspension;

2) The right to representation by an attorney or other representative, including

NTEU;

3) The opportunity to review all material relied upon to support the proposal;

4) The opportunity to submit a written and/or oral reply to the proposal and

consideration of the reply before a decision is made; and

5) A written decision before the effective date of the suspension.

B. Adverse Actions Covered:

1. Removal, Suspension for More Than 14 Calendar Days, Reduction in Grade, Reduction

in Pay, or Furlough of 30 Calendar Days or Less.

a. A removal, suspension for more than 14 calendar days, reduction in grade, and

reduction in pay are adverse actions that can be taken to address employee

misconduct and/or unacceptable performance.

b. An SF-50 documenting any of these actions is placed in the employee’s OPF

permanently.

c. In connection with actions under this section, an employee is entitled to:

1) A written notice that states the charge(s) and reason(s) for the proposed action at

least 30 calendar days in advance of the effective date of any decision, except

when the agency has reasonable cause to believe that the employee has

committed a crime for which a sentence of imprisonment may be imposed;

2) The right to representation by an attorney or other representative, including

NTEU;

3) The opportunity to review all materials relied upon to support the proposal;

4) The opportunity to submit a written and/or oral reply to the proposal and

consideration of the reply before a decision is made; and

5) A written decision before the action is effective. As mandated by law or

regulation, the decision will inform the employee of applicable appeal rights.
Directive 2750.01 7

03/31/2021

TABLE OF CONTENTS

2. Indefinite Suspension

a. An indefinite suspension is an adverse action that can be taken to address a conduct 

issue, but only under certain limited circumstances, including:

1) When the agency has reasonable cause to believe an employee has committed 

a crime for which the employee could be imprisoned, pending the outcome of a 

criminal proceeding or any subsequent agency action following the conclusion of 

the criminal process;

2) When the agency has legitimate concerns that an employee’s medical condition 

makes their continued presence in the workplace dangerous or inappropriate, 

pending a determination that the employee is fit for duty; or

3) When an employee’s access to classified information has been suspended and 

the employee must have such access to perform their job – pending a final 

determination on the employee’s access to classified information.

b. An employee who is suspended indefinitely is temporarily placed in a non-duty status 

without pay.

c. An employee who is suspended indefinitely is entitled to:

1) A written notice that states the charge(s) and reason(s) for the proposed 

suspension at least 30 calendar days in advance of the effective date of any 

decision, except when the agency has reasonable cause to believe that the 

employee has committed a crime for which a sentence of imprisonment may be 

imposed;

2) The right to representation by an attorney or other representative, including 

NTEU;

3) The opportunity to review all materials relied upon to support the proposal;

4) The opportunity to submit a written and/or oral reply to the proposal and 

consideration of the reply before a decision is made; and

5) A written decision before the suspension is effective (and at the earliest 

practicable date). As mandated by law or regulation, the decision will inform the 

employee of applicable appeal rights. 
Directive 2750.01 8 

03/31/2021

TABLE OF CONTENTS

C. Alternative Discipline

After proposing a disciplinary or adverse action and receiving the employee’s reply,

management may offer an employee alternative discipline, in lieu of traditional discipline.

LERS and LEAS advise management on forms of alternative discipline and implementation.

Examples of alternative disciplinary action include last chance agreements and abeyance

agreements.

D. Pre-Action Investigation

Before initiating a disciplinary or adverse action, management may authorize an

investigation in collaboration with LERS and LEAS. Employees are required to cooperate

fully in an administrative investigation. Failure to respond to requests for information,

appear as a witness, or provide responses that are true, complete and correct may result in

disciplinary or adverse action up to and including removal from federal service.

E. Actions Not Covered

This Directive does not apply to the following actions:

1. Separation of individuals who committed misconduct before entrance on duty;

2. Termination of individuals who do not meet the definition of an “employee” in accordance

with 5 U.S.C. Sections 7501 or 7511, as applicable.

3. Furloughs of more than 30 days processed under the reduction-in-force procedures set

forth in 5 CFR Part 351;

4. Voluntary actions (e.g., resignations) initiated by an employee;

5. Termination of appointments in accordance with a term specified as a condition of

employment;

6. Reductions in an employee’s rate of pay required by law or regulation;

7. Terminations of reemployed annuitants; and

8. Actions taken under any other provision of law that exempts the action from 5 U.S.C.

Chapter 75, Subchapter II.
Directive 2750.01 9 

03/31/2021

TABLE OF CONTENTS

Responsibilities

A. HRB/LERS

1. Advises managers/supervisors on employee conduct and performance issues and

disciplinary options (including procedural/regulatory parameters);

2. In collaboration with LEAS, makes decisions about the conduct of investigations,

regardless of source (e.g., supervisor request, complaint pursuant to the FDIC’s antiharassment policy) or type (e.g., inquiry, formal investigation), including decisions about

whether to initiate an investigation and the mechanics of such investigation (e.g., means,

scope);

3. In collaboration with LEAS, conducts investigations and advises mangers/supervisors of

investigatory findings as well as options for disciplinary or adverse action that may exist

under applicable statutes, regulations, and negotiated agreements;

4. Drafts and reviews all disciplinary notices and applicable case files prior to issuance to

ensure reasonableness of penalty and statutory/regulatory compliance;

5. Consults with LEAS on disciplinary and adverse action proposals and decisions;

6. Maintains disciplinary and adverse action files and an information system for tracking

and periodically reporting the actions effected;

7. In collaboration with LEAS, provides training to supervisors and employees concerning

disciplinary and adverse action issues and procedures related to conduct and

performance; and

8. Serves as a resource for all FDIC staff concerning labor and employment issues..

B. LEAS

1. In collaboration with LERS, makes decisions about the conduct of investigations,

regardless of source (e.g., supervisor request, complaint pursuant to the FDIC’s antiharassment policy) or type (e.g., inquiry, formal investigation), including decisions about

whether to initiate an investigation and the mechanics of such investigation (e.g.,

means, scope);
Directive 2750.01 10

03/31/2021

TABLE OF CONTENTS

2. In collaboration with LERS, supervises investigations and advises supervisors and

managers of investigatory findings as well as options for disciplinary or adverse action

that may exist under applicable statutes, regulations, and negotiated agreements;

3. In collaboration with LERS, reviews and approves disciplinary and adverse action

notices prior to issuance to ensure that any discipline or adverse action is factually

supported and complies with applicable statutes, regulations, negotiated agreements

and case law; and

4. Represents the FDIC in settlement negotiations and litigation matters before mediators,

arbitrators, the Merit Systems Protection Board, the Equal Employment Opportunity

Commission, the Federal Labor Relations Authority, as well as federal and state courts.

C. Managers/Supervisors

1. Promote a constructive work environment built upon transparent communication, mutual

trust and respect for all to succeed, free from discrimination, retaliation and harassment;

2. Advise employees regarding performance and conduct expectations;

3. Consult and cooperate with the LERS and LEAS regarding employee misconduct and

performance issues and timely initiate appropriate and consistent corrective action, as

warranted;

4. Promptly evaluate and document circumstances related to incidents of employee

misconduct and poor performance with guidance from LERS and LEAS;

5. Recognize and comply with the requirements of this Directive and the applicable

provisions of collective bargaining agreements;

6. Report misconduct to LERS specialist, LEAS counsel, and/or OIG, as appropriate.

Failure to report misconduct may result in disciplinary action up to and including removal

from federal service; and

7. Safeguard information regarding disciplinary and adverse actions and related

investigations consistent with FDIC policies.

D. Employees

1. Comply with established standards of conduct and performance, and request

clarification, if necessary;
Directive 2750.01 11

03/31/2021

TABLE OF CONTENTS

2. Report allegations of misconduct by both government employees and contractor

personnel to supervisory or management officials; and

3. Cooperate in administrative investigations by timely responding to requests for

information, appearing as a witness, and providing responses that are true, complete

and correct.
Directive 2750.01 12

03/31/2021

TABLE OF CONTENTS

Appendix

None.
Directive 2750.01 13

03/31/2021

TABLE OF CONTENTS

Glossary of Terms

Term Definition

Abeyance Agreement

A written and signed agreement in which the FDIC 

agrees to withhold implementation of a decision on a 

disciplinary or adverse action in abeyance for a 

specific period of time, in exchange for terms agreed to 

by the parties.

Adverse Action

An action taken against an employee pursuant to 5 

U.S.C. Chapter 75, Subchapter II, including 

suspensions without pay for more than 14 days, 

reductions in grade or pay, furloughs of 30 days or 

less, and removal.

Alternative Discipline

An effort, undertaken by a supervisor/manager, to 

address employee misconduct using a method other 

than traditional discipline.

Charge

A description of the offense in a disciplinary or adverse 

action, as stated in the proposed action and final 

decision. 

Day A calendar day (unless otherwise specified).

Disciplinary Action

An action taken against an employee pursuant to 5 

USC Chapter 75, Subchapter I, including reprimands 

and suspensions for 14 days and less.

Furlough

The placing of an employee in a temporary status 

without duties and pay because of lack of work or 

funds, or other non-disciplinary reasons.

Indefinite Suspension

The placement of an employee in a temporary status 

without duties and pay pending investigation, inquiry, 

criminal proceedings, or further agency action.
Directive 2750.01 14

03/31/2021

TABLE OF CONTENTS

Term Definition

Last Chance Agreement

A written and signed agreement in which the FDIC 

agrees to withhold implementation of a decision on a 

removal in abeyance for a specific period of time, in 

exchange for terms agreed to by the parties.

Letter of Reprimand

A formal disciplinary action that remains in an 

employee’s Official Personnel Folder (OPF) for a 

period of two years.

Reemployed Annuitant

A CSRS or FERS retiree who is reemployed under 

conditions that do not terminate the CSRS or FERS 

annuity.

Removal The involuntary termination of an individual’s 

employment with a federal agency.

Suspension The placing of an employee in a temporary status 

without duties or pay.
Directive 2750.01 15

03/31/2021

TABLE OF CONTENTS

Glossary of Acronyms

Acronym Definition

CSRS Civil Service Retirement System

FERS Federal Employees’ Retirement System

HRB Human Resources Branch

LEAS Labor, Employment & Administration Section

LERS Labor and Employee Relations Section

LOR Letter of Reprimand

NTEU National Treasury Employees Union

OIG Office of Inspector General

OPF Official Personnel Folder
STATISTICAL REPORT OF DISCRIMINATION COMPLAINTS REPORTING PERIOD: FY2022