received a letter by agency citing cfr 1614.403(e). Agency is 70 days late. any advice?

Rob, move onto the next process. 70 day's late for what?

OFO requested my file on 6/9/09. This is on appeal. Del conf cites del 8/28/09.

Rob, are you represented by council? I do not think you are. If you are then the atty is a quack and need's to brush up on the fed sector. I would write or call OFO and find out the exact status of your appeal, and ask since it has been backlogged for quite some time do I have a right to initiate further appeal rights under the 1614 guidelines as well as the federal compliance handbook which is consisted of the MD-110 and ALJ handbook. Rachel Shonfield, legislative coordinator for American Federation of Government Employees Council of EEOC Locals 216, said the EEOC is "trying to play with the numbers." She said the "pending inventory has gone up because they have fewer employees."But according to Shonfield, there's no guarantee that OFO's efficiency increasing measures are helping the end customer -- the person filing the complaint. "Use of the word 'efficiency' is just form over substance," she said. "Efficiency could possibly be detrimental to an employee's rights to discovery in a trial since [the office] might be more likely to judge the claim incorrectly up front." Here is the number for you Rob, and good luck!

Telephone No. (202) 663-7022.OFO

I have no rep. so Im doing this the hard way.

Rob, have fun with that as you will be eaten alive. Unless of coarse you are responding within all time frames and know what you are doing. When you have a built up case with credibility you always go in with representation.

Thanks for the advice. Manager on my ass for BS, so I went EEO. I have my job but she throws it in my face she can fire me whenever she wants. I cant afford ATT. and refuse to dig a deeper hole. I have no DIS so I will cont to fight for what I believe in.

Rob, you cant afford not having an atty. Your in the agencies system now, that is the EEO. You will find that most of the employees or if not all in the EEO process are retired managers or still working for the agency. Do not think for one minute your case is receiving the desired attention you wish it will receive. This agency will send you your ROI file and will usually compile a list of B.S item's. You need to gather fact's of your case from your shop steward. Have him/her do request's for information. You will need as much evidence as possible. When you say your SDO is telling you that she can fire you, get someone nearby to witness these remarks and have that person write you a statement. After that move onto another person that will stand nearby and so on until you are satisfied with numerous statements stating the SDO is threatening you with your job for no apparent reason. Now you have proof, as others' have witnessed these remark's. You have to be assertive, noone is going to do the leg work in your case but you. You will find how many B.S tactic's ths agency will try now that an EEO is filed.

Hello all. Have a question for anyone that may have some info or an opinion on what I should do. Have a pending EEO case that is going to REDRESS. Met with EEO counselor on this procedure and went over paperwork etc. She just got back to me and the MDO that this case is against is requesting that we go without a mediator and use the EEO counselor instead to save the Postal Service money. She thinks this is a great idea but my instincts are telling me just the opposite. Anyone have any ideas on this?? I do know the mediator is an outside source and unbiased whereas the EEO counselor may be siding with them. Any info would be greatly appreciated. I need an answer by Tuesday if at all possible. Thank you!

..."use the EEO counselor instead to save the Postal Service money."
Instincts are dead on. BOTH the mediator AND the EEO person would be FOR Management (may even be the same individual, you'ld be surprised). Make 'em spend whatever money, and do not think for a moment you are gonna get a fair representation in your REDRESS. You will likely find it to be as one-sided as the rest of us.

Perhaps I need to clarify something not that it will make a big difference but the EEO ADR (Alternative Dispute Resolution) Specialist is the same person that wants to be the mediator. After doing some digging tonight, I have found some interesting paperwork on this. The mediators that the P.O. uses undergo rigorous training and it states that they CANNOT be an employee or former employee of the P.O. SO something is going on here that shouldn't be. This woman told me that she works for Headquarters which is even more scary. I do have an attorney but she told me that she would not be needed unless REDRESS did not work out and this had to go to the next level. I just cant believe that at this level with REDRESS being an excellent conflict resolution that this type of corruption is going on. Is there any pride in doing what is right out there anymore?

Ethics are long gone..out the door with the USPS.

Wiz28/m272
DO NOT allow the ADR to act as mediator. It is a violation of the principle of a fair mediation. ADR Specialists are management and are not your friend. They get promoted by promoting management’s agenda, not by proving or preventing discrimination. Their job is mostly to cover it up. Don’t get me wrong, there are one or two ADR Specialists that are honest and credible, but I can count them on one hand. Mostly they are shills for headquarters and only do what they are told. For example, when an ADR wants an extension, they insist that you have to sign a 60-day extension form. I have argued that the form can be amended so the employee can agree to say a two-week extension instead. The really STUPID ADR’s will tell you that you can’t do that because HQ said you cannot. The MD-110 is clear that you don’t even have to use any of the forms provided by the Postal Service. So of course you can amend the form. When an ADR tells you that you aren’t allowed to deviate from their forms or procedures that should raise multiple red flags. Over a year ago I wrote a draft article about REDRESS mediation. I provided a copy to an ADR Specialist that I have a lot of respect for and asked that he provide his take on how well it works – since he’s an advocate of REDRESS. To date, I’ve not received his responses. He has stated that he’s been too busy to respond, and I believe him. However, how much of an advocate can you be for a system where you cannot take time to defend its procedures? Anyone who would like a copy of the unfinished draft regarding REDRESS mediation, please e-mail me at postalemployeeadvocate@juno.com and I’ll email you a copy.

Wiz, I would not do teh ADR by yourself as the acronyms have been known to stand for "Another dead resolution". With that said, I take it you have not asked this ADR/mediator one question I always ask them Who cut's your check? He or she will respond the agency does. Next question isfact do you work for the agency being that your nuetral party? He or she will either say yes or no comment. I love the agency ct the agency mediators even willingly tell me they work for the gency. I have had written statements stating such and when the case goes to top they weigh the fact's on my side as the agency was at fault by hiring this neutral party that heavily weighed on managements side when by law it cannot be done. With all that said, I tell you from extensive experience, your EEO will and always be mistreated from day one. Take it to the top and more than likely if represented by council the agency will back down at the last moment when they know your case is good as gold.

Sorry for the mispelling as I type to fast that the computer cannot even keep up LOL