Postal Advocate I would very much like to communicate with you regarding my EEO. I just received a letter from them regarding acknowledgment and order for a hearing.
Please share your email again.

Thanks,

/m4009
Mr. J.R. Pritchett
(248) 486-2929
postalemployeeadvocate@juno.com

RE: ME /m4002

In regards to the ROI being sent to the EEOC OFO in Washington D.C., the P.O. is supposed to provide them with the complete file, including the investigative file, all motions/submissions, etc. Of course, there is no way to verify whether or not the P.O. actually does provide a correct ROI. In the EEO process the Complainant is supposed to trust the P.O. to hand over a complete ROI. The Complainant does not submit anything to the EEOC OFO at that time. If you are concerned about an altered record (e.g., documents omitted), I am not sure how to best handle this situation. I always attach documents to my motions and then I can reference them in subsequent motions. Then, I suppose the EEOC OFO could determine that there are missing documents and then request the missing documents. However, in my experience, the EEOC federal sector is basically biased in favor of the P.O. and thus the P.O. can basically break rules and be unethical during the EEO process. In my experience, being right on the facts and law is simply not sufficient to prevail in the EEO process. You have to be lucky too. The P.O. can be quite a nasty organization. If the EEOC federal sector did consistently administer justice to the innocent victims of discrimination, there would many fewer people on this message board.

I hope this helps!

Gone Postal With Love/as you say the PO and EEO can't be trusted, and their not following the rules is why I recommend the claiment send the case, along with the request of appeal, because it is the only way to ensure they get the entire case. Period.
No one should go so far in the game, and risk not getting your case to the OFO.

Gone Postal With Love.. thanks for your response... i felt i did not have to send any documents at this time... you are sooooo right about if the PO actually sent everything in... Anyway they are only hearing one side... already i state PO is not sending the information/paperwork OWCP needs to adjust my average hours... PO then states it is the responsiblity of OWCP to accept or deny a claim... Welllllll that doesn't say why PO is refusing to send the paperwork.... you know what i mean... i say potatos and po says tomatos... they rewrite my wording to mean something totally different... then i have paperwork from the po saying OWCP decides the # of average hours i worked one yr prior to my injury.... even the step B desicion person informed my PM that ...yes this is true... but OWCP relies on the info that is provided by ... who else.... the PO... it makes sense... who else would have this info....

i did respond briefly and resent my appeal letter as i feel it explains everything.... noted that i felt i did not have to send any documents at this time, but that i could prove everything i claim... which is true... i know EEO relies on fact....Can send any/all documents needed at this time in support of my case and left it at that...

thanks, again soooo true postal EEO people are not there for me.. i have had enough prior experience with them... already the one eeo person was trying to get me to word my claim a different way, which would have gotten it thrown out.... could you imagine all this could have been cleared up long ago if postal people would just meet with union to discuss matters or abide by the grievance process/step B desicions/arbitration....PO would rather waste millions, to not pay their employees a few thousands that they are entitled to... it's postal management that is digging the po into a hole... and throwing their employees into it... they think their jobs are safe.. but little do they realize, without employees.. there is no need for management... my PM got a call from higher-ups this week and was told for him and all supervisors to go out on the road and check on all the carriers and make sure they were all working and not goofing off... i was told he did this... i am sure becuase some higher-up person might be watching him to see if he was doing what he was told.... unbelievable fear breeds fear....

I am new to this forum, and I have some questions. I was recently involved in an OIG investigation. I did nothing wrong, however, I had to give statements and documents to the them as evidence. SOmeone else in the office called the oig twice before I did. I called after no one showed up. COme to find out, the request was lost in a pile of papers. Two people were investigated for falsyfing documents. TO my knowledge, they were disciplined. Also, the other employee in the office filed an EEO against one of those people involved. She included me as her representative in the early stages because she did not know whom else to include. The problem now is that management seems to be holding against me the fact that I talked to the OIG. I had tried to tell management first that there was something going on and they ignored. They even advised me that I should not call the OIG. However, there were serious fasification going on. And the OIC that got in trouble had gone back and falsified documents from months ago when I was OIC. I had no choice to report what I knew. I even went out on stress FMLA back in March and APril due to this. I had asked to be put in another office while the ofice was in a mess and until the investigation was completed. Management refused. I have had two interviews for PM in the last 3 months. In one of the interviews, I was asked how I felt, and I was later told that the POOM had told a PM that he did not know if he could promote me because he did not know if I would be able to handle a position. HE also said that I had caved in to the OIC that got in trouble. In my second interview, the Acting Poom asked me what would have happened had I not talked to the OIG. This same person also questioned to someone very close to me " WHat good did it do for me to call the OIG' THis made me feel as if they were saying I had a motive behind talking to them. I did what I had to, and I ended up going out on stress for it. They refused to let me work in another enviroment. I will add I had to file a hostile work enviroment grievenace against the OIC beacuse she was treating me terrible because she thought I had called the OIG on her. There was even a time that I felt threatened by here because she put her hand up to me and told me to get away. On another note, the POOM seems to now ingore me and other clerks for OIC assigments. THere is one clerk, whom is going on her 4th straight OIC assignemtn with no break in service. And to put icing on the cake, she is one of the persons that was involived in the OIG investigation and she was disciplined for her envolvement. THe Poom will not even respond to my email. I thanked him for my interview and asked for feedback and he will not respond. I feel Like I am being discriminated on so many levels. I feel that I was denined reasonable accomodations when I was going on on leave for stress and anxiety. I feel that management is holding it against me for talking to the OIG. I have an email from them telling me not to call them. I am being ignored for detail assignemtns when they have PMR's on them. THey are dshowing extreme favoratism to this one clerk whom goes from detail to detail while she has just be disciplined. My Poom sent me an email telling me that I was blowing everything out of proportion and was panicking when I tried to tell him that there was something wrong in the office. The problem is, so much has happened, and there are so many people whom know what is going on. But I do not know were to begin. I am a female under 35. The person that they keep sending on detail is over 40 and a female. I do not know what grounds that I can file something on. When I was OIC, I ran a 15 6 days a week for 8 months with no clerk. I was audited by the Internal control group and was sent a letter of accomodation. I was one of the top 15's in the disctrict. I know that my work ethic is not the issue. I also know that there are time limits of 45 days. But I did not become aware of some of this stuff until much later after some of it happened. Am I just out of luck in the 45 days have expired and because I am under 40/

k....file a complaint with the Office Of Special Counsel for protection under the whistle-blower act. You can ask "to be made whole" for being passed over for your activities. I am a union steward. You did the right thing however as you are finding out it will cost you unless you take action. I offer this advice to a fellow postal employee, notwithstanding you are management. You ask for help and I gave you a suggestion. File your complaint and hold on. Office of Special Counsel carries enormous weight with the Gov. When you file you will notice how "nice" your superiors become. If experience is a teacher I can tell you things will get better. Make sure their offer is solid. They will ask you to withdraw your complaint. In other words, get the heat off them. Be sure you get what you want. Good luck in your endeavors.

thanks. How would I go about this? Is there a web site that I can go to?

k....go to www.MSPB.gov, scroll to Whistle Blower Act. Follow instructions on the page. You can file electronically if you wish. Given what you posted I believe you may have a action. It will be up to the attorney to ascertain what course of action is necessary. There is no charge to you. The Office of Special Counsel will provide all legal expertise. Good luck.

I may be mistaken, but I believe that the Postal Service is exempt from the Whistleblowers Protection Act.

PEA...at one time we were but the new postal act now includes whistle blowing, its the no fear act. Check the MSPB site and you will see whistle blowing.

http://www.osc.gov/wbdisc.htm

Postal workers are exempt from getting help from the Office of Special Councel if you complain to them. Postal employees are entitled to the "No Fear" act, as far as filing an EEO complaint. The PO is required to keep records of all EEOC complaints, and retaliation EEOC complaints postal employees file. Postal workers are offered whistle-blower protection if they complain to the USPS OIG. I believe a complaint to OSHA is also suppose to have protection, but you have to complain to the fox (USPS OIG) thats watching over the PO. If you do on line, then they will give you a case number.

I am filing an EEO against my supervisor who has been targeting me for 6 months. The harassment is escalating to a point that I am afraid for my safety. (He was just arrested for domestic battery). The EEO form asks what kind of resolution I am looking for-what exactly can I ask for? It would be great to see him moved elsewhere but I doubt they would consider that.

Rorer /m3992...So it would not be good to bug the honorable peeps @ OFO?? No calling the A.O.W. and asking the status of my case?? (It will be a year, in a few more months.)

lemon jello/you can request it, they are more apt to resolve it in moving you. You have other avenues, such as file a grievance that the joint statment is being violated. Getting more employees to file, or sign a petition to have the hostile environment investigated. Also, you could report hostile environment to OSHA. More employees willing to get involved better. While, it would be difficult to get it your EEO complaint resolved "in writing" a promise to move the mngr (they would be more likely to move you as a way of resolving) but doesn't hurt to ask for it. Depends how serious. Get documentation. While, his police record is not part of work, you should be able to get a copy of the report as it's public information. I've seen employees do this on manager. If it's a felony, that would give me you some power, as he should be fired if convicted. Get witness statements.