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Equal Employment Issues for Postal Employees

Equal Employment Opportunity Discussions
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^     All messages            1610-1629 of 1629  1590-1609 >>
09:33 AM ET (US)
@ME24SURE If you see this message, are you on any other forums that contact may be possible? I missed your message awhile back and would like to contact you if you are willing. Did you ever get anywhere with your claim for wages?
RivkahPerson was signed in when posted
07:49 PM ET (US)
You did not have to be separated or retired to be part of the NRP. Were you denied work between 2006-2011 or was it more recent?
Former USPS InspectorPerson was signed in when posted
10:42 AM ET (US)
@Nerve Girl, you should file an EEOC complaint for "Disability Discrimination". Make sure your not over the 45 day limit when you detail discriminatory issues in your complaint. Failure of the PO to accommodate resulted in your loss of pay and all benefits associated with employment.
Nerve GirlPerson was signed in when posted
09:36 AM ET (US)
I have been considering filing an EEO complaint but I am not sure if that would be the correct thing to do? I am not a part of of the NRP class action as I was never separated or retired. I was on periodic rolls for accepted claim until a year ago. They were terminated for not accepting a job offer based on secop recommended restrictions. Here’s the issue...my doctor responded with recommendations for light duty at the time but obviously not within time frame for owcp. Payments and benefits terminated but still accepted for medical treatment. These recommendations have not changed in several years with no job offer. Previous secops agreed with TP recommendations until this last secop. A difference of 4hr work day vs. 8hr work day. No job offer has been made since they have had TP medical a year ago. How is it that they can accommodate an 8hr work day suggested by secop but not a 4hr work day suggested by treating physicians? That is the only difference in light duty recommendations. Working on appeal with OWCP but should I also be filing an EEO?
Former USPS InspectorPerson was signed in when posted
10:09 AM ET (US)
@Brownbomber2, you appear to be a member of the McConnell v USPS class action for NRPed employees. You will get a lot of information from our lengthy discussions on the NRP specific forum on PEN.
Brownbomber2Person was signed in when posted
09:05 AM ET (US)
I got a letter in the mail yesterday about the lawsuit about the EEO harassment and pushing people into retirement. It said the final decision had been rescinded and is now good. Can anyone tell me what that means? I never got a letter saying there was a decision.
01:27 PM ET (US)
/m1621 https://efile.usps.com
08:15 AM ET (US)
Does anybody have the link, I cant find it?
07:39 PM ET (US)
EEOC counseling can now be done online. There is no longer a requirement to phone your complaint in through a 800 number. This will enable everyone to view the status of any case that is filed. About time!
01:30 AM ET (US)
the harassment and bullying by managers and supervisors who are never held accountable is really what costs the agency
BouchePerson was signed in when posted
11:43 PM ET (US)
 Former. Thanks for info.

 I remember one time an EEO specialist told me it cost time and money for each filing. You know- like I was bothering her for the issues I was having.
 How about 30000 of us NRP people just for the hell of it filing claims a few times of the year?
Former USPS InspectorPerson was signed in when posted
10:58 PM ET (US)
@Bouche, the most current posted analysis the PO reported to the EEOC (if you believe what the PO tells the EEOC) is at https://www.eeoc.gov/federal/reports/fsp2014/usps.cfm which states:

Costs Associated with EEO Process in FY 2014
Pre-Complaint Settlements w/ Monetary Benefits per case average $1,507 - ADR Settlements w/ Monetary Benefits per case average $1,436
Investigation Costs per case average $1,816
Complaint Closures with Monetary Benefits per case average $7,776 - ADR Settlements w/ Monetary Benefits per case average $2,271

The EEOC will likely post the FY 2015 USPS report in a few months.
BouchePerson was signed in when posted
09:23 PM ET (US)
 Just wondering. When filing an EEO - what does it cost for the agency?
12:08 AM ET (US)
Former USPS Inspector. They sent the letter in the first formal complaint mailing saying that because I did not list all of the complaints again when I filled in formal complaint paperwork, that I could never bring those complaints again. You are saying that the judge might allow me to add them at the hearing or after? I thought that the initial complaints were the reason I was asking for a formal complaint and that it was a no brainer that it was because of all the complaints that were listed in the informal complaint so they did not need to be spelled out again. It's good to know that there is a chance to get the serious issues back into the complaint. Thank You!
Former USPS InspectorPerson was signed in when posted
06:38 PM ET (US)
@FT, at anytime during the process (with the investigator, with the AJ via motions or with the EEOC OFO via appeal brief) you can and should bring up the specifics of what you complained about that was not BUT should have been/be included in the POs EEOC ROI and/or addressed by the EEOC OFO in a decision. I have seen a Judge add disability discrimination to a complaint as a basis after a hearing. The complainant asked the Judge to include it, the Judge requested the complainant submit a motion to add the disability of which the Judge then approved adding the disability as a basis. The PO regularly excludes specific issues in a complaint that are ordered to be investigated by the PO or if there is enough documentation in the ROI the EEOC OFO can rule on those issues not specifically identified as a charge by the PO. Judges will likely consolidate/combine multiple separate EEOC cases together if they feel the cases are past the investigation stage.
Edited 11-02-2018 06:39 PM
06:08 PM ET (US)
Former USPS Inspector, Can I ask you if there is anything that can be done when issues in first filing of complaint that were main complaints in counseling phase were not included in formal complaint paperwork sent from USPS Tampa? I did not get the formal complaint paperwork from mailbox in time to see the 5 day deadline that was given to correct their omission. Clearly the postoffice EEO left them out hoping that this would happen. The complaints that they did leave in the formal complaint were all frivolous and unimportant compared to the time clock fraud etc that was in the original complaint.
03:14 AM ET (US)
Former USPS Inspector, Thank you!!!
Former USPS InspectorPerson was signed in when posted
12:00 PM ET (US)
@FT, even though the employee always has won an untimely investigation case this does not mean the employee gets awarded money. If the ROI does not have enough proof that you are discriminated against, harassed and/or retaliated against that resulted in damages then the EEOC OFO likely will rule against the agency BUT only award you attorneys fees/costs and no damages. You must have proven your claims on paper (on the record) to get awarded damages regardless if the investigation is timely or not. If you don't have enough proof in the ROI then the best is to go through discovery, depositions and a hearing all while knowing you already won it's just showing enough proof of the claims to get you paid.

Don't ask for a default if your case needs to go through a hearing to get your proof into the record so you can get paid damages.
Edited 10-25-2018 12:08 PM
Former USPS InspectorPerson was signed in when posted
11:24 AM ET (US)
@FT, the Agency has 360 days from the date of your formal filing to get you the EEO ROI on any case in which the complaint is amended to add additional charges. If the agency requested 3 extensions to get you the ROI then I suggest filing a request for a hearing with the EEOC in your local servicing area office for Federal Sector hearings. The EEOC OFO has ruled against every agency in cases in which the investigation was untimely. Never let them extend anything in the future. The EEOC will order the agency to produce the ROI. You can then file a "motion for default" because the ROI was untimely. The EEOC OFO has ruled against an agency taking multiple extensions to get an ROI to a employee. Their are no cases in which the agency has won an untimely investigation case. It is nice to show in your motion how the untimely investigation harmed your case but it is not required.
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