Відео

i have tried several times to get help because what i am dealing with is a system created within the Federal agency to minimize, isolate you and create a false narrative so that the truth does not come out. The problem is the EEOC, the union, and THE HR are also a part of the system to keep the truth out. The so-called meeting you are supposed to have is only to find out what you will say so that they can then go behind the scenes to clean up loose ends. My situation is not only did the people within the department sign federal documents perjuring themselves re- affirming falsehoods to hide what occurred. Instances events of verbal & physical abuse, people making up stories to support the false narrative. My union left me hanging on my own so I would fail. But the issue is the Perjury they all lied and signed federal documents. The EEOC is not about helping. I have already been through the process and they alienate you even more, prevent your access to courses in TMS to improve your skills. They force you out in permanent remote work. They hire other staff discreetly while planning to eliminate and replace you all together. People are bribed. They made me my own lawyer only to rush the process, only a fool represent themselves. Even the judge in the case with back on a ruling without me being a part of the process, as my own lawyer and would not respond to me once i questioned her decision which left me limp because it was the crust of my case to show behavior that had been done before. I have been enduring this for 10 years with a lot of emotional and mental duress they put you through to get you to back down. I need help because i have receipt, texts, emails, This is a case that can be won because there is no time limit on perjury it is just getting these people deposed and questioned on merit since they all avoided the investigative process which is required and they were duplicitous in answering questions the same way which implies collaboration. Is there any lawyer who truly cares about injustice and the harm to ones quality of life. Please reach out to Gmail bj774444@gmail.com

Thank you for the information. Would the information also apply to a government contract employee against a government contractor?

thank u for this! im currently going through a eeoc complaint process and its getting ready to hit the formal stage, i work for HHS. this video was very insightful!

The background music is a bit too loud and I cant hear the actual content of the video.

Can your representative speak on your behalf? If so, what law does that fall under please

Thank you . I am an owcp Employee they demoted me from Nurse 2 step 12 to GS6 because of my physicans restrictions advises are permanent. Very insulting fo a 37 yrs experienced nurse Will this be a claim to EEOC? How to Apply

Hello, Is it normal to an AJ to ask the Agency's representative (opposing party) to file a MSJ during pre hearing conference. He said becuase I have over 100 exhibits and 10 witnesses, filing a MSJ by Agency's representative hopefully reduce them. The Agency’s representative previously had 30 days to file a MSJ and was granted another 30 days through a motion, but she did not file a MSJ. Isnt this consider acting in bad faith by wasting everyones time? Why AJ being so unfair and asking her to file a MSJ again? This tine he gave her 45 days. Also 45 days for response and 14 days to reply. I was represented by a probono attorney and he didnt let me to object or argue about it. I guess it is because he can use that 45 days to write a response ( which I already have) and since he know the case will win, he is going to charge for the hours as I heard the MSJ and response is the time attorney makes alot of money. Im so mad because this will take 3.5 months. Why would the agency get a second chance to argue in "reply". From what I am seeing, is the AJ is also biased, and he is not fair and wants to get rid of the case at any cost. Doesnt he undermine the value of justice system by doing this? what options do I have. My probono attorney said if I file a motion to object, he will not be representing me any more. Please respond

Ugh could do w/o music

I needed this

I've heard HR is the go to for seeking accomodations. Your supervisor often times won't know how to go about it. It falls on HR.

WOW, I STUDY CRIMINAL JUSTICE LAWS, THERE'S NO MEDICAL CONDITION, AND THERE'S NO NEED FOR AN ACCOMODATIONS. SHOULD OF FILE THAT FORM FOR HIMSELF. THEY FEEL GUILTY FOR HIS OWN ACTIONS. MY HEALTH IS IN GREAT CONDITION. HE WASN'T SAYING KNOWING WHEN I WAS THE ONLY SON THAT WAS FIXING, REPARING DOING CONSTRUCTION AT THE HOUSE THAT GOT PAID RIGHT AFTER A GRADUATED FROM COLLEGE. N I REMODEL MY SIS HOUSE ELECTRICITY, BREAKER, OUTLETS, PLUMBING, PAINTING. I'M IN THE PROCESS OF BEING MY OWN BOSS AS A CONSTRUCTION CONTRACTOR. MY OWN BLOOD, THAT'S F*** UP. GOD BLESS AND FORGIVE THEM...

I am going through it now, and over the years, I was smart enough to have receipts. I even have a staff meeting video where all staff were present, and I laid out everything that happened to me that co workers closed ranks to protect my supervisor by perjurying themselves. The agency has that staff meeting video/archive . They have had it for a year and have done nothing. My life has been turned upside down and forced out of work . While they are allowed to assainate your character. My greatest defense is an email, and this video it showed management knew which is the most important thing. I am forced to continue to work with the same people, who predicted this lie upon me. They get opportunities, and your life gets destroyed. Also, the victimized is then screwed over a second time by the expensive legal process which most can't afford, and the agency knows that. The people who perjured themselves stay in the Federal bubble, so they are protected because no one lies on anyone for no reason and with no benefits. I have been in this process, and I can tell you the process within the agency is all tainted. Their hands are in every aspect of the process to prevent you from getting your truth.. The same rules they don't follow are then used to minimize, solate, and try to get you written up just to be able to say you did something. This is what we suffer, so until you guys put more emphasis on the, it's lip service, and we continue to suffer mental & physiological abuse from these federal agencies.

Hello, Would you please respond to this comment I appreciate you: Does a complainant have to contact the witness and obtain his or her affidavit during the discovery if witnesses are nonsupervisory employees of the agency? Or we should ask the agency to obtain them? In my Initial Conference, a couple cases that were dismissed by the agency, reinstated by the AJ. The investigation will be done through discovery. Should I have asked the AJ to return them to the agency for investigation? The problem is that my other cases of this complaint were investigated inadequately and the investigator did not really do anything except sending the same questions to all people involved in this complaint, and many of the responses are inadequate or missing or not relevant. What should I do when the AJ only authorized 20 of each three elements of discoveries. I sent an email to him and CC'd the agency’s representative and asked him to increase the number of discoveries but he responded and said I need to confer with the agency’s representative and then file a motion. The agency’s representative disagreed to increase them. Can I still file a motion to ask for increasing the number of discoveries? Thanks,

As an attorney do you take federal employees EEO complaints on contingency plans? As a sole breadwinner of a family of 4 with two disabled kids, I am not able to hire a lawyer to pay him or her myself. In an earlier comment, I asked about deposition cost (your deposition youtube video), for the readon stated above, which is affordability. My complaint is a retaliation complaint filed last October with my agency’s EEO office and is at the EEOC and at discovery phase. Based on my research and study EEO laws, this complaint which consist of multiple nonselections should win unless there is a biased AJ or the AJ has too much work and just want to get rid of cases without considering their merits. The problem in my case is if I lose this complaint, the hiring manager would more motivated by the unjust system to continue the nonselection of me or anyone similar to me in future openings and unfortunately the agencies are more pro supervisors and dont care too much about EEO victims.

Hello, why does EEOC wants the complainant pay for deposition? What is the cost anyway? Is there anyway to make agency pay for the complainant's requested deposition? And finally, can we skip the deposition and just rely on the other three elements of the discovery, or can deposition be done via written questions instead of verbal? Thanks

Even if you win you will likely need to find another job! No new I’ll have anything to do with you!

Hello, I hope you can repond to this comment. I totally agree with you that the EEO laws (at the federal sector) has been designed so the federal complainants give up. The first issue I can see is that the law requires the agency to investigate the claim. It is not logical to think the agency conducts an impartial and unbiased investigation against itself. Second issue is there is no puntive damages for federal employee, so the RMO does whatever he or she wants without being afraid. Third issue is the duration of the process and not enough awards at the end even if you win your case. If the Government really wanted to eliminate discrimination or retaliation, they should have designed an automated system to take the case, analyse it and a seperate agency investigate it within a certain time limit, and an agency like the EEOC makes a desion within a short period of time. It shouldnt take 2 years or more. My complaint started 1.5 years ago and it is now at a discovery phase. I dont beleive that EEOC should act like a court. Unfortunately, even the EEOC does not follow its own regulations. Per their policy, an AJ must make a decision within 180 days from the time he or she receives the ROI. However in my case, my ROI was received by EEOC about 7 months ago but my complaint is at discovery phase which will end in February, then agency’s summary judgment , then my response and then the agency’s reply which has a deadline in April. God knows how long after that there would be a hearing if I survive the summary judgement. Another issue is the agency's reply which I dont understand why should they have that privilege beside the summary judgment. The most important issue I have been dealing with since the begining is having an attorney. This is an unfair process since the RMO will enjoy the privilege of the agency’s attorney who is paid by taxpayers money, but a victim of discrimination has to hire a lawyer. Due the uncertainty of winning a federal employment complaint, most athorneys will not take these cases based on contingency plans and a federal employee like me who is the sole breadwinner for a family of 4 with two disabled children can not even think about hiring a lawsuit with $500 per hour. Even if it was $50 per hour and even if there was certainty of winning, I still cant afford it. That is why I see it as an absolute unfair process. I honestly, if I knew what I will be going through, I would not even contacted my agency's EEO office in the first place for my first discrimination complaint which was resolved in an ADR but I faced retaliation now. But I am in the middle of it, and even though it is a tough process for me, I have to finish it. My past 1.5 years of my life and my family's life has been horrible and sad. The time that I have to spend with my kids, I have to use it to get familar with the laws that I dont even know will protect me in the end. I know you have done alot even by making these great videos, but I wish you could make longer videos, and going into the depth of laws and even going through some examples. I whish you could provide sample works like how to write an effective motion, how to write responses to the summary judgement, strategies for discoveries. Or even allow people to share their questions or even cases with you, so once a week you could spend only one hour of your time to respond to them or making lives and verbally advising them. Sorry, I know I am asking for alot of things while I dont know if it is possible for you or not. I know you dont make videos for getting views and you are doing it to help people but it is sad when I see your great videos with low number of views. I think if you could afford to make youtube lives or podcast, it will not only help those who need advise, the number of views and likes go alot higher, which your videos certainly deserve it. Thanks for everything.

I was approved in 2012 and they had full access to all my legal disability information I was pre approved and they refused to give me the appeal paperwork and my case manager refused to answer my calls I'm legally disabled with all courts I was in special Ed my whole life and am classified as legally disabled since birth all state agencies have me classified as disabled both physically and mentally

How can I get help with an EEO againts the postal service in CA

I am a collateral-duty EEO Counselor for the Dept of the Interior, and have been so since 2004. As such, I take exception to the statement that Counselors act to protect agency managers. Yes, we work for the agency. But we are trained to be neutral. Our job is to find a resolution and find a solution that solves the problem(s) to the satisfaction of all parties within the 30-90 day time frame. In my agency, most of us are collateral duty, and there are few full time EEO Counselors. Our thought process is not to protect the agency or management...that is absolutely not why we volunteer to be part of this process. We volunteer to be collateral duty counselors only because we believe in a workplace that should be free of discrimination and harassment. Videos like this create a bias against the EEO Counselor that impede the process. I've had to overcome this, specifically because of this video.

What type of internal investigation will they do?

The union no longer wants to help with eeo claims in federal sector

Write the presentation in a easy readable format, just a thought 😊

👋🏽, thanks for this awesome info! I truly appreciate your content. I’m considering applying for reasonable accommodations. Is my employer obligated to find me a different job within my current agency? Is it possible for you to explain this topic in more detail?

Would you by any chance be licensed in IL? I would look at your website but I’m not seeing one :) I need a LION/LIONESS for my case against the local school district I taught at. I came over from Lisa’s video she posted today where she mentioned your channel. Also, I am so sorry to hear you have gone thru this and are battling the fight. ❤

Thanks for the video. I have a case which I'm going to summarize it like a scenario below and my question is about timing which is about 2 years between the discrimination and retaliation: An employee filed a discrimination complaint in 2020. His supervisor rated him before and after the complaint as outstanding and nominated him for awards. Then both supervisor and the employee left that office. The employee still works with the same agency (different office) but thr supervisor works for a different agency. The employee applied for a position with his previous office after two years of discrimination complaint. The hiring official did a reference check with the employee's former supervisor. He provided horrible feedback which caused the employee to not getting selected. The hiring documents which was obtained by his union, indicates the reason for nonselection was negative feedback. In accordance with an EEOC example ( shown in their website), this is retaliation specially since the employees performance appraisal was outstanding. The employee filed a retaliation complaint and it is under investigation. Is timing between the discrimination EEO complaint and retaliation ( two years) can cause any issues in this case?

This is super helpful info! Thanks.

Great material!

Could you make a video for a federal employee retaliation emphasizing on a hiring or promotion selection factors. I read on EEOC Website that negative reference check feedback is against the law. And if the reference check feedback is a false statement, and causing a non-selection ( of person with a previous EEO activity), both the reference and the hiring manager are liable for retaliation. Could you also explain this?

Question: this process you explained, is different for retaliation, right? Because, for federal employee retaliation, the "but for" doesn't apply. The prior EEO activity could be one of many other factors in a retaliation motivation. That's my understanding. The " but for" motivation, is only applies to private sector. Please correct me if I'm wrong. Thanks

These videos are helping to keep me motivated in my fight... thanks!

Can you please list the resources to back some of these points? Specifically that "once disability has been determined, they cannot ask for additional medical info" and that "refusing to reply for more than 30 days is a denial"... My request was ignored for months!!

Great topic!

Love the graphics!

This was very interesting! I had to watch it more than once.

What was the rationale for giving and then taking away reasonable accommodation?

I like this series bringing awareness to the stories of people being discriminated against by these federal agencies.

Asking the person needing accommodation to enforce a rule like this adds additional social pressure that creates a toxic work environment in addition to the stress of a life threatening allergy.

Thank you for this!

Poor guy!

8 years?? Oh man...

Great advice 👍 Interesting, too

Wow, finally someone is covering this.

This is great information. I like that you highlight the need for documentation and the need to remain professional.

Thanks for sharing your wisdom about filing an EEO complaint!

This is great new advice! I haven’t seen it anywhere else! Thank you!

Please let me know if this video is helpful. Feel free to ask questions. Let's fight discrimination together and win.

Great insights! Looking forward to hearing more.

Thanks for sharing! 👍🏾