Today is
Federal Employees... Victims of
"On-Job Harassment, Discrimination, Retaliation, and Civil Rights Violations"
The Largest Employer of the United States of America is the "Worse Working Place" in America.
The Federal Government, and the use of its own Department of Justice, that is used against employees who cry foul when subjected to on job harassment and degradation.
Abuse Types
Words like "Harassment, Discrimination, Verbal Abuse, Intimidation, Emotional Harassment, Sexual Abuse, Visual Sexual Harassment, Civil Rights Violations, Verbal Degradation, Verbal Intimidation, and Boss Bullying"..., aren't just words when you're the one that is on the other side of these types of attacks.
Who and What establishes Abuse
An Individual is affected emotionally, if they hear, see, or are made aware of abusive behavior by another employee, manager or executive, to the extent that..., the individual is consciously stressed with the anticipation that these unprofessional acts will eventually fall on their lap. Conscious knowledge of abuse of any kind..., is abuse itself.
What Drives a Abuser
Recognize that an on job bully, uses intimidation as a tool, uses lack of actions by supervisors and management as a tool against the fellow employee victim, uses his or her close relationship with a supervisor or management to reap benefits of conscious freedom to abuse and intimidate..., knowing that punishment will rarely take place.., if at all..., and if punishment does take place, minimum punishment will be enforced.
How is the abused affected
The Psyche of the victim is that of "humiliation, disgrace, confusion, embarrassment, shame, dishonor, demeaned, loneliness" and other terms that describe a person that must yield themselves to abuse in order to provide food for their children. The degradation of ones consciousness is the acknowledgement that one must yield ones person to eat.
Why does some abuse
The Psyche of the abuser is that of "power, confidence, encouragement, exuberance, satisfaction, approval, pleasure" and all the good adjectives that describe ones work environment when one knows that he/she is free to dominate.
Professionalism is demanded, Accountability is demanded, and Respect is demanded,,,
none of which is "requested"
It is the responsibility of the employer to provide a physically, mentally, and emotionally safe working environment, protection against abusive behavior from others, protection against retaliatory management, protection against criminal activity, and protection against ones privately disclosed concerns regarding other employees who have a disposition to behave unprofessionally.
The Defense of ones ability to work and prosper in these United States of America is on the shoulders of the Federal Government, but, when the employees of the Federal Government are the ones who are suffering from worse type working scenarios than any average American Citizen would be subjected too... would lead one to believe that asking a federal employee for empathy, or consideration of ones harassment case, will probably fall on death ears.
The Federal Government, is..., itself.., abusing, and allowing abuse..., within its ranks.
Numerous Complaints have been lodged over the years, yielding no results, primarily due to the government itself, providing, the defense for the accused within its ranks..., using money provided by the employees who are complaining, paid in the form of "taxes".
It's the victims of on job abuses by the federal management employees who are suffering double abuse by receiving that abusive act itself, then the subsequent abuse by management in the form of denial of allegations, and the initiation of retaliatory acts and actions.
Gathering verifiable evidence is your only protection and your form of defense
It is Irresponsible of every employee, every supervisor, every management member, and every executive, who do not take action, immediately, upon seeing or gaining information regarding any abusive act or actions by any employee who work for the United States Government. Every individual employee is responsible for demanding the utmost of professionalism within his/her hearing rang or viewing distance.
Take Action. Record Abuses with a cell phones or video record abuses with a cell phone..., it's call protecting your working environment from your own vices as well as others.
It's time to take the "Offensive"
It is extremely obvious that the Federal Government is incapable or unwilling to police its own staff of employees with any degree of competence, in that, laws like the Notification and Federal Employee Anti-discrimination and Retaliation Act of 2002 (No FEAR ACT)..., goes unmanaged, and provide no reports to the Department of Health and Human Services, as required by law.
Note the below: A response from the Office of Inspector General (OIG)
Dear Ms. Brown:
This is in response to the Freedom of Information Act (FOIA) request you submitted on April 22, 2010 to the Department of Health & Human Services, and received in the Office of Inspector General (OIG) on April 25, 2012, requesting a copy of all No Fear Act Annual Reports to Congress From Jan 2,2002 to Jan 2 2012.
This Office Performed a thorough search for records responsive to your request and could not locate any responsive documents.
Laws are in place, yet un-enforced
I find it appalling that the federal government would create agencies, specifically designed to prevent abuses..., then allows the agency created.. to abuse.....
The Proof to this is provided below, where I provide short comments from articles completed by people who have been following the government's lack of accountability for years.
Links below will provide you with the foundation of understanding associated with rules that agencies are required to follow, in terms of submitting annual reports..., as well as specific rules incorporated in the No FEAR ACT Law that are blatantly being ignored.
Here are the Facts
Below are evidences by history of letters sent to the President, pleading for his oversight of a out of control system of abuses that exist daily for defenseless employees, who receive no representation and net no satisfaction.
Below are the laws identified to represent and protect employees, and the reasoning for those laws are also provided below. Thus, we know that there are laws and agencies associated with defending on job abusive behavior, and retaliation.
Below are identified people who represent the management or voice of these agencies that are meant to protect and oversee outlandish on job behavior.
Below are descriptions of the types of offenses that take place within the working environment of the federal government, the largest employer in America.
How can we take control?
In the very near future, we will provide actual allegations of victims, subjected to abuses, while working for..., and in the federal government.
The Full Circle will be realized when a face of a psychologically damaged employee is brought to the forefront, as a representation of the lack of over site at a large scale, by the federal government itself, denying the pleasures of on-job psychological and emotional peace.
It's beyond consciousness to think that such rampant degrees of abuses take place within the federal government staff of employees..., the same staff of people who have the "authority" to oversee the United States of America's infrastructure and all its intricate moving parts.
It's time to shine a very bright light on the darkness of "Mental & Emotional On-Job Degradation" and the lack of accountability, and complicity by federal government management.
In My Opinion
ASMFMB
5/8/2012
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Your comments will be added to the article that you write about, so include the article title
Links to current and past evidence of lack of accountability by the Federal Government, as well as rules and laws that are being un-enforced by agencies within the Federal Government.
Freedom Of Infomation Act Denies having any No Fear Anual Report, which is a requirement to file one every year.
March 12, 2012
Incerts from Letter to President from Coalation For Change, Inc...
Dear President Obama:
The Coalition For Change, Inc., (C4C) writes to request that you review our concerns and consider the recommendation transmitted herin to foster workforce diversity, to promot manageerial accountability and to curb the enormous costs to the taxpayer.
To begin with, we are concerned that the federal government, our nation's largest employer, maintains a culture of unbridled hostility towards African-American applicants and employees that adversely impacts the welfare of our community. Public servants of African descent, who challenge civil rights violations, routinely face prolonged litigation as well as retaliation including removal from federal service. Notably, the Equal Employment Opportunity Commission (EEOC) reported that Black/African-Americans continue to lead the race bases in complaint allegations. C4C members are also concerned that the Department of Justice (DOJ) routinely defends public officials as promulgated in 5 USC 2301.
Given our concerns, we ask that you issue an "Executive Order" to foster federal workplace accountability. The following narrative details the two (2) requirements we would like included in such an Executive Order.
EXECUTIVE ORDER-RECOMMENDATION ONE: Mandate through Executive Order that DOJ's Civil Division apply merit-based criteria before deciding to represent managers named as Responsible Management Officials (RMOs) in employment discrimination and retaliation cases brought by federal employees.
EXECUTIVE ORDER-RECOMMENDATION TWO: Mandate throuh Executive Order that executive branch agencies comply with Federal Civil Rights Laws and that agency officials found guilty of violations be disciplined.
Read More...
Letter from the Office of Inspector General regarding requested information by Ms. Evelyn Brown
Case Number: 2012-0404
May 1 2012
Ms. Evelyn Brown
Whistlewatch.Org
4435 Clares Street
Capitola CA 95010
Dear Ms. Brown:
This is in response to the Freedom of Information Act (FOIA) request you submitted on April 22, 2010 to the Department of Health & Human Services, and received in the Office of Inspector General (OIG) on April 25, 2012, requesting a copy of all No Fear Act Annual Reports to Congress From Jan 2,2002 to Jan 2 2012.
This Office Performed a thorough search for records responsive to your request and could not locate any responsive documents.
There is no charge for FOIA services in this instance because billable fees are under the Department's $25.00 cost effective threshold.
While we believe that an adequate search of appropriate files was conducted for the documents you seek, you have the right to appeal the finding that no records exist within the OIG responsive to your request. Should you wish to do so, your appeal should be mailed within thirty (30) days from the date of receipt of this letter, to the Director, News Division, Office of the Assistant Secretary for Public Affairs, Freedom of Information/Privacy Acts Division, Room 2221, Mary E. Switzer Building, 330 C Street, S.W., Washington, DC 20201. Clearly mark both the envelope and the letter of appear "FOIA APPEAL".
Sincerely
Robin R. Brooks
Director
Freedom of Information
The above is a retype of the actual letter itself by askfmb
WhistleWatch.Org
17:33, May 2, 2012 by Evelynn Brown, J.D., LL.M under: Government | Discuss
The main provision of the No-FEAR Act, Section 201, is to require federal agencies to pay awards for discrimination and retaliation violations out of their own budgets. They are required to reimburse the General Fund of the Treasury within a reasonable time of any such award.
Section 202 requires notification to all federal employees and applicants for employment about their rights under federal law. Such notification is now made on the Internet. All federal agencies are also required to provide training to all their employees about their rights and remedies under antidiscrimination and anti-retaliation laws.
Finally, Section 203 requires annual reports from each agency stating:
(1) the number of discrimination and retaliation cases filed against the agency;
(2) the status of those cases;
(3) the amount of money the agency must pay in connection with each case, stating separately the amount for the payment of attorneys’ fees, if any;
(4) the number of employees disciplined for discrimination, retaliation, harassment, or any other infraction of antidiscrimination and retaliation laws;
(5) equal employment opportunity data;
(6) the agency’s policy on disciplinary actions against Federal employees who discriminate or retaliate, and the number of employees who are disciplined in accordance with such policy and the specific nature of the disciplinary action taken;
(7) an analysis of the information including—
(A) an examination of trends;
(B) causal analysis;
(C) practical knowledge gained through experience; and
(D) any actions planned or taken to improve complaint or civil rights programs of the agency; and
(8) any adjustment to comply with the requirements under section 201.
The Act also permits rule-making, and requires studies of retaliation and discrimination by federal agencies.
Read More..
May 1, 2012 at 10:13:25
www.opednews.com
By Ward Jordan (about the author)
On May 15, 2002, President George W. Bush signed the Notification and Federal Employee Anti-discrimination and Retaliation Act of 2002. The United States federal law, popularly called the No FEAR Act, is also known as Public Law 107--174. The "No FEAR" Act was passed to discourage federal managers from engaging in unlawful discrimination and retaliation which threatens the well-being of subordinate employees and impairs the efficiency of government operations. Today, nearly a decade since the passage of "No FEAR," employment discrimination complaints are on the rise, and "terror," which Merriam-Webster chiefly defines as "state of intense fear," encases the federal landscape.
The Equal Employment Opportunity Commission (EEOC) issued a press release last July citing "retaliation" was the most common discrimination charge against the federal government", our nation's largest employer. According to the EEOC, federal employees and applicants filed 17,583 complaints of employment discrimination during fiscal year 2010, a 3.75 percent increase over the previous year.
No FEAR complaint statistics disclose a deteriorating workplace culture at the U.S. Department of Commerce, the cabinet department which is to "promote job creation and improved living standards for all Americans." Astoundingly, the number of "employment complaints filed against the Commerce Department" catapulted from 131 in fiscal year 2008, to 412 in fiscal year 2009, to 1102 in fiscal year 2010.
More...
May 5, 2012 at 08:39:38
www.opednews.com
The ACORN 8 ( http://www.acorn8.com ) and the USDA Coalition of Minority Employees will co-host this year's Whistleblower Summit--Civil & Human Rights Conference in Washington, DC. Due to overwhelming interest, the historic event has grown and is extended to May 21-23, 2012. This Civil & Human Rights Conference will focus on three themes 1) Obama's War on Whistleblowers, 2) workplace violence or Obama's War on Women, and 3) Count It Up--adding up the total costs of retaliation and discrimination. The following Letter to President Barack Obama about workplace violence at the U.S. Department of Agriculture was written by Lesa Donnelly one of the participants in this year's historic conference.
In My Opinion
ASMFMB
5/1/2012
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