Which equal employment opportunity Act requires reasonable and effective accommodations for disabled

Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002

Pursuant to the requirements of 5 CFR 724.202 ("Notice obligations"), the Office of the Director of National Intelligence hereby publishes this No FEAR Act Notice. The purpose of this notice is to inform ODNI and Intelligence Community employees, former employees, and applicants for employment of the rights and protections available under Federal antidiscrimination and whistleblower protection laws. This Notice follows the model language provided by the Office of Personnel Management in the Final Rule, Implementation of Title II of the Notification and Federal Employee Anti-discrimination and Retaliation Act of 2002 - Notification & Training (71 Fed. Reg. 41095). Any questions regarding this notice should be directed to ODNI Equal Employment Opportunity hotline – 301-243-0704

On May 15, 2002, Congress enacted the "Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002," which is now known as the No FEAR Act. The Act is intended to "require that Federal agencies be accountable for violations of antidiscrimination and whistleblower protection laws." Public Law 107-174, Summary. In support of this purpose, Congress found that "agencies cannot run effectively if those agencies practice or tolerate discrimination." Public Law 107-174, Title I, General Provisions, section 101(1).

The Act also requires this agency to provide this notice to Federal employees, former Federal employees and applicants for Federal employment to inform you of the rights and protections available to you under Federal antidiscrimination and whistleblower protection laws.

On January 1, 2021, Congress enacted the Elijah E. Cummings Federal Employee Antidiscrimination Act of 2020 as part of William M. Thornberry National Defense Authorization Act for Fiscal Year 2021. The amendment requires additional reporting and accountability measures to ensure greater transparency and implementation of corrective actions when necessary.

Existing Rights Unchanged: Pursuant to section 205 of the No FEAR Act, neither the Act nor this notice creates, expands or reduces any rights otherwise available to any employee, former employee or applicant under the laws of the United States, including the provisions of law specified in 5 U.S.C. 2302(d).

Online Posting of EEO Complaint Data

The Notification and Federal Employee Anti-discrimination and Retaliation (No FEAR) Act requires each federal agency to post on its public website summary statistical data relating to equal employment opportunity complaints filed against the agency. The agency must post data for the current fiscal year on a cumulative basis (year-to-date information), updated quarterly. An agency must also post year-end data for the five previous fiscal years for comparison purposes. The posting of EEO data on agency public websites is intended to help Congress, Federal agencies, and the public assess whether and the extent to which agencies are living up to their equal employment opportunity responsibilities.

Fiscal 2006 is the first available year for data related to the equal employment opportunity complaints filed against the Office of the Director of National Intelligence. The ODNI was established with enactment of the Intelligence Reform and Terrorism Prevention Act of 2004 on December 17, 2004, Public Law 108-458. The first Director of National Intelligence, Ambassador John D. Negroponte, was confirmed by the Senate and sworn in on April 21, 2005. In January 2006, the DNI appointed the agency's first Chief, Intelligence Community EEO and Diversity, Mr. John Robinson, and tasked him with establishing internal processes within the ODNI while exercising the DNI's authority in the area of EEO and diversity throughout the Intelligence Community.

No Fear Act Quarterly Reports (5 years)

• July 2022
• April 2022
• January 2022
• October 2021
• July 2021
• April 2021
• January 2021
• October 2020
• July 2020
• April 2020
• January 2020
• October 2019
• July 2019
• April 2019
• January 2019
• October 2018
• July 2018
• April 2018
• January 2018
• October 2017
• July 2017
• April 2017
• January 2016
• October 2015
• April 2015
• January 2015
• October 2014
• May 2014
• January 2014

On May 15, 2002, Congress enacted the ‘‘Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002,’’ which is now known as the No FEAR Act. One purpose of the No FEAR Act is to ‘‘require that Federal agencies be accountable for violations of antidiscrimination and whistleblower protection laws.’’ Pub. L. 107–174, Summary. In support of this purpose, Congress found that ‘‘agencies cannot be run effectively if those agencies practice or tolerate discrimination.’’ Pub. L. 107– 74, Title I, General Provisions, section 101(1).

The Act also requires this agency to provide this notice to Federal employees, former Federal employees and applicants for Federal employment to inform them of their rights and protections. All CDC/ATSDR staff is required to complete a mandatory No FEAR Act training. CDC/ATSDR is committed to complying with the polices, regulations and procedures as outlined in the Act.

For more information about the No FEAR Act, please visit Office of Personnel Managementexternal icon.

No FEAR Act Data

The Notification and Federal Employee Antidiscrimination and Retaliation (No FEAR) Act of 2002 (Public Law No. 107-174) was passed by both houses of Congress and was signed into law by President Bush on May 15, 2002. This landmark legislation became effective on October 1, 2003.

The intent of the Act is to help ensure that federal agencies…

• Demonstrate a commitment to ensuring that employees who pursue claims under the federal administrative equal employment opportunity (EEO) complaint process and who engage in whistleblower activities are protected and are not retaliated against; and
• Act more expeditiously to resolve complaints that are raised at the administrative level when it is appropriate to do so.

In addition, the No FEAR Act requires federal agencies to…

• Notify employees and applicants for employment about their rights and remedies applicable to employees under this law cited in section 201(c) (Title 5, United States Code, Section 2302(b));
• Post statistical data relating to federal sector equal employment opportunity complaints on its public Web site;
• Ensure that their managers have adequate training in the management of a diverse workforce, early and alternative conflict resolution, and essential communications skills;
• Conduct studies on the trends and causes of complaints of discrimination;
• Implement new measures to improve the complaint process and the work environment;
• Initiate timely and appropriate discipline against employees who engage in misconduct related to discrimination or reprisal;
• Reimburse the Judgment Fund for any discrimination- and whistleblower-related settlements or judgments reach in Federal court;
• Produce annual reports of status and progress to Congress, the Attorney General, and the U.S. Equal Employment Commission; and
• Statistical data relating to the Department of Health and Human Services equal employment opportunity complaints is available on the DHHS Web site.

What is the primary purpose of the No Fear Act quizlet?

What does management directive 715 provide to federal agencies quizlet?

Which term describes a person who exposes any kind of information or activity that is deemed illegal?