UNLEASH No FEAR

The Coalition For Change, Inc. (C4C) C4C

At this very momentcountless citizens across America are being….

treated unfairly

retaliated against by government officials

harasseddiscriminated against

bullied

assaulted

The American public continues to experience:

increased costs inexcusable delays unfair denial of

governmentbenefits or services

Why?

Because our government

tolerates retaliation &

discriminationin

the workplace.

On May 15, 2002, Congress passed the Notification and Federal Anti-Discrimination and Retaliation (No FEAR) Act after hearing testimony that federal workforce abuse reduces government’s ability to timely and adequately address vital public needs.

Reference: Public Law 107–174—MAY 15, 2002

“No FEAR Act was to make federal managers and agencies more accountable to their employees when allegations of discrimination, retaliation, and harassment are made.”

Wang, N.Y. (2004). Employment Discrimination Issues: Putting Bite Into Federal Employment Discrimination, Vol. 52 No. 3 (p1) . U.S. Attorney’s Bulletin.

Eleven years after the passage of No FEAR federal officials continue

to violate laws with impunity and without

“consequences.”

The U.S. Office of Special Counsel (OSC), an independent federal investigative and prosecutorial agency reported the following on January 3, 2012:

“As you may already know, OSC is experiencing record increases in its overall caseload across all program areas.”

Source: OSC Letter to Mr. Joseph Carson dated January 3, 2012.

OFFICIALS guilty of violating the civil rights of others are rarelysubjected to

-----

DISCIPLINE

No Accountability

In the Case of U.S. Department of Interior

CRAIG LITTLEJOHNAfter Equal Employment Opportunity Commission found Littlejohn GUILTY OF DISCRIMINATION on (07/02/10), U.S. Department of Interior rewarded the Chief Information Officer with a pay increase (07/18/10). (Pierre v. Salazar)

Source: Dept. of Interior Freedom of Information Act reply to The Coalition For Change, Inc. (C4C) dated January 20, 2012.

In the Case of U.S. Department of Commerce

FRED FANNING, JANA BROOKS and MARIO AQUINO.No recommendation for administrative action was considered for the named personnel guilty of exposing employees to “unsafe levels of asbestos” and “mismanaging asbestos conditions.” (Lee v. Locke)

Reference: Letter to President Obama from the Office of Special Counsel dated June 10, 2011, OSC File No. DI-10-0454 , Whistleblower Disclosure of Asbestos Conditions.

In the Case of U.S. Department of Agriculture

Managers who discriminated against Black, Hispanic, and Native American farmers were never disciplined.

Lucas, F. (2010, December 14). Fire USDA Employees Guilty of Discrimination, Black Farmer Activists Says. CNSNEWS.COM

Agriculture Secretary Tom Vilsack asserts firing USDA employees for discrimination is NOT the focus of his administration.

In the Case of Veterans Affairs

“The matters you are concerned with are preventive in nature. While the EEOC orders agencies to consider discipline, we have no authority to issue discipline.”

Source: May 13, 2011 letter from EEOC to C4C member - Isaac Decatur formerly of Veterans Affairs after he inquired about what actions would be taken to discipline agency officials for discrimination. Mr. Decatur proved he was discriminated

against by agency officials – Jeanette Butler and Maurice Troop.

In the Case of Army

Abuse, cover-up,

and wrongdoingin government impacts

the very lives of U.S. citizens.

Just ask Mr. Louis Murphy…

In 2011, Mr. Murphy settled a wrongful death suit against Brooke Army medical center after theloss of his wife, Ms. Felicia L. Murphy, who had dedicatedly served our country.

Reference: Zamost, S. , Griffin, D. and Ansari, A. (2012). January. 13, Doctors cheated on exams., CNN.

Civil Servants:America’s first line of defense.

To better protect our citizens, we must protect our Federal workers against

workplace abuse.

“Thus, the only requirements in No FEAR regarding discipline relate to the reporting requirements” (p.8). “Whether discipline should be imposed will depend on the disciplinary policies of the agency”(p.9).

C4C Note: Presently, if the offending agency chooses not to discipline employee; EEOC cannot enforce discipline for No FEAR violations. Source: Wells, C. (2004). Employment Discrimination Issues. Vol. 52 No. 3 (p8-9). U.S. Attorney’s Bulletin. The No FEAR Act: What Department of Justice Attorneys Need to Know.

Help Close the No FEAR LOOPHOLE

Tell President Obama to prescribe mandatory discipline to hold public officials accountable when found GUILTY of violating the civil rights of either public servants or the customers they are to faithfully serve.

UNLEASH

No FEAR

The Coalition For Change, Inc. (C4C)