completed our first session of the Anti-Harassment Policy which was submitted by the Agency to EEOC/OFO as a resolution to
address the numerous allegations of retaliation from their report date November
24, 2010. The members of the team are as follows:
Michael A. Castelle, Sr., NFPC/CPL33
Dwayne Person MARVP
Michael Meserve WRVP
Jerri Jones SCRFPC
Sandra "Sandy" Parr NCRFPC
David Gonzalez NERFPC
Mina Raskin EEO Officer FBOP
Paul Layer Chief LMR
Delaine Martin Hill Assistance General Counsel
Ramos Flores LMR Branch Specialist
Stephen Sample Senior EEO Specialist
The group is trying to create a definition for "zero tolerance" that
does not necessary lead to disciplinary action based on simple ignorance of ones actions based on cultural differences.
We believe if zero tolerance is too circumscribe the policy will have a opposite impact than what is intended. This is a work
The group has created a team to address "Hot Spots" were there has
been documented spikes in EEO Compliant's, Workplace Violence Allegations, etc. The team will consist of a selection
by the National Fair Practices Coordinator, Regional Director and a selection agree upon by both parties generally someone
both parties has confident in who is somewhat neutral to the situation they are going into. This individual needs to be objective
and not necessarily someone from the Agency. It could be someone from AFGE or an affiliated Union or not.
The team will report back to the NFPC, R/D, and EEO Officer and a determination
from the parties will be made to proceed forward for some type of regress.
We want to strengthen the Affirmative Action or Diversity Committee role
in addressing allegations of discrimination as intended at the institution level. We want the Affirmative Action/Diversity
Committee to play a role as reflect in Management Directive 110 and address allegation of discrimination in a effort to resolve
some claim of discrimination before a EEO Counselor is contacted.
Nevertheless, the forty-five day time frame to contact a EEO Counselor to
initiate the Agency's Administrative EEO process in still in play in accordance with statutory requirements. We are schedule
to meet against in November the week of November 14-18, 2011.
The Union's Team wants some type of accountability on the CEO of the facility
enforce what we agree on here and take corrective action if someone is confirm to have participated in a discriminatory practice
of retaliation, harassment sexual and none sexual.