Attorney Monica Molnar Explains How the Management Directive 110 Can Help EEO Complainants
Posted By fedpractice || 29-Dec-2015
Has your supervisor treated you unfairly? Have they discriminated or retaliated against you? If so, you may be interested in filing an equal employment opportunity (EEO) complaint against them. If you choose to do so, you may find yourself willing to settle during the dispute resolution process. During this stage, many become frightened that their supervisor will be selected to negotiate the settlement. However, you do not have to fear this occurrence anymore.
A recent update issued by the Equal Employment Opportunity Commissions, Management Directive 110, disallows any management official who is involved with the case to have authority over the decision of your settlement.
The revised language in Management Directive 110 states that the agency is required to select a person to attend any settlement discussions assembled by a Commission Administrative Judge or to partake in an EEO dispute resolution. The agency should include an official who possesses settlement authority. It is to be noted that the agency official possessing settlement authority cannot be a responsible agency official or management official that is directly involved with that specific case. Involved parties can be present but may not have settlement authority.
This change is designed to provide a more just settlement negotiation. In addition, this change can help with federal EEO complainants.
To learn more about how this new change can benefit Federal EEO complainants, read this Federal News Radio articlewritten by Attorney Monica Molnar of The Federal Practice Group.