DOCR Reports
Equal Employment Opportunity Commission Form 462
In line with requirements from the Equal Employment Opportunity Commission (EEOC) Regulation 29 C.F.R. § 1614.602, DOT’s EEOC Form 462 includes information concerning pre-complaint counseling and the status, processing and disposition of complaints at such times and in such manner as the Commission prescribes.
Management Directive 715 (MD-715) Report Part J
Section 501 of the Rehabilitation Act of 1973, the EEOC Regulation 29 C.F.R. § 1614.203(d), and Management Directive 715 (MD-715), require Federal agencies to maintain and post their Affirmative Action Plan for the recruitment, hiring, advancement, and retention of persons with disabilities to their public website. In line with these requirements, Part J of DOT’s FY 2024 MD-715 Report encompasses these efforts.
No FEAR Act
The Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 (No FEAR Act) became effective on October 1, 2003. The Act imposes additional duties upon Federal agency employers intended to reinvigorate their longstanding obligation to provide a work environment free of discrimination and retaliation.
Federal Agency Requirements
The additional obligations contained in the No FEAR Act can be broken down into five categories:
- A Federal agency must reimburse the Judgment Fund for payments made to employees, former employees, or applicants for Federal employment because of actual or alleged violations of Federal employment discrimination laws, Federal whistleblower protection laws, and retaliation claims arising from the assertion of rights under those laws.
- An agency must provide annual notice to its employees, former employees, and applicants for Federal employment concerning the rights and remedies applicable to them under the employment discrimination and whistleblower protection laws.
- At least every two years, an agency must provide training to its employees, including managers, regarding the rights and remedies available under the employment discrimination and whistleblower protection laws.
- An agency must submit to Congress, EEOC, the Department of Justice, and OPM, an annual report setting forth information about the agency's efforts to improve compliance with the employment discrimination and whistleblower protection laws and detailing the status of complaints brought against the agency under these laws.
- An agency must post quarterly on its public Web site summary statistical data pertaining to EEO complaints filed with the agency.