The Notification and Federal Employee Anti-discrimination and Retaliation (No FEAR) Act (Public Law No. 107-174) was signed into law on May 15, 2002.
The intent of this legislation 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.
Additionally, No FEAR Act requires federal agencies to…
- Notify employees and applicants for employment about their rights and remedies applicable to employees under this law;
- 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;
- As appropriate, reimburse the Judgment Fund for any discrimination- and whistleblower-related settlements or judgments reach in Federal court; and
- Produce annual reports of status and progress to Congress, the Attorney General, the Office of Personnel Management, and the U.S. Equal Employment Opportunity Commission.