The Equal Employment Opportunity Commission (EEOC) provides leadership and guidance to Federal agencies on all aspects of the Federal Government’s Equal Employment Opportunity (EEO) Program.
EEOC has responsibility for enforcing all Federal EEO laws, and the duty to coordinate and lead the Federal government’s effort to eradicate workplace discrimination: Executive Order 12067.
EEOC implements the required coordination duties of Executive Order 12067: Procedures on Interagency Coordination of Equal Employment Opportunity Issuances, 29 C.F.R. Part 1690 and Internal EEOC Coordination Order: EEOC Order No. 150.004.
EEOC requires Federal agencies to develop affirmative employment programs in accordance with EEOC Federal sector regulation at 29 C.F.R. §1614.602 under the guidance of Management Directive (MD) 715.
EEOC issues guidance for drafting a reasonable accommodation process and requires agency submission of plans to EEOC for review under Executive Order 13164, Requiring Federal Agencies to Establish Procedures to Facilitate the Provision of Reasonable Accommodation.
Under the “Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002” (also known as the “NoFEAR Act”), Federal agencies are required to file annual reports with EEOC concerning employment discrimination cases filed against them, how the cases were resolved, any monetary awards, policies for disciplining employees found to have violated Federal anti-discriminations laws, the number of employees so disciplined, and the discipline taken: Federal Register Docket E6-12432
EEOC provides training programs for Federal employers.