Sec. 5.

DATA TO BE POSTED BY
EMPLOYING FEDERAL
AGENCIES

Amends Sec. 301(b) of No FEAR

requires agencies to post on its website
the date of discrimination finding, the
affected agency, and the law violated and
whether a decision about disciplinary
action has been made. It also requires
agencies to post class action data
against
the
agency
alleging
discrimination or retaliation including
complaint status, date filed, case
numbers, summary of allegations, and
number of plaintiffs.
Sec. 6. DATA TO BE POSTED
BY EEOC

Sec. 8. NON-DISCLOUSRE

AGREEMENT LIMITATION

Amends 5 USC Section 2302(b)

paragraph (13) - by inserting or the
Office of Special Counsel after
Inspector General. Prohibits using

nondisclosure agreements (a.k.a.

gag orders) to restrict an employee
from disclosing to Congress, the
Office of Special Counsel, or an
inspector general any information
that relates to any violation of law,
rule, or regulation or instance of
waste, fraud, or abuse.
VIDEO Example: Veterans Affairs

H.R. 1557
Federal Employee
Antidiscrimination
Act of 2015

Amends Sec. 302(b) of No FEAR requires the EEOC to capture agency

data as cited in Sec. 5 above.
Sec. 7. No FEAR AMENDMENTS

Adds Section 207 Complaint Tracking

System.
Adds Section 208 Notation in
Personnel Record. (If an agency takes
adverse action covered under 5 USC
Section 7512 against an employee for an
act of discrimination or retaliation a
notation of the adverse action and the
reason for the action shall be placed in
the employee personnel record.)
TITLE IV- PROCESSING AND
REFERRAL
Sec. 401 Processing and Resolution
of Complaints
Sec. 402 No Limitation on Human Capital
or General Counsel Advice
Sec. 403 Head of Program Reports
to Head of Agency
Sec. 404 Referrals of Findings of
Discrimination

FEA Act of 2015

Highlights
The Coalition for Change, Inc. (C4C)
addressing racism and reprisal
in the Federal sector.
Twitter C4C@C4CFED
P. O. B o x 1 4 2
Washington, DC 20044
Tel: 202-810-5985

Copyright 2015 All Rights Reserved

http://www.coalition4change.org/

H. R. 1557 Federal Employee

Antidiscrimination Act of 2015
About H.R. 1557
H.R. 1557 is a bill amending the
Notification and Federal Employee
Anti-discrimination and Retaliation
Act (No FEAR) of 2002. Namely,
H.R. 1557 strengthens Federal antidiscrimination laws enforced by the
Equal Employment Opportunity
Commission (EEOC) and expands
accountability within the Federal
government.
Representative

Elijah

Cummings,

Ranking Member of the House

Committee on Oversight and
Government Reform, introduced
H.R. 1557 on March 24, 2015. After
receiving bi-partisan support, the

Federal Employee
Antidiscrimination Act of 2015

SECTION 1.

Short Title

SECTION 2.

Sense of Congress

Sec. 2. SENSE OF CONGRESS

SECTION 3.

Notification of Violation

SECTION 4.

Reporting Requirements

SECTION 5.

Data To be Posted by
Employing Federal Agencies

SECTION 6.

Data To be Posted by
Equal Employment
Opportunity Commission

Amends Sec. 102 of No FEAR

Paragraph (4) accountability in
the enforcement of Federal employee
rights is furthered when Federal
agencies
take
appropriate
disciplinary action against Federal
employees who have been found to
have committed discriminatory or
retaliatory acts.
Sec. 3. NOTIFICATION OF
VIOLATION

SECTION 7.

Notification and Federal

Employee
Antidiscrimination
& Retaliation Act
Amendments

Amends Sec. 202 of No FEAR

requires that a Federal agency post
on its website any notice of agency
final action or EEOC appellate
decision involving a finding of
discrimination or retaliation.

SECTION 8.

Non-Disclosure Agreement
Limitations

Sec. 4. REPORTING

House of Representatives passed

H.R. 1557 by a vote of 403-0.
Cosponsors
Norton, Eleanor [D-DC0]
Chaffetz, Jason [R-UT3]
Jackson Lee, Sheila [D-TX18]
Sensenbrenner, James [R-WI5]

Sec. 1. SHORT TITLE

CONTENTS

REQUIREMENTS

Amends Sec. 203(a) of No FEAR

requires an agency to submit its No
FEAR Annual Report electronically
and adds a Disciplinary Action
Report requirement which directs
Federal agencies to submit to the
EEOC whether disciplinary action
has been initiated against a Federal
employee as a result of a violation.

The Federal EEO programs are

critical to ensuring that Federal
workplaces are free from discrimination
and that any barriers impeding fairness
in personnel decisions are identified and
eliminated.
--Rep. Elijah Cummings
TITLE IV- PROCESSING AND REFERRAL

I.
II.