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This bill would seek to prevent discrimination in federal agencies by creating new procedures for handling it. It sets up an independent Equal Employment Opportunity program in every federal agency, tasked with resolving discrimination and retaliation issues. They would report directly to the head of the agency.

This bill also sets up new procedures for handling EEOC issues. If the Equal Employment Opportunity Commission found a case of discrimination or retaliation in a federal agency, that agency would have 30 days to create a notification on their website detailing what happened, the laws that were broken and the day that the EEOC ruled on it. The agency would also have to put a link to this notification on their website’s homepage and leave it up for a year. The agency would also have to report to the EEOC on how the employee that made the violation was disciplined. EEOC rulings would also be reported to the Office of the Special Counsel.

Federal agencies would also have to initiate a tracking process for complaints of discrimination or retaliation. Employees that were subject to discriminatory action would have this noted in their personnel file. Finally, the bill bans non-disclosure agreements within federal agencies.

","official_title":"To amend the Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 to strengthen Federal antidiscrimination laws enforced by the Equal Employment Opportunity Commission and expand accountability within the Federal Government, and for other purposes.","short_title":"Federal Employee Antidiscrimination Act of 2017","popular_title":null,"short_summary":"(This measure has not been amended since it was introduced. 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Changing How Federal Agencies Deal With Workplace Discrimination