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The Commission will now redact Complainants' names when it publishes decisions. Beginning GGary October 1,all federal sector appellate decisions issued for publication will use a randomly generated name as a substitute for the name of the complainant, rather than the generic term "Complainant. The Commission found that the Agency's investigation was inadequate and lacked the thoroughness required for the fact finder to address whether discrimination occurred. Specifically, the record contained inadequate documentary evidence for the Commission to determine whether the Agency's legitimate, nondiscriminatory reason was pretextual. While the Agency's infian of production is not onerous, it must provide a specific, clear, legitimate, and individualized explanation that provides an opportunity for Complainant to satisfy her ultimate burden of proof of pretext. Agency officials testified that Complainant was not selected for the vacancy because her performance evaluation rating was lower than the Selectee's and because her responses to the interview questions were not as good as the Selectee's.

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The Commission noted that, to the extent the Agency asiian asserting that Complainant attended the training he initially requested, the matter had not been rendered moot. Monroe A. The Commission remanded Complainant's entire hostile work environment claim for investigation.

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Complainant provided the Investigator with a list of witnesses who Complainant believed would support her claims of discrimination and retaliation. The Agency dismissed the complaint for failure to state a claim, stating that Complainant's two letters of warning were settled during the grievance process. Dep't of Def. The Commission's regulations provide that when a person is covered by a collective bargaining agreement that permits claims of discrimination to be raised in a negotiated grievance procedure, such as in Complainant's case, a person wishing to file a complaint of alleged employment discrimination must elect to raise it under either the EEO process or the negotiated grievance procedure, but not both.

Dep't of Homeland Sec. The Commission reopened the case on its own motion to address Complainant's argument that her award of compensatory damages should be adjusted upward to for inflation and reflect the present-day dollar value of comparable awards.

The evidence in the record clearly established a nexus between Complainant's medical bills and the discriminatory actions. Complaint included 10 incidents in support of her complaint.

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Therefore, the Agency failed to establish that the instant matter was raised in a prior complaint, and its dismissal was improper. Complaint Improperly Dismissed. The AJ then reduced the Gayr by half citing Complainant's assertion that the retaliatory harassment contributed to the emotional harm she experienced.

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The Agency properly excluded all pre-complaint services except for two hours, which was consistent with prior Commission precedent. The Agency accepted the hourly rates for Complainant's attorney and a paralegal, but reduced the of hours claimed for time spent prior to the time Complainant filed her complaint.

Complainant, through her attorney, claimed that she experienced mental anguish and humiliation after not receiving the promotion, felt helpless, suffered diminished self-esteem, and developed migraines, elevated blood pressure and weight gain. The Commission reversed the Agency's dismissal and remanded the complaint for processing. Specifically, the investigation vt not contain sufficient evidence to ascertain whether Complainant's conflicts with management resulted from Complainant acting in an inappropriately contentious and challenging manner towards ondian, as the Agency contended, or because of sexist attitudes towards assertive women like Complainant, especially in light of her complaints about her treatment.

The Agency dismissed the instant complaint as being identical to a ly filed EEO complaint. Complainant filed a formal complaint alleging kndian the Agency subjected him to discrimination when he was not given an office key as were other managers, and the County Executive Director called him "lazy.

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The duty to reasonably accommodate employees is ongoing and constitutes a violation each time the employee needs it. Desire M. In addition, some of the incidents Complainant cited occurred within 45 days of the date on which she contacted the EEO Counselor. Complainant presented evidence establishing that he was embarrassed and humiliated because the Letter of Warning remained in his file longer than warranted. Lexie T. Donovan O.

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The Commission remanded the matter to the Agency for a supplemental investigation. Dismissals See also by category, this issue. The Commission will now redact Complainants' names when it publishes decisions. Joey B.

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The Commission stated that it was more reasonable to find that Complainant's experience with anxiety, exaggerated startle response, avoidant behavior, hypervigilance, and thoughts of suicide were related to the sexual harassment. Filiberto H. Therefore, Complainant's allegation that he was denied ctt accommodation was timely raised. While the Agency's burden of production is not onerous, it must provide a specific, clear, legitimate, and individualized explanation that provides an opportunity for Womeh to satisfy her ultimate burden of proof of pretext.

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Velva B. Nevertheless, Complainant timely contacted the Commission and filed a request for a hearing, as well as an appeal.

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The Commission found that the numerosity prerequisite for a class complaint was not met because Complainant did not provide support for his estimate of the of class members, but only speculated that other African-Americans applied for GS positions in all the other regions over a year period. Tyree L. On appeal, the Commission acknowledged that Complainant claimed her emotional harm was due in part to the alleged retaliatory harassment.

Gena C.

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The record also did not contain contemporaneous interview notes or scoring AAny summarizing the interview panelists' impressions of the candidates, or the testimony of one interview panelist. Complainant stated, among other things, that he was denied training courses on multiple occasions, given a lower salary after receiving a promotion, and threatened with removal. Lara G.

On appeal, the Commission stated that Complainant was alleging that she has been subjected to an ongoing pattern of discrimination and reprisal. Wayne C. Complainant filed a formal complaint alleging that she was subjected to ongoing inappropriate sexual remarks by her co-worker, who continued the harassing behavior for several months; and, after she complained about being subjected to sexual remarks, she was retaliated against when a manager disclosed her written report of contact to several co-workers.

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Dep't of Agric. The Commission noted that if a final Agency decision is issued on a prior complaint, Complainant may raise his concerns regarding complaint processing in an appeal.

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Glenna D.