Week 7 - Assignment 3.doc - AGENCY\u2019S LAW AND ETHICS OF HIRING A DIVERSE WORKFORCE PART 3 Agency\u2019s Law and Ethics of Hiring a Diverse Workforce Part

Week 7 - Assignment 3.doc - AGENCYu2019S LAW AND ETHICS OF...

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AGENCY’S LAW AND ETHICS OF HIRING A DIVERSE WORKFORCE, PART 3 1 Agency’s Law and Ethics of Hiring a Diverse Workforce, Part 3 Barbara E. Landis Strayer University PAD530 Public Personnel Management Dr. Mark Pantaleo 2/24/2020
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AGENCY’S LAW AND ETHICS OF HIRING A DIVERSE WORKFORCE, PART 3 2 Laws Affecting the Agency The Office of the Assistant General Counsel for Contractor Human Resources provides legal support to Department of Energy headquarters and field personnel regarding matters arising under Department of Energy contracts pertaining to labor standards laws, labor relations laws, workforce restructuring, compensation, employee pension and other benefit plans, and other related issues as necessary. The office reviews Congressional inquiries and proposed legislation related to the above subject matter areas, and proposed rulemakings to revise the Federal Acquisition Regulation and rulemakings initiated by Department of Energy to revise the Department of Energy Acquisition Regulation (About, n.d.). One legal case the Department of Energy found themselves a part of is EEOC No. 0720130030, Alex W. v. Department of Energy . Discrimination was found in the case of an African-American Director of the agency who was subjected to harassment when another agency employee discussed him in defamatory e-mails and newspaper articles. It was well known that a supervisor within the agency was responsible for the leaks and e-mails, and that his actions were based on the complainant’s protected status as an African-American. The supervisor’s actions were severe and pervasive enough to constitute harassment and the facility had a history of subjecting African-American employees to extreme bigotry, including highly charged racial epithets and highly charged derogatory symbols of discrimination. The Department of Energy found themselves in another legal case around another harassment claim. In Reggie D. v. Department of Energy , reprisal found where the complainant, who had filed a successful complaint of harassment based on sexual orientation, claimed continuing harassment. The complainant’s prior EEO activity was known throughout the workplace because of the number of persons involved. Personnel Recruitment and Hiring Practices
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AGENCY’S LAW AND ETHICS OF HIRING A DIVERSE WORKFORCE, PART 3 3 In June 2019, the Office of Economic Impact and Diversity hosted a celebration of LGBTQ Pride Month at the Department of Energy headquarters in Washington, D.C., and was recorded for posting on the internet.
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