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33years_here  
#1 Posted : Sunday, October 17, 2021 10:13:25 AM(UTC)
33years_here

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Looking for info on who hires, fires, directs & pays for the EEOC investigator, and what types of contact are appropriate between the Agency & EEOC investigator, prior to conducting the in-person interviews with witnesses?

Obviously there has to be some contact. I'm just curious what parameters, if any, EEOC places around it. I searched EEOC but couldn't find that kind of information.

Also... does anyone know what path the money follows to get into an investigator's pockets? Like are they contractors that work for EEOC, contractors to the Agency, or something else?

Thanks much. Hope ya'll are good.
frankgonzalez  
#2 Posted : Monday, October 18, 2021 3:34:54 AM(UTC)
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Originally Posted by: 33years_here Go to Quoted Post
Looking for info on who hires, fires, directs & pays for the EEOC investigator, and what types of contact are appropriate between the Agency & EEOC investigator, prior to conducting the in-person interviews with witnesses?

Obviously there has to be some contact. I'm just curious what parameters, if any, EEOC places around it. I searched EEOC but couldn't find that kind of information.

Also... does anyone know what path the money follows to get into an investigator's pockets? Like are they contractors that work for EEOC, contractors to the Agency, or something else?

Thanks much. Hope ya'll are good.
They can be internal agency employees, employees of another agency (via MOU or MOA) or contractors (depends on the agency), or a combination of all the above. For example, DoD uses its own investigators. My agency contracts out the investigation, though we are looking at the logistics of bringing it in-house (ie Do we have enough work for a full time investigator and will that show any cost savings to the agency vs using contractors).

The typical process is:
1. Agency contacts investigator with scope of investigation: what the accepted claims are, names of RMO(s), witnesses, etc, along with a copy of the counselor's report and the formal complaint.
2. Investigator reaches out to the agency with their investigation plan
3. Agency accepts or rejects investigation plan (typically, the plan is not rejected but sent back for correction...ie an accepted claim is missing in it, missing RMO or witnesses, etc.)
4. Investigator reaches out to the agency (typically the people who handle the informal complaint) to do document requests, get contact info for people to interview, etc. The documents are provided to the investigator (typically the Informal Complaints Manager handles this in the agencies I have worked at, so to eliminate confusion). If there are any questions on the documents (ie "Why are you asking for their last promotion SF50 when the claim is they were not selected by this agency?" or "Why are you not asking for the panel notes for the selection panel as this is a non-selection case but you asked for the cert of eligibles so understand what the claim is?"), the agency (typically the POC for the Doc request) will ask them for clarification.
5. Investigation report gets sent to Agency for review. If it is deficient, it is sent back with comments (typically these are interviews that don't address the allegations, missing documents and nothing to say why they are missing, etc) for correct/addition.
6. Investigation Report is finalized and accepted. Copies sent to complainant, OGC, etc for the record.
7. Complainant is sent options for next step (Final Agency Decision, aka FAD or Request a Hearing from the EEOC. Exception is mixed cases which can go to the MSPB and EEOC on the same issues, such as being terminated and the employee claims it was because of an EEOC covered aspect, then typically the complainant goes to MSPB after the investigation with appeal rights to the EEOC).

Edited by user Monday, October 18, 2021 3:35:32 AM(UTC)  | Reason: Not specified

You should have voted Cthulu...the greatest of all Evils
thanks 1 user thanked frankgonzalez for this useful post.
33years_here on 11/6/2021(UTC)
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