Return to Article: Judge finds FAA managers participated in sex discrimination plot
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7259
1) Nothing has hapened . The two senior managers (AHS-1 & ASH-10) are still in charge. The administrator has done NOTHING!
2) There is absolutely, positively, NO TRUST when it come to dealing with ASH managers. Watch your back!
3) If any ASH employee did what AHS-1 & ASH-10 did, they would be on the street without a job so fast it would make your head spin.
4) Administrator Blakey what happened to the following value as stated in the new FAA Flight Plan (see page 3): Integrity is our character. - We do the right thing, even if no one is looking. I guess that only applies to employees, not senior FAA managers like AHS-1 & ASH-10!
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7254
John, not to worry, I have already notified the IG. As for the RATS in Security, well I hope they are scared to death, now they know how some of us feel when we are harrassed, I mean put under investigation for 2 1/2 years. It isn't such a pleasant feeling. I worked in Security for 10 years of my nearly 16 year career and while in Security I was sexually assaulted by a co-worker, required to wear a wire and buy drugs from an employee at the Aeronautical Center, arrested at JFK airport so they could TEST the security screeners, and I gave at least 10 disks with information to the 9/11 committee. Oh yeah, I am really feeling bad for them!!!!!!!!
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7149
It will be intersting to see what action the FAA Administrator will pursue in this case, since one of the persistant concerns in FAA employee surveys continues to be a "management trust" issue. Clearly the agency has expounded loud and clear on fairness in thw workplace. Let us see an example of it. The courts findings would be just cause forimmediate dismissal in any other private sector occupation. Referencing the case file identifier would be helpful, as this decision will surely not be published and held out to the general public. Such a continued waste on money and resources. IG where are you now?
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6805
It's about time. Three cheers for Jim Vanderpool! Knowing the FAA the three offenders will get promoted and sent to another region.
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6778
In line with this ruling, there should be investigations as to how Gripper forced at least one male to be hired as a manager instead of the female choice of the region involved.
From that male manager came the hiring of a female over a white male for a position with specific investigative requirements which the female did not have but which the male possessed a minimum of 15 years experience.
Did Hamory, Gripper and Coulter get their annual bonus for a job well done?
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6772
For anyone that truly wants a non gender-, sex-, height-, race-, weight-, etc. based hiring program, it is very simple.
First - Make every application appear the same whether currently in the public or private sector.
Second - Remove all references to the individual and give them totally non-specific application numbers.
Third - Give the qualifications portion to the HR authority to select the top ten within a reasonable time limit - 30 days? - and send specific reply to each applicant with a "you have been selected for further review" or "thank you for applying but your application was not selected for further consideration because _____" notification.
Fourth - Create a panel of current employees to interview the candidates and select the top three based on experience and personality match with the workforce. Each candidate should be asked the same questions with the candidate being free to ask whatever they desire within a specific time limit. Again, a courtesy letter for those not selected with a similar notification of cause should be sent.
Fifth - Let the direct supervisor make a decision from these three within another week. Again, a courtesy letter for those not selected with a similar notification of cause should be sent.
Now, if you've quit laughing, throw this whole plan out because OPM and the other powers that be would never allow a system like it - too responsive, shares decisions with the applicants' potential co-workers which would promote workforce unity, and actually imposes a test for qualification match vice other arbitrary factors. WHAT was I thinking?
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6749
Another case in point for much needed EEO Reform! I am for equal opportunity for the genders, but let's stop glossing over selection factors! Let's be fair about it and not allow some management hidden agenda to dictate hiring practices. Let's take the management foxes out of the EEO hen houses!!!!
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6707
These managers' behavior was reprehensible. However...
Will someone please investigate the multitude of times FAA managers artificially manipulated selection criteria to make sure their less qualified white male friends were selected instead of the better qualified women?
To quote another Mailbag commenter: All things being equal (education, experience) it takes a woman 8 YEARS longer to reach middle management than a man (this is from the government's own study of sexual discrimination). The fact that the ratio of earnings between Men vs Women in this country has WORSENED in the last 20 years should mean something.
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6689
For all of those naysayers who think management is so pure, here is just another case of MANAGEMENT doing the wrong thing. Breaking the law to satisfy their warped perception of reality, or the the way they want things to be.
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6686
"Diversity", in the FAA, means anyone except a white male may be promoted. This case is typical of hundreds of instances where "Pay for Performance" means you have to promote less qualified minorities and women, and everyone knows that is what you are doing, and that white males don't have equal opportunity.
When white males in the FAA file EEO complaints, they are laughed out of town.
Everyone knows it.
This is how the FAA is run.
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