GovernmentExecutive.com

Return to Article: EEOC unveils restructuring plans

• 9952
  

  I can't believe my dues are being used to save the jobs of overpaid under utilized management and excepted service attorneys at EEOC. I wish efforts of the magnitude AFGE Local 216 has invested in attempting to save the jobs of these employees, could have been employed in grievances and eeo complaints filed by bargaining unit employees who have suffered for years under the current EEOC structure and by the very management employees we are protecting. The union should be looking at how it can advance the secure the interests of bargaining unit employees who are soley doing the work of the Commission. Let the Commission do what it wants with these non-dues paying excepted service employees. These employees are consuming so much of our budget in salaries, but yet they do none of the day to day work of the Commission. They have done virtually nothing to further anti-discrimination law or the plight of bargaining unit employees. For years management and EEOC attorneys told the public that employment discrimination exists in less than 3 percent of the over 80,000 to 90,000 cases we receive a year. This percentage changed slightly, after the private legal community began to reveal otherwise. The Commission is held hostage by these self serving employees and I, for one, would like to see a change.

  I say let the Commissioners get to yea or nay on this matter and then we move on.

  GovExec.com reader Posted May 25, 2005 11:43 AM
• 9758
  

  My experience has been that asking for employee(s)comment(s) is merely a Management 101 exercise in "How to Sensationalize An Employee's Sense of False Worth" because any plans had previously been finalized.

  A-76'd Career Federal Employee Posted May 16, 2005 10:15 AM
• 9682
  

  To quote Ms. Palmer's article, "AFGE has also complained that its members have not been asked to comment on the restructuring plans........"

  Even folks who are dumber than a rock have come to understand that employee involvement and buy-in to organizational changes maximizes the chance for success. Smart organizations and smart managers invite employee involvement in change through their unions as appropriate.

  Not everyone chooses to be smart. Those with an agenda, such as the administration, ignore employee involvement because their goal is to marginalize all unions. And those whose own biases lead them to continually post anti-union comments also ignore the obvious. Such posted comments do not reflect on unions; they reflect on the writer.

  Poor Richard

  GovExec.com reader Posted May 11, 2005 1:09 PM
• 9671
  

  Seems that this announcement should have been greeted with joy since it specifically stated that no jobs for workers would be lost and management would be cut, but NOOOOOO, AFGE carps about not being asked for its opinion on the plan.

  I'd say this is unbelievable, except that it is exactly what I've come to expect from John Gage and his ilk.

  I think that if he had personally created the plan, he'd have bad-mouthed it when it went public on sheer reflex.

  Skeptical Posted May 11, 2005 7:08 AM
• 9664
  

  Do we ever notice that all of these moves are to nice and warm areas of the country? The EEOC has a Los Angeles office so why such a move in close proximity to West Coast offices. Do they believe the Midwest has no discrimination cases to solve?

  Charlie Posted May 10, 2005 6:47 PM