1. The Coalition For Change, Inc. (C4C) C4C

2. At this very moment
countless citizens across
America are being….
bullied discriminated
harassed against
treated unfairly
assaulted
retaliated against by government
officials

3. The American public
continues to experience:
 increased costs
 inexcusable delays
 unfair denial of
government
benefits or services

4. Why?

5. Because our
government
tolerates
retaliation &
discrimination
in
the workplace.

6. On May 15, 2002, Congress passed
the Notification and Federal Anti-
Discrimination and Retaliation
(No FEAR) Act after hearing
testimony that federal workforce
abuse reduces government’s
ability to timely and adequately
address vital public needs.
Reference: Public Law 107–174—MAY 15, 2002

7. “No FEAR Act was to make
federal managers and
agencies more accountable
to their employees when
allegations of
discrimination, retaliation, a
nd harassment are made.”
Wang, N.Y. (2004). Employment Discrimination Issues: Putting Bite Into Federal
Employment Discrimination, Vol. 52 No. 3 (p1) . U.S. Attorney’s Bulletin.

8. Eleven years after the passage of
No FEAR federal officials continue
to violate laws
with impunity and without
“consequences.”

9. The U.S. Office of Special Counsel
(OSC), an independent federal
investigative and prosecutorial
agency reported the following on
January 3, 2012:
“As you may already know, OSC is
experiencing record increases in its
overall caseload across all program
areas.”
Source: OSC Letter to Mr. Joseph Carson dated January 3, 2012.

10. OFFICIALS No Accountability
guilty of
violating the
civil rights of
others are rarely
subjected to
-----
DISCIPLINE

11. In the Case of U.S.
Department of Interior

12. CRAIG LITTLEJOHN
After Equal Employment
Opportunity Commission found
Littlejohn GUILTY OF
DISCRIMINATION on (07/02/10),
U.S. Department of Interior
rewarded the Chief Information
Officer with a pay increase
(07/18/10). (Pierre v. Salazar)
Source: Dept. of Interior Freedom of Information Act reply to The Coalition For
Change, Inc. (C4C) dated January 20, 2012.

13. In the Case of U.S.
Department of Commerce

14. FRED FANNING, JANA
BROOKS and MARIO
AQUINO.
No recommendation for
administrative action was
considered for the named
personnel guilty of exposing
employees to “unsafe levels of
asbestos” and “mismanaging
asbestos conditions.”
(Lee v. Locke)
Reference: Letter to President Obama from the Office of Special Counsel dated June
10, 2011, OSC File No. DI-10-0454 , Whistleblower Disclosure of Asbestos Conditions.

15. In the Case of U.S.
Department of Agriculture

16. Managers who discriminated
against Black, Hispanic, and
Native American farmers
were never disciplined.
Agriculture Secretary Tom
Vilsack asserts firing USDA
employees for
discrimination is NOT the
focus of his administration.
Lucas, F. (2010, December 14). Fire USDA Employees Guilty of
Discrimination, Black Farmer Activists Says. CNSNEWS.COM

17. In the Case of Veterans
Affairs

18. “The matters you are concerned
with are preventive in nature.
While the EEOC orders agencies
to consider discipline, we have no
authority to issue discipline.”
Source: May 13, 2011 letter from EEOC to C4C member - Isaac
Decatur formerly of Veterans Affairs after he inquired about
what actions would be taken to discipline agency officials for
discrimination. Mr. Decatur proved he was discriminated
against by agency officials – Jeanette Butler and
Maurice Troop.

19. In the Case of Army

20. Abuse,
cover-up,
and wrongdoing
in government impacts
the very lives of
U.S. citizens.

21. Just ask Mr. Louis
Murphy…
In 2011, Mr. Murphy
settled a wrongful death
suit against Brooke Army
medical center after the
loss of his wife, Ms. Felicia
L. Murphy, who had
dedicatedly served our
country.
Reference: Zamost, S. , Griffin, D. and Ansari, A. (2012). January.
13, Doctors cheated on exams., CNN.

23. To better protect our citizens, we must
protect our Federal workers against
workplace abuse.
Civil Servants:
America’s first line of defense.

24. Help Close the
No FEAR LOOPHOLE
“Thus, the only requirements in
No FEAR regarding discipline
relate to the reporting
requirements” (p.8).
“Whether discipline should be
imposed will depend on the
disciplinary policies of the agency”
(p.9).
C4C Note: Presently, if the offending agency chooses not to discipline
employee; EEOC cannot enforce discipline for No FEAR violations.
Source: Wells, C. (2004). Employment Discrimination Issues. Vol. 52 No. 3 (p8-9). U.S. Attorney’s
Bulletin. The No FEAR Act: What Department of Justice Attorneys Need to Know.

25. UNLEASH
No FEAR
Tell President Obama to
prescribe mandatory
discipline to hold public
officials accountable when
found GUILTY of violating
the civil rights of either
public servants or the
customers they are to
faithfully serve. The Coalition For Change, Inc. (C4C)