The Office of Civil Rights and Equal Employment Opportunity (OCREEO) administers the agency’s complaints of employment discrimination and retaliation under Title VII of the Civil Rights Act of 1964, and federal antidiscrimination laws enforced by the Equal Employment Opportunity Commission, consistent with 29 C.F.R. Part 1614 and Management Directive 110.
The Office provides for the prompt, fair, and impartial processing of complaints and ensures that individual complaints are fairly and thoroughly investigated and that final actions are taken in a timely manner. OCREEO establishes and makes available an Alternative Dispute Resolution (ADR) program during both the pre-complaint and formal complaint stages. All agency employees must cooperate fully in the processing and resolution of pre-complaint matters and in the investigations of complaints.
If you are a federal employee or job applicant and you believe that the agency has discriminated against you, you have a right to file a complaint. The agency is required to post information about how to contact the agency's EEO Office. You can contact a BPA EEO Counselor by emailing CREEO@bpa.gov.
EEO Counselor
The first step is to contact an EEO Counselor. Generally, you must contact the EEO Counselor within 45 days from the day the discrimination occurred.
In most cases the EEO Counselor will give you the choice of participating either in EEO counseling or in an alternative dispute resolution (ADR) program, such as a mediation program.
If you do not settle the dispute during counseling or through ADR, you can file a formal discrimination complaint against the agency with the agency's EEO Office. You must file within 15 days from the day you receive notice from your EEO Counselor about how to file.
Filing a Formal Complaint
Once you have filed a formal complaint, the agency will review the complaint and decide whether or not the case should be dismissed for a procedural reason (for example, your claim was filed too late).
If the agency doesn't dismiss the complaint, it will conduct an investigation. The agency has 180 days from the day you filed your complaint to finish the investigation.
When the investigation is finished, the agency will issue a notice giving you two choices: either request a hearing before an EEOC Administrative Judge or ask the agency to issue a final agency decision by the Department of Energy Office of Civil Rights and Equal Employment Opportunity as to whether the discrimination occurred.
Agency Issues a Decision (Final Agency Decision)
If you ask the agency to issue a final agency decision by the Department of Energy Office of Civil Rights and Equal Employment Opportunity and no discrimination is found, or if you disagree with some part of the decision, you can appeal the decision to EEOC or challenge it in federal district court.
Requesting a Hearing
If you want to ask for a hearing, you must make your request in writing or via the EEOC Public Portal where you can also upload hearing requests and manage your personal and representative information within 30 days from the day you receive the notice from the agency about your hearing rights. If you request a hearing, an EEOC Administrative Judge will conduct the hearing, make a decision, and order relief if discrimination is found.
Once the agency receives the Administrative Judge's decision, the agency will issue what is called a final order which will tell you whether the agency agrees with the Administrative Judge and if it will grant any relief the judge ordered. The agency will have 40 days to issue the final order. It will also contain information about your right to appeal to EEOC, your right to file a civil action in federal district court, and the deadline for filing both an appeal and a civil action.
Filing an Appeal of the Agency's Final Order
You have the right to appeal an agency's final order (including a final order dismissing your complaint) to EEOC Office of Federal Operations. You must file your appeal no later than 30 days after you receive the final order. You may file your appeal using the EEOC Public Portal where you can also upload selected documents and manage your personal and representative information.
EEOC appellate attorneys will review the entire file, including the agency's investigation, the decision of the Administrative Judge, the transcript of what was said at the hearing (if there was a hearing), and any appeal statements.
If the agency disagrees with any part of the Administrative Judge's decision, it must appeal to EEOC.
Request for Reconsideration of the Appeal Decision
If you do not agree with the EEOC's decision on your appeal, you can ask for a reconsideration of that decision. A request for reconsideration is only granted if you can show that the decision is based on a mistake about the facts of the case or the law applied to the facts. You must ask for reconsideration no later than 30 days after you receive our decision on your appeal.
Once EEOC has issued a decision on the appeal, the agency also has the right to ask EEOC to reconsider that decision.
Once EEOC has made a decision on your request for reconsideration, the decision is final.
Filing a Lawsuit
You must go through the administrative complaint process before you can file a lawsuit. There are several different points during the process, however, when you will have the opportunity to quit the process and file a lawsuit in court, including:
- After 180 days have passed from the day you filed your complaint, if the agency has not issued a decision and no appeal has been filed,
- Within 90 days from the day you receive the agency's decision on your complaint, so long as no appeal has been filed,
- After the 180 days from the day you filed your appeal if the EEOC has not issued a decision, or
- Within 90 days from the day you receive the EEOC's decision on your appeal.
Additional Resources
