A CDC employee, including supervisor or manager, may face an agency investigation under a recently effective March 22, 2021, CDC Anti-Harassment Policy. If the Initiating Party, otherwise known as the “aggrieved” person in the separate EEO process, alleges harassment and/or discrimination, this may result in proposed discipline for the accused. When the Initiating Party accuses another employee under the anti-harassment policy, she has the option of filing or continuing an EEO complaint charging discrimination. The anti-harassment investigation can be performed intra-agency or outsourced for private investigation but decisions on proposing and issuing discipline are acted upon by management upon review of the Fact-Finder’s investigation. This can require the Responding Party (person accused of harassment) to defend her conduct against harassment and a possible proposal of discipline; and also undergo EEO investigation which can result in an EEO agency decision adverse to her by the agency or an EEOC Administrative Judge. The agency’s recent anti-harassment regulation permits an agency official to not only initiate an investigation of an employee for harassment but also permits the aggrieved employee, now known as the Initiating Party, to initiate or continue an EEO claim for discrimination arising from the same facts.
The recent regulation has its especial pitfall for supervisors and managers whose unblemished career is blemished by a reprimand or suspension if a...
The Shiromani Akali Dal (SAD) has urged political parties to focus on state’s real issues during elections and warned that those making what it describes as false or baseless allegations could fac...