EEO Frequently Asked Questions

EEO ensures that everyone treated fairly and without discrimination based on protected categories under federal and state law.

In most cases, you must contact your agency’s EEO or HR Office first.

The Office of Workforce Engagement (OWE) serves as an appeals body but is also available to provide consultation regarding the complaint process. OWE does not provide legal advice.

No. In most cases, employees must first file their complaint with their agency’s EEO or HR Office.

Your agency will:

• Review the complaint
• Conduct or coordinate an investigation
• Issue a written Final Agency Decision (FAD)

A Final Agency Decision explains the agency’s findings after completing its review and investigation.

You may file an appeal after your agency issues a Final Agency Decision, and you disagree with the outcome.

Appeals must be filed within 15 calendar days from the date the Final Agency Decision was issued.

Late appeals may be dismissed.

No. Appeals are limited to reviewing the existing investigation record. New evidence or new allegations will not be considered.

OWE reviews the agency’s investigation record to determine:

• Whether proper procedures were followed
• Whether the findings were supported by the evidence
• Whether errors occurred in the decision

OWE does not conduct the initial investigation.

You may file directly with OWE only if you are alleging discrimination by:

• The Agency Director
• The HR Director
• The Agency EEO Officer

This is called a Conflict of Interest complaint.

Conflict of Interest complaints must be filed within 180 calendar days from the date of the last alleged discriminatory act.

Complaints are handled as confidentially as possible, consistent with a fair and thorough review.

Yes. Retaliation for filing a complaint, participating in an investigation, or raising concerns is prohibited.