Most EEO complaints begin at the agency level. 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.
Step 1: File with Your Agency
Employees who believe they have experienced discrimination must first file a complaint with their agency’s EEO Office.
The agency will:
- Review the complaint
- Conduct or coordinate an investigation
- Issue a Final Agency Decision (FAD)
The Final Agency Decision explains the agency’s findings and any corrective action, if applicable.
Step 2: Appeal to the Office of Workforce Engagement (OWE)
If an employee disagrees with the agency’s Final Agency Decision, they may file an appeal with the Office of Workforce Engagement.
As an appeals office, OWE:
- Reviews the agency’s investigation record
- Determines whether proper procedures were followed
- Assesses whether the findings were supported by the evidence
- Identifies errors in the agency’s decision, if any
- Issues a written appeal decision
OWE does not conduct the initial investigation or replace the agency’s EEO process. Its role is to provide an independent review of the agency’s final decision.
Important: Appeals must be filed within 15 calendar days of the Final Agency Decision and are limited to the existing record. New evidence or new claims will not be considered.
Exception: Conflict of Interest Complaints
An employee may bypass the agency’s complaint process only if they are alleging discrimination by:
- The Agency Director
- The HR Director
- The Agency EEO Officer
In these limited situations, the employee may file a Conflict of Interest complaint directly with OWE.
- Conflict of Interest complaints must be filed within 180 calendar days from the date of the last alleged discriminatory act.
- OWE will review and adjudicate the complaint to ensure impartial handling when agency leadership is involved.