This electronic mail message serves as a follow-up of your inquiry to the Privacy and Diversity Office (PDO), U.S. Customs and Border Protection (CBP). On November 30, 2017, you contacted CBP EEO Officer Jamar Fowler, via telephonically discuss a workplace situation. You alleged unlawful discrimination on the basis of race (Arabic) and Religion (Muslim). You stated that you experienced harassment for the past five years by up to 15 of your coworkers who make derogatory comments about Arabic people and the Muslim religion. You reported some of the derogatory comments included:
1. A CBP officer said to you in regards to a Mosque being built in Michigan, “Thank God no Mosque is being built in Sterling Heights.”
2.
3. A CBP Officer said
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You explained that your brother-in-law told you that he has a TECS-hit and is often stopped which cause you to go sit in the supervisor office until he is cleared to leave for the past three months. You reported that you go to the supervisor office voluntary so that you are not involved with his clearing of the border. You said your brother told you he has even been followed and also photographed by CBP personnel to a restaurant and an auto parts store. You stated that in June or July of 2017, a CBP Officer slammed the car door on your sister leg as she was stopped crossing the land …show more content…
Reprisal in the EEO forum provides protection for individuals who participate in the EEO complaint process, or who oppose perceived discriminatory practices. Your contact information will be maintained as a matter of record with the PDO Office. In the event that you should need assistance from the PDO Office in the future, please keep in mind that you must initiate contact with an EEO Officer within 45 calendar days of the date of the alleged discriminatory
The complainant submits the following witnesses and exhibits to be called and used in EEOC No. 570-2016-00923X.
Marcus Ashmore and Terrell Lee Green were maintenance workers for J.P. Thayer Co., Inc. under supervisor Gene Fye. After a particular incident of harassment on January 16, 2001, Plaintiffs reported Fye to Tricia Johnson, the Assistant Property Manager. At this time, Johnson did nothing about the complaint. The harassment continued, and on January 26, Plaintiffs complained to the Property Manager, Mary Frances de Rivera. In response, de Rivera verbally reprimanded Fye. This, however, did not stop Fye’s harassment. Instead of reporting the behavior to Defendant, Plaintiffs hired an attorney who wrote a letter to Defendant saying that Ashmore and Green were going to file charges of discrimination with the EEOC. On February 22, Fye was fired by Defendant. This came three days after getting the letter and about a month after the initial harassment complaints.
On 7/31/15 I viewed the video recording for Tower 13 B pod on camera C1357and C1358 at 1947 hours. On the video it shows a group of Hispanic and Black inmates arguing in the dayroom by cell 10. Inmate Alvarado T175339 pushes Jones T169976. Multiple Hispanic inmates and Black inmates start to fight. Moments after the fight starts Officers Levitch, Jimenez, Ceniceros and Peralta responded to T13 B pod. Officer Jimenez deployed the Pepperball launcher into the group of inmates fighting to gain compliance with orders given to them by the responding officers. After the Pepperball launcher was deployed all of the involved inmates complied with staff orders to lie on the ground. After the cell doors were secured and all un involved inmates
Many CP’s has said that the Commission is not doing their job. I will be reviewing data from the Commission to check their quantitative methods of settlement and to see how many cases are filed and investigated. Though case study review it might be seen what can be done to help a CP be successful when filing a charge. Many CP’s who visit the EEOC believe that they have bases and issues to file a charge, when many do not have enough basic information to make it passed the intake stage. CP’s need to be prepared when they decide to file a charge and have proper supporting documents and witnesses to help their claim.
Upon arrival, I was approached by female later identified as Romero, Otilia DOB 04/09/73 pointing to her right big toe which appeared to by bleeding (medical refused). Otilia only spoke Spanish I was unable to have a conversation with her at that time. I spoke with Romero, Jose M. DOB 05/23/84, who related Otilia has medical and metal conditions that do not allow her to live by herself. Jose further related his family who reside with her are going on vacation to Mexico leaving Otilia alone. Jose cares for Otilia at his residence whenever his family leaves town. Ofc. De La Fuentes spoke with Otilia and she related
Instead of disturbing Americans by constructing a mosque so near to land they believe is sacred, both Muslims and Americans should accommodate one another’s needs and try to reach a compromise. Even some members of the Islamic faith know the consequences will be
Conducted a comprehensive preliminary case review to ascertain…. Jurisdiction, the existence of relating files, basic statutory eligibility, application responses which may require further explanation during the interview or indicate there may be a need for requesting additional documentation and the existence of any fraud indicators. Independently conducted background/security checks using the Interagency Border Inspection System (IBIS) and other Department of Homeland Security (DHS) databases while concurrently querying the National Crime Information Center (NCIC) for wants/ warrants and other relevant records. Analyzed, verified and validated retrieved data for accuracy and relevance. Prepared resolution memorandum to document the reconciliation
The Equal Employment Opportunity Commission (EEOC) receives several charges related to the allegations of retaliation. In view of this, the EEOC has recently issued the final Enforcement Guidance on Retaliation and Related Issues (Guidance) in order to replace 1998 Compliance Manual section related to retaliation. In addition to the Guidance, the EEOC has issued two other documents—a brief Small Business Fact Sheet condensing the key points of the Guidance—and a question-and-answer summarizing the Guidance.
This memo is to update you on my findings and recommendations relative to the recent EEOC (Equal Employment Opportunity Commission) case, filed under Title VII of the Civil Rights Act of 1964, against our company by a former employee. In this case, the former employee is claiming “constructive discharge” for religious discrimination. His claim of religious discrimination stems from the new production schedule that was implemented at the beginning of this year to
Barbara Flood our Corrections Education Coordinator has resigned. She received a FT offer too good to refuse with excellent pay and benefits. A search to fill the position has begun, however, Marian will probably step in to help as needed and transition the new hire.
The EEOC may determine that there was no reasonable cause the justify a claim of discrimination having occurred and would issue a Dismissal and Notice of rights that would inform Ms. Conrad that she had the right to file a lawsuit in federal court within 90 days from the date of the receipt of the letter. If the EEOC had determined that there was reasonable cause to believe discrimination has occurred then both the organization and Ms. Conrad would receive a letter of determination that invites both parties to join the agency in finding a way to resolve the charges. The final option would involve the EEOC enforcing the violation of its statutes by filing a lawsuit in federal
John’s first step in the process is to go online or visit the nearest EEOC office. There they have an assessment system consisting of two parts. To determine if the EEOC is the appropriate agency to give John help, Part one asks general questions about the complaint. John will be asked if he wants to complete Part two after he answers the Part one questions which will ask more specific questions about his situation and will allow him to submit this information to the EEOC for follow-up. Completing this two part assessment system is not the same as filing a charge. If John wants to sue his employer in court one day or if he wants the EEOC to investigate his complaint he is required to file a charge. After John
The co-workers statement/reasoning that she already had chickenpox when she was a child so she does not need to wash her hands is unacceptable. She may be immune to getting chickenpox but what if the child she sees next is not. Her not washing her hands after seeing a patient who has chicken pox can be a direct contact of transmission. I would strongly recommend her to wash her hands thoroughly so the next patient she sees is not at risk of catching chickenpox. If the medical assistant will not wash their hands then I would recommend applying some alcohol-based hand sanitizer. The patient who has chickenpox is the reservoir in the chain of infection. The medical assistant is the susceptible host in the chain of infection; which does include
The unfavorable treatment of I received hy the employee I believed was based on my not having a certain racial characteristic, cultural history, or other perceived difference. The clerk stated I will be with you shortly when I approached the desk however a white couple, exited a loaner car, enter the door, and approached the desk after me and the clerk immediately addressed their concern.