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Equal Employment Opportunity (EEO)


FHFA EEO Policy Statement


The Purpose of EEO Services

EEO Services exists to promote an equitable workplace community where all persons have the right to work in furtherance of FHFA's mission and advance on the basis of merit, ability, and potential.  When addressing EEO matters, FHFA's EEO Services follows and administers Equal Employment Opportunity Commis​sion (EEOC) guidelines. 

EEO Services Offered

To create and maintain a model workplace, EEO Services serves as a neutral resource designed to prevent, address and resolve matters that fall under the auspices of antidiscrimination laws, rules, and regulations.  During the EEO counseling process, EEO Services gathers facts and attempts to resolve allegations at the lowest level. In addition, an EEO counselor is available to answer questions and to provide guidance.

The major functions of EEO Services include:

  • EEO counseling;

  • EEO alternative dispute resolution (ADR);

  • EEO complaint processing;

  • EEO investigations; 

  • EEO training;

  • EEO prevention guidance; and

  • EEO compliance reporting.

Further, EEO Services advises and assists the FHFA Director and management in carrying out their responsibilities in creating and maintaining a model EEO program. 

Coverage

Any FHFA employee, former employee, or applicant for an FHFA position may file a complaint of discrimination based on race; color; religion; gender (including pregnancy and LGBT[1]); national origin; age (40 years of age or over); disability; genetic information (including family medical history); parental status; or marital status.  Anyone covered may also file a complaint of discrimination if he/she believes they were retaliated against for engaging in prior protected EEO activity.  Political affiliation issues are referred to the Office of General Counsel (OGC).

Requesting EEO Counseling

EEO counseling may be requested by contacting EEO Services or by directly contacting Susan Grimes Associates, Inc. at (202) 338-1468 or office@susangrimes.com.

Certain FHFA contractors may also access EEO counseling for the same categories described above.  To obtain more information please contact your COR or EEO Services. 

Contact Deadlines

Contact must be made with EEO Services or the EEO Counselor within 45 calendar days of the employment action/effective date of the employment action believed to be discriminatory, or within 45 calendar days of when the individual became aware of the alleged discriminatory action.

To request further information, please contact EEO Services at (202) 649-3816 or EEOServices@fhfa.gov.  

Read our FHFA Prevention and Elimination of Harassment in the Workplace Policy Statement.​

To report harassment, contact (202) 649-3806 or OMWIinfo@fhfa.gov.

Visit our Diversity & Inclusion page.

 [1]  Concerns related to gender identity, sexual orientation, lesbian, gay, bisexual and transgender allegations are covered under the gender status.  See Joint Guidance on Sexual Orientation: http://www.opm.gov/LGBTGuide.


No fear act

Equal Employment Opportunity Data Posted Pursuant to Title III of the Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 (No FEAR Act), Public Law 107–174

The No FEAR Act is intended to increase the accountability of Federal agencies for acts of discrimination or reprisal against employees, former employees, and applicants. It became law on May 15, 2002, and became effective on October 1, 2003.

No FEAR Act Data Reporting

2016 No FEAR Act Notice 

The No FEAR Act requires each Federal agency to post on its Web site certain summary statistical data related to equal employment opportunity complaints filed against it. Section 301(b) of the No FEAR Act and 29 CFR 1614.704 describe the specific data to be posted.

Every quarter FHFA updates and publishes the No FEAR Act data.

If you have questions or concerns about whistleblower rights, contact the Office of Special Counsel at www.osc.gov.

Whistleblower Protection Enhancement Act Notice

Any nondisclosure policies, forms or agreements between FHFA and its current or former employees do not supersede, conflict with, or otherwise alter the employee obligations, rights, or liabilities created by existing statute or Executive order relating to (1) classified information, (2) communications to Congress, (3) the reporting to an Inspector General of a violation of any law, rule, or regulation, or mismanagement, a gross waste of funds, an abuse of authority, or a substantial and specific danger to public health or safety, or (4) any other whistleblower protection. The definitions, requirements, obligations, rights, sanctions, and liabilities created by controlling Executive orders and statutory provisions are controlling in the case of any conflict with an agency non-disclosure agreement:  Executive Order 13526; 5 U.S.C. 2302(b)(8); 10 U.S.C. 1034; 50 U.S.C. 421 et seq.; 18 U.S.C. 641, 793, 794, 798, 952 and 1924; 50 U.S.C. 783(b); 5 U.S.C. Appx. 3; and 5 US.C. 7211.​​

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