THE C4C FEDERAL EXCHANGE
The Coalition For Change, Inc. (C4C)
HIGHLIGHTS
2019 Annual Whistleblower Summit
for Civil and Human Rights
The EEOC: Federal Complaint Inventory
Notable Decisions From The EEOC
Christopher Reed:
Black With A Gold Badge
New Video: Diane R. Williams
Silence Breaker
*Note: Clickable links in RED throughout text.
DO YOU KNOW . . .
Event organizers for the 2019 Annual Whistleblower
Summit for Civil and Human Rights are accepting
proposals from persons interested in holding a panel
discussion on a whistleblowing topic.
Call For Proposals:
 Panels must comprise 3 to 5 people.
 Panel must have a moderator.
 Bios must be submitted for each speaker.
 Panels must be 50 minutes in length.
 Panelist should reserve 10 minutes for Q&A.
 Proposals must be under 500 words and
submitted in WORD.
Proposals, due JUNE 1st, can be sent to: either
Marcelvreid@yahoo.com or
Mccray.michael@gmail.com
To learn more visit
https://www.whistleblowersummit.com
C4C Federal Exchange Newsletter – WINTER 2019
Volume 6, Number 1 (WINTER 2019)
ISSN 2375-7086 (Online)
Annual Whistleblower Summit for Civil
and Human Rights 2019
Tanya Ward Jordan
Once again the Coalition For Change, Inc. (C4C)
will co-host the Annual Whistleblower Summit
for Civil and Human Rights. The Summit will
convene July 29-31st. Mr. Michael McCray, Esq.
and Ms. Marcel Reid lead efforts to host the free
three-day gathering on Capitol Hill in
Washington, DC.
Background
The Summit is an outgrowth of the No FEAR Act
Whistleblower tribunals birthed under the
leadership of Dr. Marsha Coleman-Adebayo,
Chair-No FEAR Institute/Coalition. In May 2007,
five years after the passage of the Notification and
Federal Employee Anti-discrimination Act (No
FEAR) of 2002, No FEAR Coalition members held
its anniversary whistleblowing tribunal on Capitol
Hill. The tribunal heard testimonies largely from
federal workers. In 2008, the No FEAR Coalition
further expanded its outreach to other
whistleblower communities outside the federal
sector. During the whistleblowing gathering the
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No FEAR Coalition held testimony from
individuals in the government, the medical, the EEOC FY 2018
veteran, the farming and the Hip-Hop Federal Sector Inventory
communities. The 2008 event was coined
Whistleblower Week in Washington.
Prominently, on May 12, 2008, Adrian M. Fenty, FY 2018 Performance and Accountability
the Mayor of District of Columbia, recognized the Report
No FEAR Institute sponsored event stating:
The EEOC resolved 4,320 appeals (p.33).
“This event provides an opportunity to
participate in panel discussions, testimonies, an
The EEOC issued 122 findings of discrimination
award ceremony, workshops and to recognize
in fiscal year 2018, an increase over the
the efforts of those individuals who work to
previous year’s 68 findings (p.34).
ensure that government agencies found liable for
discrimination will be held accountable.”
EEOC compliance staff secured $13.6 million in
monetary relief as ordered in EEOC’s appellate
Annual Whistleblower Summit for Civil and decisions (pg34).
Human Rights
The agency also recovered $98.6 million in
Since 2012, Michael McCray, Esq. and Marcel monetary relief for federal employees and
Reid have served as the Whistleblower Week applicants. (p7).
event organizers for the Annual Whistleblower
Summit for Civil and Human Rights (Summit). Read more at . . .
Notably, the two have continued a “truth-tellers”
gathering in the spirit and in the tradition of the https://www.eeoc.gov/eeoc/plan/upload/2018par.pdf.
ground-breaking No FEAR Coalition
whistleblowing event. The Summit, however,
assembles a much broader mix of federal and IN THE NEWS
non-federal whistleblowers and covers a myriad
of issues impacting the public.

The C4C’s “Co-host” Role in the Summit.

Each year the C4C has supported the noteworthy
event. The C4C views it as an opportunity to keep
issues of racism and reprisal within the federal
government and the need to address them at the
forefront of our national discussion. Our
members recognize the fair treatment of federal
employees is key to safeguarding America’s
domestic security.
Therefore this year in addition to co-hosting the
2019 Summit, the C4C will host a panel. The C4C
panel will delve into the No FEAR Act – its National Geospatial Agency (NGA) Admits
purpose, background, impact and the 2019 No to Years of Racial Discrimination.
FEAR amendment bill -- Federal Employee An agency self-study revealed that NGAs black
Anti-discrimination Act, introduced by Rep. employees have a harder time getting a promotion
Elijah Cummings. than the agency's white employees.
Read more https://on.ksdk.com/2AKzsMT

C4C Federal Exchange Newsletter – WINTER 2019 Page 2

Notable Decisions From The Equal
Employment Opportunity Commission
The following are summaries of some notable
appellate decisions issued in fiscal year 2018.
[Source: EEOC Performance and
Accountability Report 2018 (p34).]
Taylor G. v. United States Postal Service,
0120120164 (April 17, 2018)
The EEOC held that it is not estopped from
seeking victim-specific relief on behalf of a
complainant who files for bankruptcy. Where the
bankrupt complainant has prevailed, and is
entitled to monetary relief, the agency’s obligation
is to remedy the discrimination, not to address the
question of complainant’s interest in the proceeds
of any award by tendering the monies to the
bankruptcy trustee or court rather than to the
complainant.
Josefina L. v. Social Security Admin.,
0120161760 (July 10, 2018)
The EEOC sanctioned the agency on the ground
that its Office of General Counsel had interfered
with the investigative process when agency
counsel reviewed and suggested revisions to the
responsible management official’s affidavit
responses before the affidavit was submitted to
the investigator. The EEOC noted that during the
non-adversarial portions of the EEO process, i.e.,
counseling and the investigation, an agency
counsel “should not have a role in shaping the
testimony of the witnesses or the evidence
gathered by the investigator.”
Ross R. v. Dept. of Homeland Security,
0120162491 (July 25, 2018)
C4C Federal Exchange Newsletter – WINTER 2019
The Commission found that substantial record
evidence supported the administrative judge’s
finding that complainant had not shown that he
was subjected to discrimination, reprisal,
or a hostile work environment. The Commission,
however, agreed with the administrative judge
that the atmosphere at the Norfolk Office was
clearly rife with offensive and racially-hostile
behavior. The record demonstrated that
employees at the Norfolk Office used racial
epithets and engaged in racial stereotyping. While
most of the conduct alleged occurred prior to
complainant’s arrival and none of the conduct was
directed at him, substantial record evidence
showed that other African-American employees
were subjected to the conduct based on their race.
In addition, the management official responsible
for some of the conduct at issue was in
Complainant’s chain-of-command.
No FEAR Spotlight: Justice Department
The Notification and Federal Employee
Anti-discrimination and Retaliation (No
FEAR) Act of 2002 requires agencies to post
statistical data about it equal employment
opportunity complaint. According to its’ No
FEAR data, the Justice Department reported the
following:
Fiscal Year (FY) 2018 Totals
Number of Complaints Pending: 2685
Number of Filers; 2617
Number of Discrimination Findings: 4
Complaints by Basis
Race-based: 268
Sex: 384
Reprisal: 415
Age: 173
Disability: 238
Avg days for Investigation: 177
Avg days for Final Agency Decision:473
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 Are Directed Reassignments Misused?

Richard America
Professor of the Practice, Emeritus, School of
Business, Georgetown University

The Washington Post reports on July 28, 2017

that professional scientists in several
Departments are being geographically reassigned
to force them to resign or retire. Government
Executive has also published a warning that
Directed Reassignments are being misused. This
is a long-standing problem. It can be corrected.
[A directed reassignment is an order to A self-help guide by Tanya Ward Jordan, M.S.,
permanently relocate an employee from one President/Founder of the Coalition For Change,
position to another position, even outside of Inc. (C4C) is available through AMAZON in
their commuting area.] paperback and e-book. Read book review by
Dennis Moore, Associate Editor of the East
During the Presidential Primary campaign in County Magazine in San Diego at the link below.
2012, a candidate promised or threatened, that he https://www.eastcountymagazine.org/rosa-
would, if elected, send some Federal employees to parks-federal-government
remote locations as a way to force them out of
Federal employment. This might be illegal
retaliation, in many cases, perhaps, protected by
EEO and other law and regulation. But is that
sufficient? Do such actions occur too frequently?
And, are the motives often personal, or political?
And, are the transfers really, “for the good of the
Service”?

Is it time to produce legislation to create effective

safeguards, protections and remedies? Suppose No FEAR: A Whistleblower's Triumph Over
Congress enacted something like “The Directed Corruption and Retaliation at the EPA, by Dr.
Reassignment Protection Act” to amend the Marsha Coleman-Adebayo, is available on
civil service laws of the United States and for Amazon. In her book, Dr. Coleman-Adebayo
other purposes. chronicles her experiences including the
discrimination lawsuit against the U.S. Environ-
*Recommendation of Mr. America - The Directed mental Protection Agency (EPA)-- The
Reassignment Protection Act” to be uploaded on Notification and Federal Employee
C4C’s Scribd page. Antidiscrimination and Retaliation Act (The No
https://www.scribd.com/user/59127058/C4C FEAR Act) of 2002. To learn more, visit
http://www.marshacoleman-adebayo.com/
BOOK CORNER

Author-Christopher Reed

C4C Federal Exchange Newsletter – WINTER 2019 Page 4

 Newly-Released C4C Video
Diane R. Williams
A Trailblazer For the #Me-too Movement
CLICK below
https://www.youtube.com/watch?v=p_K8ipM0xcQ
GOT NEWS?
Contact us at
C4C@coalition4change.org
Contributing Editor, Tanya Ward Jordan
The C4C Federal Exchange
Newsletter is a quarterly
publication of The Coalition
For Change, Inc. (C4C). The
internet publication, which
shares information on race discrimination and
retaliation in the federal sector, obtained its ISSN
2375-7086 from the U.S. Library of Congress in
October 2014.
Donate to The Coalition For Change, Inc.
via PayPal
https://tinyurl.com/y7t7mst7
C4C Federal Exchange Newsletter – WINTER 2019
Christopher Reed
Law Enforcement Officer,
Author-Black With A Gold Badge
Hey, I'm Chris Reed! Wynne High School
graduate, 19 Years of Federal Law Enforcement,
and father of four sons.
Through facing discrimination within the
Department of Interior Bureau of Indian Affairs
since 2010, I was recently diagnosed as being
bipolar II Disorder, Major Depressive Disorder,
Post Traumatic Stress Disorder and Generalized
Anxiety Disorder due to my treatment I
received with the Department of Interior. I
didn’t let this ruin my life as I decided to write a
book and this is where I’m at today.
I decided to tell my story and make sure no
other federal law enforcement officer go
through what I did. And, if they are hit with
these issues I want them to be prepared and
ready with a bag of information without having
to use their life savings like I did.
Originally from the Arkansas area, I currently
have no “home base" because I traveled around
the world with the government from the age of
18 to present (just another benefit of federal
service and being discriminated against).
https://www.linkedin.com/in/christopher-reed-
812993105
View video Black With A Gold Badge
https://vimeo.com/306582547
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