1997 S HR&R - Worksharing agreement with Equal Employment Opportunity Commission

Browse Search

J B . For the purpose of according substantial weight to the FEPA final finding and order, the FEPA must submit to the EEOC copies of all documents pertinent to conducting a substantial weight review; the evaluation will be designed to determine whether the following items have been addressed in a manner sufficient to satisfy EEOC requirements; including, but not limited to: 1 . jurisdictional requirements, 2 . investigation and resolution of all relevant issues alleging personal harm with appropriate documentation and using proper theory, 3 . relief, if appropriate, 4 . mechanisms for monitoring and enforcing compliance with all terms of conciliation agreements, orders after public hearing or consent orders to which the FEPA is a party. C. In order to be eligible for contract credit and/or payment, submissions must meet all the substantive and administrative requirements as stipulated in the Contracting Principles . D. For the purposes of determining eligibility for contract payment, a final action is defined as the point after which the charging party has no administrative recourse, appeal, or other avenue of redress available under applicable State and Local statutes . VI . IMPLEMENTATION OF THE WORKSHARING AGREEMENT A. Each agency will designate a person as liaison official for the other agency to contact concerning the day-to-day implementation for the Agreement . The liaison for the FEPA will be Lucy Lewis, Director. The liaison official for the EEOC will be Patricia B . Monroe, State and Local Coordinator. B. The agencies will monitor the allocation of charge- processing responsibilities as set forth in the Agreement . Where it appears that the overall projection appears inappropriate, the appropriate portions of this Agreement will be modified to ensure full utilization of the investigation and resolution capacities of the FEPA and rapid redress for allegations of unlawful employment discrimination.