how was that affected your ability to fulfill the mission of the eeoc?ell, in terms of the shutdown, eeoc can we are part of the commerce justice science annual appropriations bill so we are currently subject to a loss in appropriations. just came from a meeting with some colleagues from the labor department and others labor and employment oriented agencies. they all got funded as part of the labor hhs bill but we are not. so we are, myself essential employee, a number of us are exempted. we have two two to three offics around the country, where able to accept if people if you wane charges because have to timely file the charges so we are, a contingency plan, people are able to file those charges so they would not time out. so that's in place. leadership at the commission, which are a commission. we are a bipartisan commission. we are now two commissioners, myself as the acting chair and commissioner charlotte burroughs. that means we don't have a quorum, so we write before the senate session expired to take steps to address internally some delegations s

and whatever information that the eeoc had available. our fiscal year at the commission runs from october 1 to september 30th. i tell everyone, it nicely coincides with when "the new york times" and others first reported the weinstein story. in addition to all of this -- everyone looking for more information, over the past year -- so 2018, we did see a significant increase in people filing charges with the eeoc of harassment. so in a year when overall charges of discrimination declined in terms of people filing charges at the eeoc -- and that decline was 9% in terms of files being charged, we had a 13.6% increase in the number of charges being filed on harassment. so that was pretty significant. i mean, certainly, that is a willingness of people to speak up and to really take on the system. by the time someone comes to the eeoc to file a charge, things are really broken. the fact that they are looking for redress from the eeoc says -- speaks vo s volumes and more people are willing to speak up when we know so many people don't report. >>

but the eeoc will continue to operate, you know?n terms of taking in charges and trying to help people as soon as the government reopens. and that is one important thing. we started a conversation. i feel so proud that i was able to work with my republican colleagues and we have worked well in a bipartisan manner for nine years. and we started a conversation, and we started an effort. i don't plan to leave this field, you know? i had an offer to go back to teach and i told him i would let him know by january 14. [ laughter ] and yesterday i sent him an email saying thanks so much, i'm not coming back because i just want to stay part of this process. i want to be out there helping employers actually put this in effect. >> and with that [ applause ] we do need to wrap up. but let me first of all just thank vicki and chai today we are so privileged to have you and to be part of this effort and thank you for your leadership on this effort as well. >> thanks so much. >> thank you. >>> today is day 33 of the partial government shutdown. m

lemonis: so you filed a claim with the eeoc.nd i knew it wasn't a healthy situation, but to find out that she filed a complaint with a federal agency for sexual harassment, and to find out that he's now terminated her employment after everything that's happened. this is a real big problem. let me get ahold of him, and i'll get back with you, okay? grace: sounds good. thank you. lemonis: take care. bye-bye. grace: okay, bye-bye. p3 it's meat, cheese and nuts. i keep my protein interesting. oh yea, me too. i have cheese and uh these herbs. p3 snacks. the more interesting way to get your protein. we just hit a spot, and we just lost control. (glass shattering) my life flashed before my eyes. (911 operator) 911, what's your emergency? (overlapping radio calls) if the firemen didn't answer their call, i truthfully don't know where i would be. i'm grateful for you guys, every time i step on the field. ♪ ♪ so we improved everything. we used 50% fewer ingredients added one handed pumps and beat the top safety standards the new johnson's

people like eeoc investigator in san francisco who said trump's war is imaginary but my bills are real. this is most unfortunate. i do not understand why this reality of this in people's lives is not concerned or cared about by the administration. not only are they not paid, they are not appreciated by this administration. these are the people who deliver services to the american people. we should respect what they do for our country. many of them are veterans who have translated their military patriotism into civilian patriotism, working for the government. and they are affected by this. these workers make a difference in the lives of the american people including security officials protecting the president at the state of the union address. as i said to some of you, this is refined by the secretary of homeland security as a national special security event. elevated to a place where the resources of the government are used to protect that event. the president of the united states and the vice president, the congress of the united states, house and senate, the cabinet acting as it is,

the eeoc study pointed to ptsd, anxiety, more risks for depressive disorder.roviding resources for mental health can go a long way to supporting clerks experiencing misconduct. or waiting for a process to play out. we also recommend that the committee proposing voluntary transfer options. this echos the suggestion that they include contin subsequenty plans to provide for alternative work environments. providing options for voluntary transfer can alleviate some of the immediate stress of working in an unprofessional or otherwise demeaning work environment. these two recommendations that i have laid out for immediate relief, access to counselling and voluntary transfer options are proposaled we tailored specifically to short-term employees experiencing harassment. we believe these recommendations may help law clerks and law students interested in clerkships be more protected in the workplace. since i am the last of the seven of us to speak, i also wanted to close with some remarks by conveying how heartening it is to us as students by seeing work in the progress

mean actually just google eeoc harassment task force. don't even try to navigate our web site. just do the google. and you will get right to it. and you will see testimony of the different commission and task force meetings. but on this one, it really was trying to bring different specific industries, and i think it was called homeroom, which i think is a great story actually, because it's a restaurant, i think it just, like all macaroni and cheese, but it's a restaurant in oakland, and what she, by engaging everyone together, to come up with a solution, so i want to just respond actually just back to what i said before, i totally do not want to minimize the issue of the fix it, because i have seen it, but it's been, how do you have that conversation? so she engaged everyone, in the restaurant, because they were having issues of customers acting inappropriately, and the mostly female waiters, waitresses, servers, going to their mostly male managers, describing what happened and the male managers saying, well, was that really so bad, or i

we are honored that the eeoc select task force on sexual harassment in the workplace looking for best practices invited the powershift project to testify about this custom workplace integrity curriculum. and the remarkable reward to our culture change efforts came last month when cbs awarded the powershift project a major grant. due to that grant, this year we can train more trainers at no cost to them and with travel support, too. so what else have we done? 2018 we were invited to bring the lessons of the powershift summit to professional journals and gatherings across the country. we presented at the midwest journalism conference, loyola, leadership summit, the excellence in journalism a pme conventions, the emerging leaders institute, and much more. with one busy year behind us, we now look to the future. there is hard work ahead if we want to see real change. we will be listening closely to all of your voices today and we promise to act with the same urgency we felt a year ago to collectively forge a path to true culture change. and to elevate gender equity and fair treatment for

supported a requirement that employers share pay data with equal employment opportunity commission so the eeoc has the tools it needs to enforce pay discrimination laws. those are key pieces of the paycheck fairness act that garnered huge support from democrats, independents, and republicans alike. for voters, equal pay is not a partisan issue. that's because a lot is at stake. as we have heard and some states , a woman who works full-time year-round for 40 years stands 406,000 dollars over her career. when you look at the page gap of women of color, latinos stand to lose over $1 million over the course of her career and native and black women, close to $1 million. that is life-changing money that could shift opportunities, not just for the woman who is finally paid what she deserves, and not just for her family, but for entire communities, expanding possibilities for entire communities. strong,economy to be our families to be economically secure, for our nation to be just, women need to be able to work with the quality and dignity and safety, and the paycheck fairness act is a key part of ach

. >> actually it is very easy to find all of this by going to the eeoc website and just google the task force and don't try to navigate our website. you will get right to it and see testimonies of the different commission and task force meetings. but on this one, it was really trying to bring different specific industries, and i think it is called homeroom, which i think is a great story actually. it is a restaurant, like all macaroni and cheese, but it is a restaurant, in oakland, and by engaging everyone together, to come up with a solution, and i want to get back to what i said before, i totally do not want to minimize the issue, because i have seen it. but, how do you have that conversation? she engaged everyone in the restaurant because they was having issues of customers acting inappropriately, and the mostly female waiters, or waitresses, was going to that mostly male managers describing what happened and the mill manager saying was that really so bad or kind of diminish it. so they came up with, and thank you, yellow, orange, and red. yellow is that may be uncomfortable and i wa

we were also greatly informed by the longitudinal study the eeoc did in 2017, and the findings that they made about workplace conduct and some of the factors that leads to sexual harassment in the workplace, the fact there is underreporting of these issues across all kinds of workplaces. we heard from a representative group of employees that was comprised of clerks operations folks and probation folks to receive their input, and then as you know, the a.o. opened an e-mail box that allowed us to receive anonymous complaints, anonymous recommendations and suggestions. more than 200 people took advantage of that opportunity. we came away with the sense that we did hear about instances of harassment or discrimination. we also heard, though, that at least according to the people that took advantage of the mailbox, the greater problems seem to be around conduct that we could characterize as bullying or lack of civility, disrespect which is troublesome conduct as well. we came to understand that we are a workplace of multiple power differentials. obviously judges have a great power differential

there's no question in our minds or in our lawyers' minds or the minds of the eeoc these were actionsartnered with linked in to take a closer look at issues affecting the work force. linked in editor in chief dan roth is here with how older employees can protect their jobs. welcome back. >> thank you. >> one economist in the story said working after 50 is considerably riskier and more tu tur blent than previously thought. >> when you have the majority of workers over 50 who will lose their job at least once and only 10% will be able to get a job that earns as much, if they get a job again. those are terrifying numbers. it means the majority of us will be hit by this at some point in our lives. the study shows it doesn't matter your income, age, what geography, or industry. >> why don't they like us? doesn't experience and wisdom count for anything. >> absolutely. i think the issues are income. older workers have been around for longer. you have the raises. >> the company is having trouble, can we reduce your sal ray? >> they don't do that. that's not part of the game plan. the compani

the bill also requires agencies to submit a report to the eeoc if a discriminatory or retaliatory act is found to have occurred. the report must include any disciplinary action initiated against an employee for discrimination or retaliation against another employee. lastly, the bill bars agencies from using nondisclosure agreements or policies to restrict federal employees from reporting waste, fraud, and abuse to congress, the office of special counsel, and inspectors general. i thank mr. cummings for his good work on this piece of legislation and i urge my colleagues to support this bill and i reserve the balance of my time. the speaker pro tempore: the gentlewoman from north carolina reserves. the gentleman from m.d. is recognized. mr. cummings: thank you, i yield to the dits ting wished gentlelady from the district of columbia, ms. eleanor holmes norton for four minutes. the speaker pro tempore: the gentlelady is recognized. ms. norton: i thank the distinguished chairman for yielding and particularly thank him for his remarks concerning this bill. i am particularly pleased to rise

it took seven years for a former trial lawyer from the justice department to win a ruling from the eeoc confirming she was harassed by two male supervisors and in 2018 five i.c.e. officials told "the washington post" the agency hadn't yet responded to sexual harassment claims they filed more than a year ago against a manager who they say pressured them to view nude photos. our disciplinary process is confidential and murky. it varies agency by agency. we don't know how many employees have been disciplined for sexual misconduct and remain on the job. we have serious faults we must address. before we give across the board pay raises during consideration of this bill in rules, there was bipartisan sent optometrist look at long-standing issues that face our civil servant, retention, private sector wage comparison, millenial recruitment some of those issues. this was a hastily drafted bill and it's not how the process should work. the american people deserve a federal work force with high standards for appropriate conduct. federal employees should feel safe and protected doing the people's b