No FEAR Act Complete Questions and Answers

This article will provide you with the complete questions and answers to No FEAR Act.

 

Which term describes a person who exposes and kind of information or activity that is deemed illegal, dishonest, or not correct within an organization?

-Whistleblower

 

Which term describes the illegal treatment of federal employees of different categories?

-Discrimination

 

When considering Equal Employment Opportunities and the activities that prohibit disability discrimination, who is considered disabled?

-Anyone who is a qualified individual with disability

 

Which equal employment opportunity act prohibits sex-based wage discrimination?

 

Which equal employment opportunity act protects individuals over the age of 40 from discrimination?

-Age Discrimination Act 1967

 

What are employment related activities that are banned in the federal workplace because they violate the merit system and were created to promote overall fairness in Federal personnel action?

 

Which prohibited personnel practice addresses improper hiring practices based on agency officials knowingly giving preference to one prospect over another?

 

The Office of Special counsel handles complaints and duplicates the process of Equal Employment Opportunity commission regarding discrimination based on race, color, religion, sex, age, and national origin.

 

Who should you contact if you feel discriminated against for sexual orientation?

 

You believe you have observed a gross waste of funds, abuse of authority, gross/mismanagement and specific danger to the public federal workplace. Which office is the best office to seek assistance from or file a complaint?

 

Which term describes a type of discrimination or harassment where an employee receiver unwelcome suggestive advances?

-Sexual

 

What is the primary purpose of the No FEAR Act?

-To ensure the rights of federal employees are protected under the anti-discrimination and whistleblower protection laws

 

Which Equal employment opportunity act requires reasonable and effective accommodations for disabled but qualified people in the federal government?

-Genetic Information Nondiscrimination Act

 

When considering equal employment opportunities, a person is considered disabled if they have a transitory impairment that is short-term and limited to working only one type of job or in one location?

-True

 

After completing No FEAR Act training, you want to learn more about the Equal Employment Opportunity complain program. Which office is the nest office to seek further information?

-The Equal Employment Opportunity Commission (EEOC) website

 

Which term describes the Department of the Air Force Zero Tolerance policy towards unwelcome-conduct which creates an intimidating, offensive, or hostile work environment?

-Harassment

 

Which prohibits personnel practice promotes overall fairness in federal personnel actions by addressing bias based on personal conduct such as sexual orientation or gender identity

-Other discrimination

 

Which prohibited personnel practice promotes overall fairness in federal personnel actions was created to keep partisan politics out of the work environment?

 

Which prohibited personnel practice is violated if an employee is hired based on their affiliation with their parents, siblings, or in-laws?

-Other discrimination

 

If you believe you have experienced workplace harassment and want to file an Equal Employment Opportunity complaint, what is the best office to seek assistance or file a complaint?

-Your local servicing Equal Opportunity Office

 

Who should you contact if you feel discriminated against for sexual orientation?

 

When considering Equal Employment Opportunities, it is illegal to retaliate against someone because they filed claims of discrimination, filed a charge of discrimination, or participated in an employment discrimination lawsuit or investigation?

-True

 

In most cases how many days do you have to contact your local Equal Opportunity office from the date that you believe you were a victim of an unlawful discrimination based on race, color, sex, age, national origin, or disability?

-45 calendar days

 

What prohibits personnel practice address improper hiring practices based on agency officials knowingly giving preference to one prospect over another?

-Merit System Principle

 

A disclosure of wrongdoing, such as waste of funds, is protected from reprisal if the disclosure is made to the office of special counsel?

-True

What does Management Directive 715 provide to Federal agencies? (Public Disclosure and Proactive Prevention, page 5 of 14) [objective10]
It provides guidance to ensure all employment decisions are free from discrimination (correct)
It provides guidance to reimburse the Treasury's Judgment Fund
It provides procedures for filing EEO complaints
It provides guidance for filing whistleblower complaints

When considering Equal Employment Opportunities, the difference between the Rehabilitation Act of 1973 and the American with Disability Act of 1990 is disability discrimination between federal employees and private sector employee.
-False

Which Equal Employment Opportunity act prohibits discrimination based on race, color, religion, sex or national origin?
-Civil Rights Act of 1964

Which prohibited personnel practice addresses improper hiring practices based on agency officials knowingly giving preference to one prospect over another?
-Granting Unfair Advantage

According to prohibited personnel practices, employees who are subjected to non-disclosure agreements waive their rights to whistleblowing protection
-False

Who should you contact if you feel discriminated against for sexual orientation?
-Your local servicing Equal Opportunity Office

Who should you contact if for further information about Whistleblower or prohibited personnel practices?
-Office of Special Counsel (OSC)

Which prohibited personnel practice promotes overall fairness in federal personnel actions was created to keep partisan politics out of the work environment?

- Coercing Political Activity

What are employment related activities that are banned in the federal workplace because they violate the merit system and were created to promote overall fairness in Federal personnel action?

- prohibited personnel practices

Under the Civil Service Reform Act of 1978 a Federal employee who is authorized to take, direct other to take, recommend or approve any personnel action may influence anyone to withdraw from competing for a job to help or hurt the employment prospect of another person?

False

True or False. Complaints filed with the Office of Special Counsel may be filed online or submitted by mail.

True

What is reprisal according to the Civil Service Reform Act? (Whistleblower Protection and the OSC, page 9 of 13)

Retaliation against an individual who has engaged in activity protected under Federal antidiscrimination and whistleblower protection

True or False. Appeals must be filed with the MSPB within 30 days of the effective date of the personnel action. (Whistleblower Protection and the OSC, page 5 of 10)

True

Which of the following is NOT a prohibited personnel practice: (Equal Opportunity Laws, page 7 of 19)

Considering employment recommendations based on personal knowledge in a hiring action

What proactive actions can leadership, management and supervisors take to prevent unlawful discrimination? Select all that apply.

* Take employee complaints of harassment and unlawful discrimination seriously, and exercise their responsibility to investigate complaints thoroughly (Correct)
* Contact the EEO office if there are any questions about how to deal with employee complaints of harassment or other unlawful discrimination
* Take appropriate action to resolve the issue, and documenting the situation and action taken
* Take steps to ensure that all workplace policies, practices and behaviors are fair

True or False. The Office of the Special Counsel is an independent Federal agency that investigates complaints of prohibited personnel practices other than those enforced by the EEOC under the Civil Service Reform Act of 1978. (Whistleblower Protection and the OSC, page 1 of 13)

True

What is the purpose of the Merit Systems Protection Board? (Whistleblower Protection and the OSC, page 4 of 13)

To protect Federal merit systems against partisan political and other prohibited personnel practices

A benefit of a model EEO program is ______________________. (Benefits of a Model Program, page 3 of 9) [objective12]
All of the answers are correct (correct)
A more productive workforce
Improved efficiency of employees
A diverse organization where skilled employees want to work

How many days do you have to contact the EEO office to file a discrimination complaint after learning of a discriminatory event or the effective date of an action? (Benefits of a Model Program, page 5 of 10) [objective13] [Remediation Accessed :N]
15 days
30 days
45 days (correct)
60 days
True (correct)
False

Which two of the following statements describe the purpose of the Equal Employment Opportunity Commission (EEOC)? (Equal Employment Opportunity Law, page 4 of 19)

* Enforcing all Federal laws prohibiting employment discrimination, reprisal or retaliation
* Providing oversight and coordination of all Federal equal employment opportunity regulations, practices, and policies

What does Management Directive 715 provide to Federal agencies? (Public Disclosure and Proactive Prevention, page 5 of 14)

It provides guidance to ensure all employment decisions are free from discrimination

True or False. An individual who wants to file an EEO complaint must contact the EEO office within 45 calendar days of the date when he or she knew or should have known about the alleged discriminatory act, or in the case of a personnel action, within 45 calendar days of the effective date. (Equal Employment Opportunity Laws, page 10 of 19)

True

Under the No FEAR Act each Federal agency is required to submit its antidiscrimination data _______________. (Public Disclosure and Proactive Prevention, page 2 of 14)

annually

True or False. Federal agencies are required to pay out of their budgets for settlements or awards resulting from findings in the administrative complaint process even if it results in furloughs, reductions-in-force or loss of employee benefits. (Public Disclosure and Proactive Prevention, page 4 of 14)

False

In 2002, President George W. Bush signed the Notification and Federal Employee Anti-discrimination and Retaliation Act, Public Law 107-174, Title I, General Provisions, Section 101(1), requires each federal agency to provide written notification of the rights and protections available to federal employees, former federal employees and applicants for federal employment under federal antidiscrimination and whistleblower laws listed in the No FEAR Act. The No FEAR Act increases the accountability of federal departments and agencies for acts of discrimination or reprisal against employees.

The No FEAR Act requires that federal agencies be accountable for violations of anti-discrimination and whistleblower protection laws. To comply with Title III of the No FEAR Act, FEMA must, among other requirements, post a summary of the statistical data relating to the Equal Employment Opportunity complaints filed with the agency. This data is updated on this website quarterly.

For further information regarding the No FEAR Act regulations, refer to 5 CFR Part 724, as well as the DHS Office for Civil Rights and Civil Liberties. Additional information regarding federal antidiscrimination, whistleblower protection and retaliation laws can be found at www.eeoc.gov and www.osc.gov.

The purpose of the No FEAR Act is to ensure that Federal agencies: (Equal Employment Opportunity Laws, page 3 of 19) [objective3] [Remediation Accessed :N]
- Comply with these laws by requiring agencies to report antidiscrimination complaint data to Congress each year, and publicly post this data
- Are accountable for violations of these laws by requiring agencies to pay back the Department of the Treasury Judgment Fund for awards, judgments, and settlements in Federal lawsuits involving discrimination and whistleblower retaliation
- Notify all Federal employees of their rights and remedies under Federal whistleblower and antidiscrimination protection laws
- Train all Federal employees regarding their rights and remedies under these laws
- All of the answers are correct (correct)

Disciplinary Actions

Under the existing laws, DHS retains the right, where appropriate, to discipline a federal employee for conduct that is inconsistent with federal anti-discrimination and whistleblower protection laws, up to and including removal. If OSC has initiated an investigation under 5 U.S.C. 1214, however, according to 5 U.S.C. 1214(f), DHS must seek approval from the special counsel to discipline employees for, among other activities, engaging in prohibited retaliation. Nothing in the No FEAR Act alters existing laws or permits DHS to take unfounded disciplinary action against a Federal employee or to violate the procedural rights of a federal employee who has been accused of discrimination.

Retaliation for Engaging in Protected Activity

A federal employee, including a DHS employee, may not retaliate against an employee or applicant for employment because that individual exercises his or her rights under any of the federal antidiscrimination or whistleblower protection laws listed above. If you believe that you are the victim of retaliation for engaging in protected activity, you must follow, as appropriate, the procedures described in the antidiscrimination laws and whistleblower protection laws sections or, if applicable, the administrative or negotiated grievance procedures in order to pursue any legal remedy.

Whistleblower Protection Laws

A federal employee--including a DHS employee--with authority to take, direct others to take, recommend or approve any personnel action must not use that authority to take or fail to take, or threaten to take or fail to take, a personnel action against an employee or applicant because of disclosure of information by that individual that is reasonably believed to evidence violations of: law, rule or regulation; gross mismanagement; gross waste of funds; an abuse of authority; or a substantial and specific danger to public health or safety, unless disclosure of such information is specifically prohibited by law and such information is specifically required by executive order to be kept secret in the interest of national defense or the conduct of foreign affairs.

Retaliation against an employee or applicant for making a protected disclosure is prohibited by 5 U.S.C. 2302(b)(8). If you believe you have been the victim of whistleblower retaliation, you may file a written complaint (Form OSC-11) online at www.osc.gov or at the below address:

U.S. Office of Special Counsel 
1730 M Street, NW., Suite 218,
Washington, DC 20036-4505