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Department of Interior DEI office decided the law was a suggestion when handling complaints

 


It keeps being proven that DEI is a waste of money and is of dubious logic, but the Department of Interior DEI office went above and beyond to prove both. They decided the law was something to make up and just created their own little world. The Interior Inspector General found that this was done for three years, with the DEI department working to make sure that they would not be discovered by the Equal Employment Commission.

Three Years

Here via the Department of Interior OIG report, is what was happening in the Interior DEI office.

“We investigated an allegation that a former Director (Director) of the Office of Diversity, Inclusion and Civil Rights (ODICR) issued final agency decisions (FADs) containing unsupportable findings of discrimination. We also investigated an allegation that the Director, another former senior official with ODICR (Acting Director), and the former Director of ODICR’s Adjudication, Compliance & Equity Division (Division Director) backdated or ordered employees to backdate FADs to avoid reporting the untimely issuance of FADs to the Equal Employment Opportunity Commission (EEOC).”

“We concluded that, between September 2019 and September 2021, the Director did not apply the correct legal standard when considering discrimination complaints filed against the U.S. Department of the Interior (DOI) and moreover instructed ODICR staff to use the same incorrect legal standard in their consideration of discrimination complaints. As a result, ODICR issued FADs that found that the DOI had engaged in unlawful discrimination in cases where such a finding may not have been made had ODICR applied the correct legal standard. We also concluded that, between June 2018 and September 2021, four ODICR officials—the Director, Acting Director, Division Director, and the Affirmative Employment Program Division Director (Program Director)—backdated FADs and that this created the appearance that those FADs had been issued timely.”

“Shortly after we discovered that ODICR was using an incorrect legal standard to decide claims of discrimination, we notified DOI officials so they could take appropriate action. We understand that the DOI took immediate action to correct ODICR’s use of the incorrect legal standard, and we confirmed that ODICR is no longer applying this incorrect standard to discrimination claims. Similarly, during our investigation, ODICR revised its EEO Complaints Processing Handbook to expressly prohibit backdating (the practice of using a signature date on a FAD that precedes the FAD issuance date) and to make clear that the FAD issuance date is the date the FAD is issued by ODICR rather than the date the ODICR Director signs the FAD. We make six recommendations that will promote use of the correct legal standard to determine FADs and adherence to appropriate timelines.”

Specific Actions

Via the same report, here is what they were specifically doing.

“During this investigation, we focused on a selection of FADs that ODICR issued between June 2018 and September 2021 that included findings of discrimination. More specifically, we focused primarily but not exclusively on FADs and related documents that included language suggesting application of the incorrect legal standard—namely, the phrase “in the light most favorable to the complainant.” We also assessed closely FADs that any of the four ODICR officials signed, reviewing the signature dates on the FADs and other evidence for examples of backdating.”

DEI keeps being proven to be bad on a legal standpoint, with it being more focused on wanting people to be victims than being productive members of society. This allowed people to lie and attack people who they want to. It is time that this trend ends, as it is more of a waste of time and tax dollars than anything close to being valid.

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