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Website
https://oig.eeoc.gov
Abbreviation
EEOC
Agencies
Equal Employment Opportunity Commission
Federal Agency
Yes
Location

United States

What to Report to the OIG Hotline
The Office of Inspector General (OIG) Hotline is a clearinghouse for receiving and handling allegations regarding fraud, waste, abuse, mismanagement, or misconduct affecting Equal Employment Opportunity Commission (EEOC) programs and operations. Examples of allegations that should be reported to the OIG Hotline include misuse, embezzlement, or theft of government property or funds; contract or procurement fraud; contractor misconduct; employee misconduct, such as misuse of official position; bribes or unauthorized acceptance of gifts; conflicts of interest and other ethical violations; and defense trade control violations. To process your allegation(s), we will need you to provide as much information as possible regarding the suspect and victim. Your information should include the following: Who committed the wrongdoing (person, company, or organization)? What exactly did the individual or entity do? Where did the activity take place? When did it happen? How was the activity committed? Do you know why the person committed the wrongdoing? Who else has knowledge of the potential wrongdoing? Without sufficient information, we may be unable to act on your allegation. The more information you can provide, the better the chance we have of determining whether any wrongdoing has been committed. We are very interested in the information you have regarding waste, fraud, abuse, mismanagement, or misconduct in EEOC programs.
What Not to Report to the OIG Hotline
Complaints or inquiries regarding charges or complaints of discrimination (including status inquiries, processing complaints, complaints about EEOC employees’ customer service, complaints regarding the merits of charges, or complaints of discrimination). Complaints of violations of the Agency’s collective bargaining agreement. Complaints that do not relate to EEOC employees or programs. Complaints that relate to the programs or employees of another government agency. Complaints that involve an Agency employee but another agency has enforcement or regulatory jurisdiction (e.g., a complaint that an EEOC employee has falsified his or her Federal income tax information should be presented to the Internal Revenue Service). Complaints about absence without official leave and leave usage. Complaints regarding insubordination. Complaints of discrimination, sexual harassment, or prohibited personnel practices. Complaints regarding matters pertaining to physical security.
Hotline Page
https://oig.eeoc.gov/hotline
Whistleblower Protection Page
https://oig.eeoc.gov/whistleblower-resources

U.S. Equal Employment Opportunity Commission Federal Information Security Modernization Act of 2014 (FISMA) Fiscal Year 2018 Independent Evaluation

2019
2018-004-AOIG
Audit
Equal Employment Opportunity Commission OIG
Equal Employment Opportunity Commission

This report presents the results of our independent performance audit of the U.S. Equal Employment Opportunity Commission’s (EEOC) information security program and practices in accordance with the Federal Information Security Modernization Act of 2014 (FISMA). FISMA requires Federal agencies...

Audit of the Equal Employment Opportunity Commission’s Fiscal Year 2018 Financial Statements

2019
2018-001-AOIG
Audit
Equal Employment Opportunity Commission OIG
Equal Employment Opportunity Commission

The Office of Inspector General (OIG) contracted with the independent certified public accountingfirm of Harper, Rains, Knight & Company, P.A. (HRK) to audit the financial statements of theU.S. Equal Employment Opportunity Commission (EEOC) for fiscal year 2018. HRK reported that EEOC’s fiscal year...

Fiscal Year 2018 Agency Compliance with the Federal Managers’ Financial Integrity Act

2019
2018-006-SPOIG
Other
Equal Employment Opportunity Commission OIG
Equal Employment Opportunity Commission

The Federal Managers’ Financial Integrity Act (FMFIA), P.L. 97-255, as well as the Office of Management and Budget’s (OMB) Circular No. A-123, Management Accountability and Control, establish specific requirements for management controls. Each agency head must establish controls to reasonably ensure...

Improper Payments Elimination and Recovery Improvement Act P.L. 112-248 (IPERIA)

2018
2018-003-AOIG
Audit
Equal Employment Opportunity Commission OIG
Equal Employment Opportunity Commission

Fiscal Year: 2018Executive Summary: The IPERIA requires agencies and entities, such as the U.S. Equal Employment Opportunity Commission (EEOC), with improper payment estimates that do not meet the statutory thresholds to report an estimate of the annual amount and rate of improper payments, as well...

Semiannual Report: Apr-Sep 2017

2017
Semiannual Report
Equal Employment Opportunity Commission OIG
Equal Employment Opportunity Commission

This Office of Inspector General’s semiannual report summarizes our activities and accomplishments for the period April 1, 2017, through September 30, 2017. During this period, the OIG issued one final audit/evaluation report, completed one investigation, published one Management Advisory and...

DATA ACT Readiness Review Report

2017
2017-003-AOIG
Audit
Equal Employment Opportunity Commission OIG
Equal Employment Opportunity Commission

The EEOC is heavily dependent on its FSSP, IBC, for its Data Act implementation and reporting. EEOC has performed some of the recommended steps from the DATA Act Playbook and has collaborated with IBC to ensure the accuracy and completeness of data to be reported on behalf of EEOC. The four steps...

Audit of the Equal Employment Opportunity Commission’s Fiscal Year 2017 Financial Statements

2018
2017-001-AOIG
Audit
Equal Employment Opportunity Commission OIG
Equal Employment Opportunity Commission

The Office of Inspector General (OIG) contracted with the independent certified public accounting firm of Harper, Rains, Knight and Company, P.A (HRK) to audit the financial statements of the U.S. Equal Employment Opportunity Commission (EEOC) for fiscal year 2017. The contract required that the...

U.S. Equal Employment Opportunity Commission’s FY 2016 Compliance with the Improper Payments Information Act (IPIA), as amended by the Improper Payments Elimination and Recovery Act P.L. 111-204 (IPERA), and the Improper Payments

2017
2017-004-AOIG
Audit
Equal Employment Opportunity Commission OIG
Equal Employment Opportunity Commission

The IPERIA requires agencies and entities, such as the U.S. Equal Employment Opportunity Commission (EEOC), with improper payment estimates that do not meet the statutory thresholds to report an estimate of the annual amount and rate of improper payments, as well as reduction targets in their annual...

FY 2017 Agency Compliance with the Federal Managers’ Financial Integrity Act

2017
Review
Equal Employment Opportunity Commission OIG
Equal Employment Opportunity Commission

The Federal Managers’ Financial Integrity Act (FMFIA), P.L. 97-255, as well as the Office of Management and Budget’s (OMB) Circular A-123, Management Accountability and Control, establish specific requirements for management controls. Each agency head must establish controls to reasonably ensure...

PERFORMANCE AUDIT OF THE COMPLIANCE WITH THE FINANCIAL AND AWARD DATA SUBMISSIONS FOR THE SECOND QUARTER FY 2017

2018
2017-006-AOIG
Audit
Equal Employment Opportunity Commission OIG
Equal Employment Opportunity Commission

The DATA Act, in part, requires Federal agencies to report financial and award data in accordance with the established Government-wide financial data standards. In May 2015, the Office of Management and Budget (OMB) and Treasury published 57 data definition standards and required Federal agencies to...

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