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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

Semiannual Report: Oct-Mar 2018

2018
Semiannual Report
Equal Employment Opportunity Commission OIG
Equal Employment Opportunity Commission

This semiannual report summarizes the activities and accomplishments of the Office of Inspector General (OIG) for the reporting period October 1, 2017, through March 31, 2018. During this reporting period, the OIG issued four final audit and evaluation reports. The OIG received 339 investigative...

Evaluation of the EEOC’s Data Analytics Activities

2018
2017-002-EOIG
Inspection / Evaluation
Equal Employment Opportunity Commission OIG
Equal Employment Opportunity Commission

This analytics evaluation of the Equal Opportunity Employment Commission (EEOC) was conducted by Elder Research on behalf of the EEOC Office of Inspector General (EEOC OIG).1) Assess the strengths and weaknesses of the EEOC’s data analytics culture, strategy, tactics, and capabilities (people...

Independent Evaluation of the U.S. Equal Employment Opportunity Commission’s Compliance with Provisions of the Federal Information Security Modernization Act of 2014 (FISMA)

2018
2017-07-AOIG
Audit
Equal Employment Opportunity Commission OIG
Equal Employment Opportunity Commission

We found that EEOC generally had sound information security controls for its Information Security Program and has implemented security controls in all seven DHS Inspector General (IG) FISMA Reporting Metrics. Based on our audit work, we concluded that the EEOC’s Information Security Program is...

Independent Evaluation of the U.S. Equal Employment Opportunity Commission’s Compliance with Provisions of the Federal Information Security Modernization Act of 2014 (FISMA)

2017
2016-08-EOIG
Audit
Equal Employment Opportunity Commission OIG
Equal Employment Opportunity Commission

For Fiscal Year (FY) 2016, the U.S. Equal Employment Opportunity Commission (EEOC), Office of Inspector General (OIG) contracted with Brown & Company CPAs and Management Consultants, PLLC (Brown & Company) to conduct an independent evaluation of EEOC’s compliance with the provisions of the Federal...

Management Advisory on EEOC’s Open Government Activities

2016
OIG-2012-2016-AEP
Review
Equal Employment Opportunity Commission OIG
Equal Employment Opportunity Commission

On July 15, 2011, the Office of Inspector General issued a Management Advisory on EEOC’sOpen Government Activities, OIG-2011-01-AEP. In that Management Advisory, we reportedthat the Agency had developed a draft Open Government Plan and created an Open Governmentinitiative web site. We also reported...

Transmittal of Digital Accountability Transparency Act (DATA Act) Readiness Review Report

2017
OIGReportNo2017-03-AOIG
Review
Equal Employment Opportunity Commission OIG
Equal Employment Opportunity Commission

Our review determined that EEOC is on track to meet the reporting requirements of theDigital Accountability and Transparency Act. We did include three suggestions formanagement’s consideration. Also we have included management’s comments in ourreport.

Transmittal of 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 Eliminatio

2017
OIGReportNo2017-04-AOIG
Review
Equal Employment Opportunity Commission OIG
Equal Employment Opportunity Commission

Our review determined that EEOC has complied with the Improper Payments Information Act (IPIA), as amended by the IPERIA.

Semiannual Report: October 1, 2013 - March 31, 2014

2014
Semiannual Report
Equal Employment Opportunity Commission OIG
Equal Employment Opportunity Commission

This semiannual report is issued by the Equal Employment Opportunity Commission’s(EEOC’s) Office of Inspector General (OIG) pursuant to the Inspector General Act of1978, as amended. It summarizes the OIG’s activities and accomplishments for theperiod October 1, 2013, through March 31, 2014.

Semiannual Report: April 1, 2014 - September 30, 2014

2014
Semiannual Report
Equal Employment Opportunity Commission OIG
Equal Employment Opportunity Commission

This Semiannual Report is issued by the U.S. Equal Employment OpportunityCommission’s (EEOC’s) Office of Inspector General (OIG) pursuant to the InspectorGeneral Act of 1978, as amended. It summarizes the OIG’s activities andaccomplishments for the period April 1, 2014, through September 30, 2014.

Semiannual Report: October 1, 2014 - March 31, 2015

2015
Semiannual Report
Equal Employment Opportunity Commission OIG
Equal Employment Opportunity Commission

This semiannual report is issued by the Equal Employment Opportunity Commission’s (EEOC’s) Office of Inspector General (OIG) pursuant to the Inspector General Act of 1978, as amended. It summarizes the OIG’s activities and accomplishments for the period October 1, 2014, through March 31, 2015.

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