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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 CHARGE CARD PROGRAM

2021
2020-004-AOIG
Audit
Equal Employment Opportunity Commission OIG
Equal Employment Opportunity Commission

Harper, Rains, Knight & Company, P.A.was engaged by the U.S. Equal Employment Opportunity Commission ("EEOC"), Office of Inspector General ("OIG"), to conduct a performance audit of the EEOC charge card program, which includes both purchase and travel cards. EEOC uses purchase cards to reduce the...

FY - 2020 MANAGEMENT LETTER U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION

2021
Audit
Equal Employment Opportunity Commission OIG
Equal Employment Opportunity Commission

In planning and performing our audit of the basic financial statements of the Equal Employment Opportunity Commission (EEOC) as of and for the year ended September 30, 2020, in accordance with auditing standards generally accepted in the United States of America and the standards applicable to...

Review of EEOC’s Compliance with Executive Order 13950

2021
2021-002-SOIG
Other
Equal Employment Opportunity Commission OIG
Equal Employment Opportunity Commission

On September 22, 2020, President Donald J. Trump issued Executive Order 13950 (EO or the Order), “Combating Race and Sex Stereotyping,” which requires federal agencies, federal grantees, federal contractors, and the Uniformed Services to address trainings that include divisive concepts, race or sex...

Semiannual Report to the U.S. Congress - October 1, 2019 through March 31, 2020

2020
Semiannual Report
Equal Employment Opportunity Commission OIG
Equal Employment Opportunity Commission

This semiannual report summarizes the OIG’s activities and accomplishments for the periodOctober 1, 2019, through March 31, 2020.The OIG issued six audit and evaluation reports and one written advisory. The OIG resolved 435 investigative inquiries.

U.S. Equal Employment Opportunity Commission’s Compliance with Improper Payments Requirements for Fiscal Year 2019

2020
2020-002-SOIG
Other
Equal Employment Opportunity Commission OIG
Equal Employment Opportunity Commission

We conducted a review to determine the U.S. Equal Employment Opportunity Commission’s(EEOC) Fiscal Year (FY) 2019 compliance with the Improper Payments Information Act of 2002 (IPIA) (Pub. L. 107-300), as amended by the Improper Payments Elimination and Recovery Act of 2010 (IPERA) (Pub. L. 111-204)...

EEOC Federal Hearings and Appeals Processes

2020
2018-001-EOIG
Audit
Equal Employment Opportunity Commission OIG
Equal Employment Opportunity Commission

This evaluation of the Federal hearings and appeals processes of the Equal Employment Opportunity Commission (EEOC) was conducted by The Center for Organizational Excellence, Inc. and CohnReznick LLP on behalf of the EEOC Office of Inspector General (OIG). The main objective of the assessment was to...

Fiscal Year 2019 Agency Compliance with the Federal Managers’ Financial Integrity Act

2020
Audit
Equal Employment Opportunity Commission OIG
Equal Employment Opportunity Commission

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

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