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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

Evaluation of EEOC’s Contracts Administration Activities

2020
2019-001-EOIG
Inspection / Evaluation
Equal Employment Opportunity Commission OIG
Equal Employment Opportunity Commission

We reviewed 45 fiscal year 2018 contract files at the Equal Employment Opportunity Commission (EEOC). We found that some contract files had incomplete contract orders and were missing the Contracting Officer Representative (COR) acceptance page. In addition, progress reports were not found in any of...

Federal Information Security Modernization Act of 2014 (FISMA) Fiscal Year 2019 Performance Audit

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

For Fiscal Year (FY) 2019, the U.S. Equal Employment Opportunity Commission (EEOC), Officeof Inspector General (OIG) contracted with Brown & Company CPAs and ManagementConsultants, PLLC (Brown & Company) to conduct a performance audit of EEOC’s compliancewith the provisions of the Federal...

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

2020
2020-001-SOIG
Other
Equal Employment Opportunity Commission OIG
Equal Employment Opportunity Commission

FMFIA further requires each executive agency head, based on an evaluation conducted in accordance with applicable guidelines, to prepare and submit a signed statement to the President and the Congress disclosing whether the agency’s system of internal accounting and administrative control fully...

Performance Audit of the U.S. Equal Employment Opportunity Commission’s Compliance with the Digital Accountability and Transparency Act of 2014 (DATA Act) Submission Requirements for the First Quarter of Fiscal Year 2019

2020
2019-003-AOIG
Audit
Equal Employment Opportunity Commission OIG
Equal Employment Opportunity Commission

The Office of Inspector General contracted with the independent certified public accounting firm of Harper, Rains, Knight & Company, P.A. (HRK) to conduct a performance audit of the U.S.Equal Employment Opportunity Commission's (EEOC) compliance with the Digital Accountability and Transparency Act...

Audit of the Equal Employment Opportunity Commission’s Fiscal Year 2019 Financial Statements

2020
2019-002-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 years ended September 30,2019 and 2018 to...

Performance Audit Report on the EEOC Charge Card Program: Fiscal Years Ending September 30 2018 and 2017

2019
2018-007-AOIG
Audit
Equal Employment Opportunity Commission OIG
Equal Employment Opportunity Commission

We were 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 administrative cost of processing...

U.S. Equal Employment Opportunity Commission Compliance with Improper Payments Requirements for Fiscal Year 2018

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

We conducted our review in accordance with guidance set forth in OMB Memorandum M-18-20. We communicated with EEOC Office of the Chief Financial Officer personnel andreviewed the EEOC FY 2018 PAR to determine whether the agency met the applicable IPERA requirements.

FY 2018 U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION MANAGEMENT LETTER

2019
2018-002-AOIG
Audit
Equal Employment Opportunity Commission OIG
Equal Employment Opportunity Commission

In connection with our audit of the financial statements of the U.S. Equal EmploymentOpportunity Commission (EEOC) as of and for the year ended September 30, 2018, weidentified deficiencies in internal control (control deficiencies). We present, for yourconsideration, our comments and...

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