No Fear Act
On May 15, 2002, President Bush signed the Notification and Federal Employee
Anti-discrimination and Retaliation of 2002 (No FEAR) Act into law. The No Fear Act, with an effective date of October 1, 2003, requires that Federal agencies be more accountable for violations of anti-discrimination and whistleblower protection laws.
As Secretary Mineta stated “ . . . Discrimination has no place in the mission of the Department. As Secretary, I am committed to the full implementation of the No FEAR Act in the Department to support the President's Management Agenda and to ensure a supportive, discrimination-free work environment”.
View the entire contents of the NO FEAR Act
Federal Agency Requirements:
- Notify employees and applicants for employment about their rights under the discrimination and whistleblower laws. View No Fear Act Notice.
- Post statistical data relating to Federal sector equal employment opportunity complaints on its public website. View No Fear Act Statistics.
- Ensure that their managers have adequate training in the management of a diverse workforce, early and alternative conflict resolution, and essential communications skills .
- Conduct studies on the trends and causes of complaints of discrimination
- Implement new measures to improve the complaint process and the work environment .
- Initiate timely and appropriate discipline against employees who engage in misconduct related to discrimination or reprisal.
- Reimburse the Judgment Fund for any discrimination and whistleblower related settlements or judgments reach in Federal court.
- Produce annual reports of status and progress to Congress, the Attorney General and the U.S. Equal Employment Commission.