150 Pages, 30 Days: The EEOC Motion for More Comment Time That Couldn't Get a Second

The EEOC has proposed a 150-page rewrite of the federal EEO complaint process — and federal employees will get just 30 days to comment on it. At the Commission’s meeting, a motion to give the public 60 days could not even get a second. We listened to the meeting, and here is the exchange federal employees should know about.

What Happened at the Meeting

Before the vote, Southworth PC had already called for the proposal to be made public, for meaningful stakeholder input, and for more time for comments.

At the meeting, Commissioner Kalpana Kotagal moved to postpone consideration and form a working group involving federal employees, practitioners, researchers, and advocates. That motion did not get a second.

Then she asked for sixty days to comment, pointing to earlier proposals that had allowed sixty days. Here is what she said: “Accordingly, I move that the notice and comment period be extended to 60 days to allow the public sufficient time to weigh in.”

Chair Andrea Lucas’s response began: “Hearing no second, your time has expired.”

The Commission went on to approve issuing the proposal, two to one.

Why Thirty More Days Matters

That was a request for thirty additional days. Time to compare this rewrite with the existing rules. Time to gather evidence. Time for employees and the people who represent them to explain what these changes would do to real cases. Thirty more days is a reasonable request for a change this big.

What troubles us is the process. The Commission says it wants public input. But the request for a working group went nowhere, and the request for more time couldn’t get a second. Federal employees deserve a meaningful opportunity to help shape a system they may have to depend on when their careers and health are on the line.

What This Means for Federal Employees

This was a vote on a proposal, not a final rule. The 30-day comment period runs from Federal Register publication, and your current deadlines and processes still apply in the meantime.

Do you want to speak out on this? Early next week, we’ll share thoughts on how you can do that, with guidance to help you share your stories with the EEOC so your voice is not ignored.

What Southworth PC Is Doing

We called for meaningful public input before the vote, and we are preparing our response now. For what this means for your case — including what current clients need to know — see our initial breakdown at fedlegalhelp.com/EEObreakdown.

Federal employees deserve to be heard. What do you want the Commission to understand? If you are dealing with discrimination or retaliation and want to know about your options, the federal employee lawyers at Southworth PC are ready to help.

Legal Disclaimer: This content is for general informational purposes only and does not constitute legal advice. Federal employment situations are fact-specific and time-sensitive. Please consult a qualified federal employment attorney about your specific situation.