FHFA EEO Anti-Harassment Policy Statement
FHFA EEO Affirmative Employment Plan
Workforce Ombuds Person
FHFA has an Inter-Agency Agreement with the McCammon Group to provide Ombuds-related services to the FHFA Workforce. According to the Charter, the McCammon Group Ombuds provides a confidential space in which any employee, supervisor, or leader can express concerns for any type of workplace issue, including concerns of behavior that are antithetical to the FHFA FAIR values. Ombuds use informal approaches to work with individuals, groups, and leaders while also continually assessing the culture and climate of their respective organizations by understanding how people communicate with each other; understanding how people and the organization are making sense of workplace conflict (e.g., identifying, addressing, and perceiving conflict); identifying trends and patterns; and helping the organization address systemic problems.
The Ombuds person is a designated systems leader serving as a confidential, independent, impartial/neutral, and informal resource for the FHFA community.
To contact the Workforce Ombuds Person: Ombuds@mccammongroup.com
NO FEAR ACT (AS AMENDED)
Equal Employment Opportunity Data Posted Pursuant to Title III of the Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 (No FEAR Act), Public Law 107-174, and Elijah E. Cummings Federal Employee Antidiscrimination Act of 2020, H.R. 6395, Title XI, Subtitle B (Sections 1131-1138).
The No FEAR Act is intended to increase the accountability of Federal agencies for acts of discrimination or reprisal against employees, former employees, and applicants. It became law on May 15, 2002, and became effective on October 1, 2003.
The No FEAR Act requires each Federal agency to post on its website certain summary statistical data related to equal employment opportunity complaints filed against it. Section 301(b) of the No FEAR Act and 29 CFR 1614.704 describe the specific data to be posted.
Every quarter FHFA updates and publishes the No FEAR Act data. In addition, OEOF submits a yearly report to congress regarding NO FEAR.
If you have questions or concerns about whistleblower rights, contact the Office of Special Counsel at www.osc.gov or call (202) 804-7000.
Whistleblower Protection Enhancement Act Notice
Any nondisclosure policies, forms, or agreements between FHFA and its current or former employees do not supersede, conflict with, or otherwise alter the employee obligations, rights, or liabilities created by existing statute or Executive order relating to (1) classified information, (2) communications to Congress, (3) the reporting to an Inspector General (Hotline – 800-793-7724) of a violation of any law, rule, or regulation, or mismanagement, a gross waste of funds, an abuse of authority, or a substantial and specific danger to public health or safety, or (4) any other whistleblower protection. The definitions, requirements, obligations, rights, sanctions, and liabilities created by controlling Executive orders and statutory provisions are controlling in the case of any conflict with an agency non-disclosure agreement: Executive Order 13526; 5 U.S.C. 2302(b)(8); 10 U.S.C. 1034; 50 U.S.C. 421 et seq.; 18 U.S.C. 641, 793, 794, 798, 952 and 1924; 50 U.S.C. 783(b); 5 U.S.C. Appx. 3; and 5 U.S.C. 7211.
Page Last Updated: January 22, 2025