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[quote=Anonymous][quote=Anonymous][/quote]

Unfortunately, management views anyone who voices any concern as a complainer. ....
[/quote]

This is very true and not just of management. The attitude seems to be if you have a problem it’s YOUR problem. Considering those with complaints to be whiners seems to permeate the culture. if you have a problem, the solution may be to get out because it quickly becomes apparent that no one really cares. Some people do seem to sympathize, but there isn’t anything they can do.[/quote]

I agree with you. There's a lot of attorneys at BVA who try to ingratiate themselves with management by attacking coworkers who voice concerns about discrimination and harassment. Attorneys who side with management get promoted very quickly. I know one judge who was promoted from GS-09 attorney to Veterans Law Judge in approximately eight years because she served as management's attack dog and willingly destroyed the careers of anyone disliked by management - this judge, who is currently serving, is known internally by some as the "witch with the red pen" because whenever upper management wanted a complainer to resign (i.e., someone who complained about discrimination/harassment), the judge would use a red pen to heavily mark up the victim's work product with criticism so that the complainer would lose confidence/become traumatized and resign. I should note that the the EEOC recently found that the Board subjected a GS-15 supervisory senior counsel to discrimination by firing him after he requested reasonable accommodation for a disability. I'm 99 percent sure that the Board will take no action against the managers who engaged in the discrimination - as a general practice, upper management does not discipline managers and judge who engage in discrimination/harassment unless the victims of the discrimination/harassment are upper management (i.e., the Forum of Hate scandal).

Link to EEOC case: https://www.eeoc.gov/sites/default/files/decisions/2020_12_07/2019003149.pdf[/quote]

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