How to Modify the Duration of an AEP
- 1). Invite the EEOC to negotiate a new work agreement with a different AEP. The EEOC does not charge for this service, and it does not assume any violations to be the reason for the negotiation. Furthermore, in the event of having an unacceptable plan on the table, you are free to leave the negotiations. You may need to bargain with your employees through lawyers, and you may also need to present any final agreement to a judge for ratification. In some cases, the EEOC has been willing to accept revised agreements purely on the basis of their acceptance by workers.
- 2). Send a written request to the Affirmative Employment and Diversity staff at the U.S. Environmental Protection Agency, which develops the AEP. The staff provides front-line guidance on how to implement such programs, and they will be able to make any decision to change from one procedure to another. Find the names and numbers of the members of the staff on the website http://www.epa.gov/ocr/summ.htm.
- 3). Send a written request for the Equal Employment Opportunity Commission to investigate and/or judge any unsatisfactory decision from the Affirmative Employment and Diversity Staff. The EEOC serves as both the adviser to other federal agencies on matters of discrimination and the enforcers of various anti-discrimination laws. The EEOC can decide the compatibility of an AEP with federal policy and investigate possible legal errors in an AEP. Either of these actions may grant you the means to amend the AEP, but to make this action worthwhile, cite specific contradictions between your AEP and federal law.
- 4). Sue the EEOC or the EPA's Affirmative Employment and Diversity staff. File your case in a U.S. district court. To do this, you have to prove at least one of those organizations have violated your constitutional rights or federal law in putting the AEP in place.