About WFP

National Vice President for Women and Fair Practices

Jeremy Lannan was elected as National Vice President for Women and Fair Practices at the 41st National Convention in 2018.

Women’s Department

Mission statement - The Women's Department shall have initial responsibility for the development and implementation, in conjunction with the Fair Practices Department, of: Affirmative Action programs for women in federal and D.C. government agencies; the elimination of employment discrimination based upon sex; providing the necessary consultation, services, and representation to Locals, Councils and Districts in support of women's programs and organizations; and drafting education, media material correspondence, and department reports.

The Women's Department supports a broad spectrum of issues of priority to today's women and working families.

  • Family/medical leave
  • Equal pay
  • Child care
  • Sexual harassment
  • Domestic violence (and its impact on the workplace)
  • Health care reform
  • Nursing mothers
  • Paid parental leave
  • Advocacy and training

At the current time, the Women's Department consists of the elected National Vice President for Women and Fair Practices (who sits on the National Executive Council), Secretary, Special Assistant to NVP, and a Program Specialist. 

Fair Practices Department

The Fair Practices Department is charged with enforcing, training, researching, and implementing the policies necessary to fulfill AFGE’s commitment to equal opportunity and civil rights. 

The Department is staffed with a Supervisory Attorney, EEO Attorneys, and a Legal Assistant. Attorneys are assigned to individual Agencies and Districts. To see a list of the current breakdown of WFP Attorneys and their respective Agencies and Districts, please click here.

The Department addresses civil rights violations through member representation, education, and mobilization. Members may request representation in their EEO cases from the attorneys in the Fair Practices Department. Requests for representation can be made by filling out this form and sending a hardcopy of a Report of Investigation and other case-related documents to the Fair Practices Department. More information about the criteria for representation can be found here.

Attorneys are also available to provide EEO training to locals, councils, and districts. To request training, please email [email protected] or call 202-639-4006. 

If you would like to find out how you can receive assistance from the Fair Practices Department, please contact us by emailing [email protected] or calling 202-639-4006.

Equal Employment Opportunity

Equal Employment Opportunity (EEO) is the concept that employment decisions are required to be based upon valid job-related requirements without regard to protected statuses, such as race, color, sex, national origin, religion, age, disability, genetic information, or reprisal for protected EEO activity.

Applicants and employees of the District of Columbia and the Federal Government are protected from discrimination based on these protected statuses by several federal laws. These laws include Title VII of the Civil Rights Act, the Age Discrimination in Employment Act, the Americans With Disabilities Act and its Amendments Act, the Rehabilitation Act, the Genetic Information Nondiscrimination Act, and the Equal Pay Act.

D.C. Government employees have additional protections under laws such as District of Columbia Human Rights Act of 1977, District of Columbia Family and Medical Leave Act, District of Columbia Parental Leave Act, and District of Columbia Language Access Act of 2004. These laws prohibit discrimination against applicants and employees of the D.C. government based on race, color, religion, national origin, sex, marital status, personal appearance, sexual orientation, gender identify, family responsibilities, political affiliation, disability, matriculation, genetic information, and credit information. For more information about protected traits under DC Human Rights laws, please click here.

The Equal Employment Opportunity Commission (EEOC) enforces the federal statutes. The D.C. Office of Human Rights enforces the D.C. Human Rights Statutes.

Equal Employment Opportunity Commission (EEOC)

  • Unfair treatment due to race, color, religion, sex (including pregnancy, sexual harassment, gender identity, sex stereotyping, and LGBTQ), national origin, age, disability, genetic information, or protected EEO activity.
  • Harassment by managers, coworkers, or others in the workplace because of race, color, religion, sex (including pregnancy, sexual harassment, gender identity, sex stereotyping, and LGBTQ), national origin, age, disability, genetic information, or protected EEO activity.
  • Denial of religious accommodation based on an employee's religious belief.
  • Denial of reasonable accommodation based on an employee's disability.

For more information, please visit www.eeoc.gov.

D.C. Office of Human Rights (OHR)

The District of Columbia Office of Human Rights (OHR) works to combat discrimination, increase equal opportunity and protect human rights for individuals who live or work in the District of Columbia. The Office enforces local and federal human rights laws by providing a legal process to those who believe they have been discriminated against. OHR also enforces human rights in D.C. through Director's Inquiries, which allow it to identify and investigate practices and policies that may be discriminatory.

For more information, please visit ohr.dc.gov.

Below is a List of Helpful Resources:

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