Summary: The redress system for federal workers seeks to protect employees against arbitrary agency actions and prohibited personnel practices, such as discrimination or retaliation for whistle-blowing. But how well is the redress system working, and does it add to or detract from fair and efficient government operations? This testimony makes three main points: First, because of the system's complexity and the various redress mechanisms it affords federal employees, it is inefficient, expensive, and time-consuming. Second, because the system is so strongly protective of the redress rights of workers, it is vulnerable to employees who would take advantage of these protections. Its protracted processes and requirements divert managers from more-productive activities and inhibit some of them from taking legitimate actions in response to performance or conduct problems. Further, the demands of the system put pressure on employees and agencies alike to settle cases--regardless of their merit--to avoid potential costs. Third, alternatives to the current redress system can be found in the private sector and in some parts of the federal government. These alternatives, including a variety of less-formal approaches collectively known as alternative dispute resolution, may be worth further study.
