Help federal employees and managers understand No Fear Act rights, protections against discrimination and reprisal, and how to report problems.
Federal employees who face discrimination or retaliation need to know their rights and the deadlines for acting on them. The No Fear Act of 2002 made federal agencies more accountable for these protections and requires them to train their workforce. This course is for federal employees, supervisors and managers. The program walks through the key provisions of the act and the protections it adds to existing anti-discrimination and whistleblower laws. It reviews the prohibited bases of discrimination, such as race, sex, age, disability, national origin and political affiliation. Viewers learn the rights and remedies available, the steps for reporting discrimination or retaliation, and the role of the Office of Special Counsel. The course also summarizes how the Elijah E. Cummings Act expanded agency duties, including complaint tracking and public notice of final EEOC findings. The video runs about 9 minutes and is available in English. It supports the requirement that agencies train employees every two years and train new hires within 90 days.
Federal employees need No Fear Act training, including supervisors and managers. Agencies must train their workforce on anti-discrimination and whistleblower protections every two years, and new employees within 90 days of hire. The act applies to federal agencies, so private employers follow other EEO laws instead of the No Fear Act.
No Fear Act training is required by the Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 (Public Law 107-174). OPM rules at 5 CFR Part 724 put it into effect. Those rules cover the annual notice to employees, the two-year training cycle, and agency reporting on discrimination and whistleblower cases.
The No Fear Act protects federal employees and applicants from discrimination and from retaliation, including reprisal for whistleblowing. Protected bases include race, color, religion, sex, national origin, age, disability and political affiliation. These protections reach hiring, firing, promotions, performance appraisals and requests for reasonable accommodation.
Federal employees generally must contact an agency EEO counselor within 45 days of the alleged discrimination, or within 45 days of the effective date of a personnel action. Missing that window can end a complaint before it starts, which is why No Fear Act training stresses acting promptly.
The Elijah E. Cummings Act expanded No Fear Act duties for federal agencies. Agencies must keep their EEO program independent, track discrimination complaints and any resulting disciplinary actions, and post notice of final EEOC findings of discrimination. The goal is greater accountability when discrimination is found.
Schedule a demo with one of our reps
Our extensive Learning Management System allows you to dispatch knowledge and required certificates to teams across your site portfolio.
Our platform caters to all learning styles and scenarios, ensuring effective knowledge retention.
Take control of the learning experience with our configurable class structure. Tailor the training journey to match your organizational needs.
Deliver targeted safety training regimens at every level, putting safety directly into the hands of your workforce.
Deliver more than 400 online safety courses as well as your own training with the SafetyAmp learning management system.
Easily enroll employees into training courses, whether they're in a classroom or taken online - then visualize training history and compliance across multiple locations.
SCORM-compatible
Library of 400+ courses from partner training providers
Create online training courses
Quickly view employee training history
Schedule classroom training sessions
Manage training renewals
Eliminate lost certificates
Built-in reports for training compliance
Other Courses
Build confidence for critical moments through clear Hot Work Safety: Welding, Cutting, and Brazing instruction on frequent hazards associated with welding, cutting, and brazing.
Make workplace requirements clearer. Get a practical overview of spaces using OSHA’s three-pillar criteria for bodily entry in Confined Spaces: Acceptable Entry Conditions.
Give maintenance workers a clear six-step lockout/tagout routine, from identifying hazardous energy to verifying isolation before any work begins.
Made in the U.S.A.
© Copyright 2026