The Comptroller General has considered at least twice and considered appropriate the resolution of EEO disputes consisting of cash payments not related to personnel measures: Title VII of the Civil Rights Act of 1964 explicitly encourages the settlement of discrimination disputes in the workplace without litigation. The courts have strongly encouraged the resolution of discrimination rights and upheld these comparisons when challenged. See, for example, Occidental Life Insurance Co. v. Equal Employment Opportunity Comm., 432 U.p. 355 (1977); Alexander v. Gardner-Denver Co., 415 U.P. 36 (1974). pay damages to the plaintiff in the amount of [amount] within 30 calendar days from the date of this Agreement. The applicant acknowledges that this payment is taxable and undertakes to pay all applicable taxes.

The Comptroller General supported these comparisons and stated: „There is no doubt that an agency has the general authority to resolve a complaint against discrimination informally and recover salary with retroactive promotion or reinstatement in an informal comparison without establishing a specific finding of discrimination.“ Equal Employment Opportunity Commission, Informal Settlement of Discrimination Complaints, 62 Comp. Gen. 239, 242 (1983). The important support of the Equal Employment Opportunity Commission at all stages of the EEO`s appeal procedure is in 29 C.F.R. § 1614.603 codified, which provides that „each agency shall make reasonable efforts to voluntarily resolve complaints of discrimination as soon as possible and throughout the administrative handling of complaints, including the pre-complaint consultation phase“. [2] Settlement agreements entered into voluntarily and knowingly by the parties are binding on the parties. Comparisons should not involve non-recourse in the event of a future infringement. The resolution of age discrimination complaints must also comply with the requirements of the Older Workers Benefits Protection Act, 29 U.S.C§ 626, which involves the waiver of rights.

In other words, the waiver of a claim of age discrimination must be knowingly and voluntary. [3] The relief provided by an agency to resolve an EEO dispute should not be greater than the facilitation that a court could order if the dispute were to be adjudicated. . . .