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Wrong Barbara Seely?

Barbara A. Seely

Attorney

U.S.-Equal-Employment-Opportunities-Commission

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I agree to the Terms of Service and Privacy Policy. I understand that I will receive a subscription to ZoomInfo Community Edition at no charge in exchange for downloading and installing the ZoomInfo Contact Contributor utility which, among other features, involves sharing my business contacts as well as headers and signature blocks from emails that I receive.

U.S. Equal Employment Opportunities Commission

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Background Information

Employment History

Regional Attorney of the St. Louis District Office

Equal Employment Opportunity Commission


Regional Director

EEOC's St. Louis District


Affiliations

St. Louis Rowing Club

Recording Secretary


Web References(197 Total References)


www.riverfronttimes.com

In February, Barbara Seely, an attorney with the U.S. Equal Employment Opportunities Commission, caught a glimpse of a C-FIRE flier hanging on the first-floor bulletin board, near the building's elevators. Seely's not sure what first drew her attention to the flier: the picture of a large cross, Bible and robed choir singers or the word "Christian."Up close, the poster informed federal employees and building visitors that the group would be holding two membership rallies in the federal building's auditorium, featuring a guest speaker and singing. Seely, who works for a government agency that has a low tolerance for religious proselytizing in the workplace, wasn't happy with what she saw. "I find this offensive and intimidating and believe that is discriminates against me on the basis of religion," Seely wrote.Not only did Seely and Harper find the flier offensive, they believe it didn't conform to the GSA's guidelines to limit the content of the notices to "the time, date and place of meetings."


www.riverfronttimes.com [cached]

In February, Barbara Seely, an attorney with the U.S. Equal Employment Opportunities Commission, caught a glimpse of a C-FIRE flier hanging on the first-floor bulletin board, near the building's elevators. Seely's not sure what first drew her attention to the flier: the picture of a large cross, Bible and robed choir singers or the word "Christian."Up close, the poster informed federal employees and building visitors that the group would be holding two membership rallies in the federal building's auditorium, featuring a guest speaker and singing. Seely, who works for a government agency that has a low tolerance for religious proselytizing in the workplace, wasn't happy with what she saw. Folks at the local EEOC office take the separation of church and state seriously.Unlike the IRS, there aren't any officially sanctioned religious employee groups at the EEOC.To avoid offending non-Christians, the office won't display a Christmas tree.And the same office has taken up the fight for workers who say they have been religiously harassed on the job.For example, in 1990, the St. Louis office successfully sued a Missouri firm for religious harassment after a medical-records supervisor took her fundamentalist religious convictions to the extreme by praying over employees, "healing" them with her hands, telling a Catholic worker that "the Blessed Virgin was a whore and a slut" and advising an employee that her son had sickle-cell anemia because she was a "sinner." "I find this offensive and intimidating and believe that is discriminates against me on the basis of religion," Seely wrote."I think the posters should be removed and the rally not be permitted to be held on government property during working hours." The proposed rally, because it involved government workers using government property, raised a red flag about a possible violation of the First Amendment's Establishment Clause, the oft-cited separation between church and state. Not only did Seely and Harper find the flier offensive, they believe it didn't conform to the GSA's guidelines to limit the content of the notices to "the time, date and place of meetings."


www.slrc.net

Barb Seely barbara.seely@eeoc.gov


workerscompgazette.com [cached]

"Refusing to hire a qualified job applicant with epilepsy, long controlled by medication, defies logic and violates the law if an employer does not determine, after performing an individualized assessment of the applicant, that the applicant is a threat to the health and safety of himself or others," said Barbara A. Seely, regional attorney of the EEOC's St. Louis District Office.


hertzherson.com

"Time and again, the EEOC sees cases where retaliation by employers is as bad, or even worse, than the original discrimination," explained Barbara A. Seely, a regional attorney in the EEOC's St. Louis District Office.


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