April 12, 2011
C4C
 
 
 
The Honorable Darrell Issa, Chair
The Coalition For  House Oversight and Government Reform Committee
 Change, Inc.   U.S. House of Representatives
(C4C)  Washington, D.C. 20515
P.O. Box 142 
Washington DC 20044  Dear Chairman Issa:
 
Tanya Jordan  On behalf of the members of the Coalition For Change, Inc., (“C4C”), I am writing
L.O.R., B.A., M.S.  to comment on the Government Accountability Office’s (“GAO”) decision last month
Founder 
to “reassign” one of its senior executives, Greg Kutz, managing director of the Forensic
 
 
Audit and Special Investigations Unit (“FSI”). As you are well aware, Mr. Kutz was
Philip Taylor  removed from managing the FSI unit when serious errors and inaccuracies were
 B.A., M.P.A.  discovered in an August 2010 GAO report produced by Mr. Kutz and his staff. As
Acting President  reported on the committee’s website, this flawed report required “significant revisions”
 
  and tarnished GAO’s credibility 1 . The Kutz situation certainly brings into serious
Willie Berry  question the performance of this unit’s past investigative work on behalf of Congress
 B.S.  and the American taxpayer.
Treasurer 
 
  The Kutz reassignment, for obviously poor performance, is of great interest to the
Michael A. Castelle, Sr.  C4C and its members. The C4C believes the Kutz reassignment illustrates one of the
Diversity Chair  glaring disparities in the federal government between the treatment of Caucasian federal
 
  workers and their African-American counterparts. Had Mr. Kutz been an African-
Milton Hill  American, we are certain that he would have been subjected to much harsher treatment
 B.S., M.A., M.P.A.  than a “reassignment.” The C4C believes GAO’s plan to address problems with FSI, by
Outreach Chair 
 
reassigning Mr. Kutz and “rebranding” his former division are insufficient remedies.
 
Arthuretta Holmes‐  A far more serious example of disparate treatment in the federal government,
Martin 
 B.S., M.S. 
however, pertains to African-Americans who assert their right to be treated with
EEO Chair  fairness, dignity and respect in the workplace. First, each year, shortly after engaging in
  so-called “protected activity” -- having filed employment discrimination complaints,
  hundreds if not thousands of African-American federal employees are terminated from
Anthony Perry 
CIO Cert, B.A., B.B.A, M.S.  federal employment after being labeled—often falsely-- “poor performers.” More often
                   than not, these employees were seen as valued, dedicated and exemplary public servants
Cecil Paris  –until they engaged in the formal complaint process. Second, those minority employees
 PMP, B.S. 
Management and  
with questionable performance issues are not afforded the same courtesy that GAO
Organization Chair  recently afforded Mr. Kutz by reassigning him to another position and purportedly
  allowing him to retain his grade level and current salary. In recent years, such overt
  disparate treatment has become too common place in the federal government.
Paulette Taylor 
A.A., B.A. 
Civil Rights Chair  As stated on the committee’s website, the House Committee on Oversight and
  Government Reform has legislative jurisdiction over the federal personnel system as
 
Diane Williams 
well as oversight of virtually everything government does. The C4C believes your
B.A., M.S., J.D.  committee has a duty and responsibility to examine unlawful retaliatory and disparate
Legislative Research Chair  treatment taking place in federal employment. Why are Caucasians with performance
 
issues “reassigned” while the employment of African-Americans is callously terminated
causing irreparable harm to their lives, health and financial security—not to mention
 
www.coaltion4change.org 
C4C@coalition4change.org 
1-866-737-9783.
 
                                                         
  1
 Committee Press Release dated March 4, 2011, “Chairman Issa Lauds Leadership Change in 
 
Troubled GAO Unit.” 
   
Chairman Darrell Issa that of their family members. Furthermore, we fervently believe such unlawful
April 12, 2011 behavior adversely impacts morale, productivity and the effective and efficient
page 2 operations of government and its programs.

Last year, the C4C was established as a public interest group consisting of current
and former federal employees who are experiencing or have experienced the indignity
of employment discrimination and retaliation by federal managers-- federal managers
who are not held accountable for their unlawful behavior. The C4C’s mission is to
expose and eradicate racism in the federal government that not only injures the affected
party, but also hampers the government’s ability to promote efficiency, effectiveness
and transparency in federal programs and operations. I would urge you and the
committee staff to take a look at our website at www.coalition4change.org to learn
more about our group. We also encourage you to read our 2010 Annual Report of
Accomplishments posted on our website.

Thank you for your time and consideration of our concerns. If you or your staff
have any questions, please free to contact me at 1-866-737-9783.

Sincerely,

Philip D. Taylor
Acting President, The Coalition
For Change, Inc. (C4C)

cc: The Honorable Elijah E. Cummings, Ranking Member

The Honorable Dennis Ross, Chair, Subcommittee on Federal Workforce,
U.S. Postal Service and Labor Policy
The Honorable Stephen F. Lynch, Ranking Member, Subcommittee on Federal
Workforce, U.S. Postal Service and Labor Policy
Mr. Gene L. Dodaro, Comptroller General of GAO