on, the cost or estimated cost of that service,

The ice shall identify cne or more Library

ployees who responsible for keeping the information in otice current and who are available to employees seeking explecations of the information on the notice. The notice shall be reviewed and updated on or about November 1 of each year, unless and until otherwise ordered by the Court, and it is

FURTHER ORDERED: That a copy of the current notice shall be furnished promptly to any Library employee who may. file an employment discrimination grievance at any level of the Library's then grievance procedure.

Luis7: Ebistorze

UNITED STATES DISTRICT JUDGE

0390127 Salaries and Expenses, Congressional Research Service $1,278,000

0390141 Salaries and Expenses, Books for the Blind and Physically Handicapped

$2,600,000

NONDEPARTMENTAL WITNESSES

BLACK EMPLOYEES OF THE LIBRARY OF CONGRESS

STATEMENT OF HOWARD R. L. COOK, EXECUTIVE DIRECTOR

ACCOMPANIED BY GEORGE E. PERRY, PRESIDENT, ETHNIC EMPLOYEES OF THE LIBRARY OF CONGRESS

Senator SASSER. We have two outside witnesses who have asked to testify relative to the budget of the Library of Congress. Perhaps Mr. Welsh, the Deputy Librarian, could remain with us for the discussion with the outside witnesses.

Would the outside witnesses who have requested to testify please come forward and identify yourselves and the organizations which you represent.

Mr. PERRY. Mr. Chairman, there is apparently some confusion. As far as I understand, Mr. Cook and I, George E. Perry, are the two outside witnesses. We have made a written request to you, Mr. Chairman.

Who else wishes to testify?

Mr. PANZERA. Mr. Chairman, we are here on behalf of AFSCME, Local 2477 and Local 2910.

Senator SASSER. Perhaps we ought to break this testimony up and take

Mr. PERRY. Mr. Chairman, did they make a written request to you in January?

Senator SASSER. Mr. Perry, we will take you first and the gentleman on your immediate left. Then we will take up the AFSCME personnel immediately after these two witnesses are completed. Mr. PERRY, Mr. Chairman, this is characteristic of the tactics of mismanagement that we have been protesting.

I want to introduce Mr. Howard R. L. Cook, who is the executive director of the black employees of the Library of Congress, and he is also vice president of the ethnic employees of the Library of Congress. I am serving as president of the ethnic employees of the Library of Congress.

Mr. Cook. Mr. Chairman, thank you very much for inviting us and permitting us to testify. My testimony is brief. It will concern itself mostly with mismanagement, affirmative action, equal opportunity, fraud and corruption in the Library of Congress.

I am here today on behalf of one of the most outstanding employee organizations in the Federal Government, the black employees of the Library of Congress. The record of achievement of this organization is not surpassed by any other organization of Federal employees. All of its work has been on behalf of minority employees, but not exclusive of any group of employees. The sole aim of the organization is greater integrity in management, with a focus toward equal treatment of all employees.

41-096 0 - 79 10 (pt.2)

SEEK REDUCTION IN LIBRARY FUNDS

For this reason I appear here today to seek a reduction in the appropriations for the upcoming fiscal year for the Library of Congress. This reduction is necessary for reasons which I will discuss as this testimony goes forward.

First, the Librarian of Congress has not improved the Library of Congress since becoming its chief administrator in terms of equal employment opportunity. What has happened is nothing more than outside image making, which has no meaning as far as affording each employee equal opportunity. The exhibits, carpet, outside yard decorations and parties, while costing large sums of money, do nothing in terms of his first responsibility of assuring equal employment opportunity under law.

Second, the Librarian has assembled unto himself a platoon of caterers which consists of three or four employees. These employees have as their job the serving of food to the Librarian at taxpayers' expense. This expense, I am sure, on a per year basis, is quite sizable.

Third, affirmative action has continued to decline in the Library of Congress since Dr. Boorstin became Librarian. This decline is reflected in the fact that fewer employees are given the opportunity under law to be a part of programs which will assure their upward advancement. The Equal Employment Opportunity Act of 1972 makes it the Librarian's responsibility to see to it that employees are provided with this kind of opportunity. The fact that it is not being done is a violation of the law.

EQUAL OPPORTUNITY OFFICE

Fourth, equal employment opportunity in the Library of Congress is seriously and continuously damaged because the Librarian does not assume the leadership required to force the Equal Opportunity Office to process the complaints which it receives in accordance with Library of Congress regulations and the Equal Employment Opportunity Act of 1972. This means that a state of continuous violation of regulation and law is maintained by the Library of Congress' Equal Opportunity Office. It might be that this occurs because the Library seems to do so poorly whenever an employee gets before a hearing examiner of a judge in the U.S. District Court. A recent case in point is found in the decision of the Honorable June L. Green, reported in the Washington Star on January 30, 1979.

Fifth, the Library of Congress has a policy which results in having two employees fill one position. This comes about when an employee wins a discrimination complaint. The Library does not remove the nondeserving employee from the contested position, but rather creates an additional position. This means that if you have a GS-13 position contested, paying about $30,000 per year, the policy results in an expense to the taxpayer of about $60,000 per year because of the fact that the Library pays two employees at the GS13 rate. It is easy to see how this policy results in waste of appropriated funds. It is also a clear indication of mismanagement. Sixth, in the Library of Congress, positions are filled without competition. This is done by reason of the fact that the Library