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Basic EEO and Prevention of Sexual Harassment Training

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Basic EEO
and
Prevention of
Sexual Harassment Training
for
New Employees
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The mission of the Office of Equal Employment
Opportunity Services (EEOS) is to promote a work
environment that ensures equal employment
opportunity and fosters a culture that values
diversity and empowers individuals so that they
may participate and contribute to their fullest
potential in support of the Department’s mission.
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Complaints Processing
Alternative Dispute Resolution
Workforce Training
Trend Analyses/Reports
Diversity Management
Special Emphasis Programs
Reasonable Accommodation
Interpreting Services
Compliance Review/Staff Assistance Visits
Objectives of EEO Laws
The objectives of EEO Laws are:
пЃ® To remedy past discrimination
пЃ® To prevent violations
пЃ® To ensure that employees are provided with the
opportunity to:
пЃ® Compete fairly for positions for which they are
qualified
пЃ® Receive objective ratings based on their performance
пЃ® Not be subjected to personnel decisions or unfair
treatment based on non-merit factors
Title VII Civil Rights bases covered in Federal Sector:
It is the policy [See В§ 1614.101] of the U.S. Government to prohibit
discrimination in employment because of:
• Race
• Color
• Religion
• Sex
• National Origin
• Age (40 and above)
• Disability
• Retaliation
• Sexual Orientation*
*Sexual Orientation is not a basis covered by Civil Rights
Law. ED has an internal policy that allows employees to pursue a
complaint [Complaint will not be heard by EEOC.]
Issues
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appointment
awards
promotion
demotion
reprimand
suspension
termination
duty hours
working conditions
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performance evaluation
harassment
sexual harassment
pay/overtime
reassignment
time and attendance
training
retirement
accommodation
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Elements of a EEO Complaint
BASIS + ISSUE
The issue must involve an adverse
employment action causing the individual
an injury (i.e., a present harm or loss with
respect to a term, condition, or privilege
of employment.)
There must be a NEXUS between the
agency’s use of the protected basis and
the adverse action.
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For example: I believe I have been discriminated against
on my bases of race, color and age [bases] when on June
5, 2010, I received a letter of reprimand [issue].
When choosing the appropriate forum to address your concerns, you are encouraged
to seek assistance by first contacting the Informal Dispute Resolution (IDR)
Center. They can be reached at 202-619-9700.
UNION
IG
EEO
Merit System
Protection
Board
Informal Dispute
Resolution Center
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If you decide to file an EEO complaint, you must
contact the Informal Dispute Resolution Center (IDRC)
within 45 days from either the date of alleged
discrimination or when you should have reasonably
known of the alleged discrimination.
Note: Bargaining Unit Employees are required to contact the IDRC prior to
requesting a counseling assignment with EEOS.
FAX
Or Email:
OM_EEOS@ed.gov
Reasonable Accommodation
•Reasonable accommodation is available to qualified employees
regardless of whether they work part-time, full-time, or are considered
“probationary.”
•The individual must inform the employer than an accommodation is
needed.
•The individual has the responsibility of requesting an
accommodation before performance suffers or conduct problems
occur.
For Assistance, please contact JoAnn Cottman, Program Coordinator,
EEOS, 202-401-0691.
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Workplace harassment is unacceptable conduct and will
not be tolerated at any level within the Department of
Education (ED). You have responsibility for maintaining
high standards of honesty, integrity, and conduct
as employees of the Department of Education.
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Any employee who believes he or she was a victim of
harassment, including sexual harassment, should report
the allegation to his/her supervisor, or contact the
Informal Dispute Resolution Center (IDRC) or the Equal
Employment Opportunity Services (EEOS) for
assistance.
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Unwelcome
Can be physical,
verbal or nonverbal
Severe and pervasive
Unreasonably
interferes with an
individual’s work
performance
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Creates a hostile
work environment
Focus is on impact
of the behavior, not
the intent
Quid Pro Quo: Making the submission to unwelcome sexual
advances or submission to other verbal or physical conduct of
a sexual nature a term or condition, implicitly, of an
individual's employment. Basing employment decisions
affecting the individual on his or her submission to or rejection
of such conduct.
Hostile Environment: Making unwelcome sexual
advances or other verbal or physical conduct of a sexual
nature with the purpose of, or that creates the effect of,
unreasonably interfering with an individual's work
performance or creating an intimidating, hostile or offensive
working environment.
Prevention of Harassment
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Supervisors must set the tone! Publicize the policy
through regular meetings and EEO training activities
Recognize your obligation to create and preserve a work
environment free from sexual harassment
Report the allegation
Take immediate action to investigate the allegations
Seek resolutions and document action(s) taken
Even if you feel the complaint is groundless - treat it
seriously
Contact EEO Officials for assistance
Alternative Dispute Resolution is a procedure voluntarily used to
resolve workplace issues and disputes. Listed below are the benefits
of utilizing ADR:
пѓј Conducted by a Neutral Third Party
 Demonstrates a “Good Faith Effort” from leadership and employees
пѓј Saves time and money
пѓј Resolves disputes and restores productivity quickly
пѓј Discussions are confidential
пѓј Improves working relationships and communication
 Creates a “Win-Win” Situation
Contact: Frank Furey, Director, IDRC, at 202-619-9701
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Creating a Positive Work
Environment
If your attitudes and decisions are shaped by
facts based on performance and behavior,
you will create a work environment free of
discrimination where people are treated with
respect based on what they do - not on what
they were born into. You will have created the
kind of place where everyone would like to
work.
Coming together is a beginning.
Keeping together is progress.
Working together is success.
- Henry Ford
Recognize People. Engage People. Treat People like Equals.
Contact us
Office of Management
EEO Services
400 Maryland Avenue, SW
Room 2W228
Washington, DC 20202
Office Phone Number: (202) 401-3560
Fax Number: (202) 205-5760
Email: OM_EEOS@ed.gov
Website: http://www.ed.gov/about/offices/list/om/fs_po/om/eeo.html
Policy Statements: http://connected/document_handler.cfm?id=16141
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