EEO Complaint Process  for Managers & Supervisors
Purpose <ul><li>To provide managers and supervisors with an overview of the EEO complaint program and process.  </li></ul>
<ul><li>EEO Laws </li></ul><ul><li>Definition & Theories of Discrimination </li></ul><ul><li>EEO Complaint Process  </li><...
Laws Enforced by the EEOC
Title VII of the  Civil Rights Act of 1964 <ul><li>Race & Color </li></ul><ul><li>Sex </li></ul><ul><li>National Origin </...
Age Discrimination in Employment Act of 1967 <ul><li>ADEA prohibits discrimination on the  basis of age  against persons  ...
The Rehabilitation Act of 1973 <ul><li>Prohibits discrimination on the basis of disability. </li></ul><ul><li>Prohibits di...
Equal Pay Act <ul><li>Focuses on gender discrimination in wages. </li></ul><ul><li>Violation established if it is shown th...
EXECUTIVE ORDER  NO. 13087 <ul><li>Prohibited discrimination based on  sexual orientation </li></ul><ul><li>Administrative...
Illegal Discrimination <ul><li>Race </li></ul><ul><li>Gender </li></ul><ul><li>Color </li></ul><ul><li>Religion </li></ul>...
Theories of Discrimination <ul><li>Disparate Treatment </li></ul><ul><li>Adverse Impact </li></ul><ul><li>Harassment </li>...
Disparate Treatment <ul><li>Complainant alleges that the agency treated another person better than it treated him/her or o...
Adverse Impact <ul><li>Used whenever there is an identifiable neutral policy or practice that is evenly applied but tends ...
Harassment   <ul><li>Unwelcome conduct under a protected basis violates Title VII if it creates an intimidating, hostile, ...
Reasonable Accommodations <ul><li>Disability  - Agencies are required to provide reasonable accommodations to qualified in...
Initiating an EEO Complaint   <ul><li>Aggrieved person must contact an EEO counselor within 45 days of the: </li></ul><ul>...
Issues of  Discrimination Complaints <ul><li>Non-selection (Hire or Promotion) </li></ul><ul><li>Performance Evaluations <...
Bases of  Discrimination Complaints <ul><li>Race </li></ul><ul><li>Color </li></ul><ul><li>Religion </li></ul><ul><li>Gend...
EEO Complaint Process <ul><li>Informal Process: </li></ul><ul><ul><li>EEO Counseling </li></ul></ul><ul><ul><li>ADR </li><...
INFORMAL COMPLAINT PROCESS NOAA Responsibility <ul><li>EEO Counseling </li></ul><ul><li>ADR - Mediation   </li></ul>
EEO Counseling <ul><li>Discuss procedures and rights and responsibilities </li></ul><ul><li>Clarify basis and issue  </li>...
Alternative Dispute Resolution  (ADR) <ul><li>Early and mutually satisfactory resolution </li></ul><ul><li>Parties have co...
Barriers to Resolution <ul><li>MANAGER:  </li></ul><ul><ul><li>“ No discrimination.” </li></ul></ul><ul><ul><li>“ We did n...
NOAA’s ADR Office <ul><li>ADR Services: </li></ul><ul><ul><li>Mediation Services </li></ul></ul><ul><ul><li>Conflict Resol...
FORMAL COMPLAINT PROCESS Department of Commerce Responsibility <ul><li>Accept/dismiss issues </li></ul><ul><li>Conduct inv...
Special Procedures for Complaints  Based on Sexual Orientation   <ul><li>EEO COMPLAINT : </li></ul><ul><ul><li>Follows sim...
Role of the Supervisor <ul><li>Be available throughout process </li></ul><ul><li>Opportunity to address allegation </li></...
OFFICIAL TIME “ Reasonable Amount” <ul><li>Permitted for: </li></ul><ul><ul><li>Complainant </li></ul></ul><ul><ul><li>Com...
Costs to the Agency <ul><li>Tangible:   </li></ul><ul><li>Processing Costs </li></ul><ul><li>Attorney Fees </li></ul><ul><...
Prevention of Complaints <ul><li>Create and maintain atmosphere of open communication </li></ul><ul><li>Ensure appraisals ...
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Eeo Complaint Processforsupervisors

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EEOC Complaint Process

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  • Eeo Complaint Processforsupervisors

    1. 1. EEO Complaint Process for Managers & Supervisors
    2. 2. Purpose <ul><li>To provide managers and supervisors with an overview of the EEO complaint program and process. </li></ul>
    3. 3. <ul><li>EEO Laws </li></ul><ul><li>Definition & Theories of Discrimination </li></ul><ul><li>EEO Complaint Process </li></ul><ul><li>Alternative Dispute Resolution </li></ul><ul><li>(ADR) </li></ul><ul><li>Prevention Strategies </li></ul>OVERVIEW
    4. 4. Laws Enforced by the EEOC
    5. 5. Title VII of the Civil Rights Act of 1964 <ul><li>Race & Color </li></ul><ul><li>Sex </li></ul><ul><li>National Origin </li></ul><ul><li>Religion </li></ul><ul><li>Reprisal </li></ul>
    6. 6. Age Discrimination in Employment Act of 1967 <ul><li>ADEA prohibits discrimination on the basis of age against persons 40 & over . </li></ul>
    7. 7. The Rehabilitation Act of 1973 <ul><li>Prohibits discrimination on the basis of disability. </li></ul><ul><li>Prohibits discrimination on the basis of being associated with someone with a disability. </li></ul><ul><li>Requires Agencies to provide reasonable accommodations to persons with known disabilities. </li></ul><ul><li>Identical to the Employment Provisions of the Americans with Disabilities Act (ADA) </li></ul>
    8. 8. Equal Pay Act <ul><li>Focuses on gender discrimination in wages. </li></ul><ul><li>Violation established if it is shown that unequal wages are paid to individuals doing substantially equal work under similar conditions for the same employer. </li></ul>
    9. 9. EXECUTIVE ORDER NO. 13087 <ul><li>Prohibited discrimination based on sexual orientation </li></ul><ul><li>Administrative redress only </li></ul><ul><li>No EEOC redress available </li></ul><ul><li>Signed on May 28, 1998 </li></ul>
    10. 10. Illegal Discrimination <ul><li>Race </li></ul><ul><li>Gender </li></ul><ul><li>Color </li></ul><ul><li>Religion </li></ul><ul><li>National Origin </li></ul><ul><li>Age </li></ul><ul><li>Mental or Physical </li></ul><ul><li>Disability </li></ul><ul><li>Reprisal </li></ul><ul><li>Sexual Orientation </li></ul><ul><li>Marital Status * </li></ul><ul><li>Parental Status * </li></ul>Making an employment decision based on a prohibited factor, such as: * Not included in EEO complaint process
    11. 11. Theories of Discrimination <ul><li>Disparate Treatment </li></ul><ul><li>Adverse Impact </li></ul><ul><li>Harassment </li></ul><ul><li>Reasonable Accommodations </li></ul><ul><ul><li>Disability </li></ul></ul><ul><ul><li>Religion </li></ul></ul>
    12. 12. Disparate Treatment <ul><li>Complainant alleges that the agency treated another person better than it treated him/her or otherwise treated him/her differently because of the complainant’s membership in a protected group. </li></ul>
    13. 13. Adverse Impact <ul><li>Used whenever there is an identifiable neutral policy or practice that is evenly applied but tends to screen out persons of a particular protected group. </li></ul>
    14. 14. Harassment <ul><li>Unwelcome conduct under a protected basis violates Title VII if it creates an intimidating, hostile, or offensive work environment. </li></ul><ul><li>Anyone in the workplace may create a hostile work environment. </li></ul><ul><li>Must be severe and pervasive. </li></ul>
    15. 15. Reasonable Accommodations <ul><li>Disability - Agencies are required to provide reasonable accommodations to qualified individuals with disabilities. </li></ul><ul><li>Religion - Agencies have a duty to provide reasonable accommodations for sincerely held religious beliefs and practices. </li></ul>
    16. 16. Initiating an EEO Complaint <ul><li>Aggrieved person must contact an EEO counselor within 45 days of the: </li></ul><ul><ul><li>Date alleged discriminatory event occurred </li></ul></ul><ul><ul><li>Effective date of the alleged discriminatory personnel action </li></ul></ul><ul><ul><li>Date he/she knew or should have known of the alleged discriminatory event or personnel action </li></ul></ul>
    17. 17. Issues of Discrimination Complaints <ul><li>Non-selection (Hire or Promotion) </li></ul><ul><li>Performance Evaluations </li></ul><ul><li>Disciplinary Actions </li></ul><ul><li>Terminations </li></ul><ul><li>Terms & Conditions of Employment </li></ul><ul><li>Reasonable Accommodations </li></ul><ul><li>Harassment/Hostile Work Environment </li></ul>
    18. 18. Bases of Discrimination Complaints <ul><li>Race </li></ul><ul><li>Color </li></ul><ul><li>Religion </li></ul><ul><li>Gender </li></ul><ul><li>National Origin </li></ul><ul><li>Age </li></ul><ul><li>Disability </li></ul><ul><li>Reprisal </li></ul><ul><li>Sexual Orientation* </li></ul>
    19. 19. EEO Complaint Process <ul><li>Informal Process: </li></ul><ul><ul><li>EEO Counseling </li></ul></ul><ul><ul><li>ADR </li></ul></ul><ul><li>Formal Process: </li></ul><ul><ul><li>Acceptance or Rejection </li></ul></ul><ul><ul><li>Investigation </li></ul></ul><ul><ul><li>EEOC Hearing </li></ul></ul><ul><ul><li>Final Decisions </li></ul></ul><ul><ul><li>Appeals </li></ul></ul>
    20. 20. INFORMAL COMPLAINT PROCESS NOAA Responsibility <ul><li>EEO Counseling </li></ul><ul><li>ADR - Mediation </li></ul>
    21. 21. EEO Counseling <ul><li>Discuss procedures and rights and responsibilities </li></ul><ul><li>Clarify basis and issue </li></ul><ul><li>Fact finding/limited inquiry </li></ul><ul><li>Seek resolution </li></ul>
    22. 22. Alternative Dispute Resolution (ADR) <ul><li>Early and mutually satisfactory resolution </li></ul><ul><li>Parties have control over resolution </li></ul><ul><li>Settlements are binding </li></ul><ul><li>Does not require admissions of liability </li></ul><ul><li>Saves time and resources </li></ul><ul><li>Improves morale </li></ul><ul><li>Opens avenue of communication </li></ul>
    23. 23. Barriers to Resolution <ul><li>MANAGER: </li></ul><ul><ul><li>“ No discrimination.” </li></ul></ul><ul><ul><li>“ We did nothing wrong.” </li></ul></ul><ul><ul><li>“ The complaint is frivolous.” </li></ul></ul><ul><ul><li>“ I will lose authority/respect if I settle.” </li></ul></ul><ul><ul><li>“ A settlement will only encourage others to file complaints.” </li></ul></ul><ul><li>EMPLOYEE: </li></ul><ul><ul><li>“ The supervisor/manager must be punished.” </li></ul></ul><ul><ul><li>“ No remedy is sufficient to compensate me for the harm I suffered.” </li></ul></ul>
    24. 24. NOAA’s ADR Office <ul><li>ADR Services: </li></ul><ul><ul><li>Mediation Services </li></ul></ul><ul><ul><li>Conflict Resolution Workshops </li></ul></ul><ul><ul><li>Facilitated Problem Solving </li></ul></ul><ul><ul><li>Coaching & Consultation </li></ul></ul><ul><ul><li>Skills Building Workshops </li></ul></ul><ul><ul><li>Customized Services </li></ul></ul><ul><li>Contact: Mary Hoagland; www.adr.noaa.gov </li></ul>
    25. 25. FORMAL COMPLAINT PROCESS Department of Commerce Responsibility <ul><li>Accept/dismiss issues </li></ul><ul><li>Conduct investigations </li></ul><ul><li>Final Agency Decisions </li></ul><ul><li>Hearings </li></ul><ul><li>Appeals </li></ul>
    26. 26. Special Procedures for Complaints Based on Sexual Orientation <ul><li>EEO COMPLAINT : </li></ul><ul><ul><li>Follows similar process </li></ul></ul><ul><ul><li>ADR usually available throughout complaint </li></ul></ul><ul><ul><li>Final decision & appeal through Dept of Commerce </li></ul></ul><ul><ul><li>No right to EEOC hearing or EEOC appeal </li></ul></ul><ul><li>OFFICE OF SPECIAL COUNSEL: </li></ul><ul><ul><li>Prohibited Personnel Practices </li></ul></ul><ul><li>MSPB : </li></ul><ul><ul><li>Only for limited appealable actions </li></ul></ul>
    27. 27. Role of the Supervisor <ul><li>Be available throughout process </li></ul><ul><li>Opportunity to address allegation </li></ul><ul><li>Offer suggestions for resolution </li></ul><ul><li>Review the accuracy of </li></ul><ul><li>the facts </li></ul><ul><li>Gather relevant notes </li></ul><ul><li>and documents </li></ul><ul><li>Identify appropriate </li></ul><ul><li>witnesses </li></ul><ul><li>Keep your supervisor informed </li></ul><ul><li>Keep your cool! </li></ul>
    28. 28. OFFICIAL TIME “ Reasonable Amount” <ul><li>Permitted for: </li></ul><ul><ul><li>Complainant </li></ul></ul><ul><ul><li>Complainant’s representative, if an </li></ul></ul><ul><ul><li>Agency employee </li></ul></ul><ul><ul><li>Supervisor </li></ul></ul><ul><ul><li>Witnesses </li></ul></ul><ul><ul><li>Allowed at all stages of EEO process </li></ul></ul><ul><ul><li>Reasonable use of office equipment* </li></ul></ul>
    29. 29. Costs to the Agency <ul><li>Tangible: </li></ul><ul><li>Processing Costs </li></ul><ul><li>Attorney Fees </li></ul><ul><li>Comp Damages </li></ul><ul><li>Court Costs </li></ul><ul><li>Intangible: </li></ul><ul><li>Loss of Productivity </li></ul><ul><li>Low Morale </li></ul><ul><li>Poor Working Relations </li></ul><ul><li>No Real “Winner” </li></ul>
    30. 30. Prevention of Complaints <ul><li>Create and maintain atmosphere of open communication </li></ul><ul><li>Ensure appraisals or records are supported </li></ul><ul><li>Avoid appearance of retaliation </li></ul><ul><li>Avoid appearance of favoritism </li></ul><ul><li>Be consistent </li></ul>

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