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E qual E mployment O pportunity (EEO)

E qual E mployment O pportunity (EEO). Module 11 N ational G uard T echnician P ersonnel M anagement C ourse. G roup E xercises. HOW WE PERCEIVE OTHERS POSITIVE??? + Like us NEGATIVE??? + Not like us. EQUAL EMPLOYMENT OPPORTUNITY (EEO). EEO: THE CONCEPT. Equal:

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E qual E mployment O pportunity (EEO)

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  1. Equal Employment Opportunity (EEO) Module 11 National Guard Technician Personnel Management Course

  2. GroupExercises

  3. HOW WE PERCEIVE OTHERS POSITIVE??? + Like us NEGATIVE??? + Not like us

  4. EQUAL EMPLOYMENT OPPORTUNITY (EEO)

  5. EEO: THE CONCEPT Equal: • Of same measure, quantity, amount or number • Alike in quality, nature or status • Alike for each member of a group, class or society Employment: • Activity in which one engages or is employed • An instance of such activity • Act of employing; state of staying employed

  6. EEO: THE CONCEPT Opportunity: • A favorable juncture of circumstances • A good chance for advancement or progress EEO: The Legal Definition • Providing equal opportunity in employment on the basis of merit and fitness without regard to race, color, religion, sex, national origin, age and/or disability.

  7. AFFIRMATIVE EMPLOYMENT • Provides equal opportunity in employment for all technician personnel or applicants for employment with the National Guard, and • Prohibits discrimination in all aspects of its personnel policies, programs, practices and operations and of all its working conditions and relationships with employee and applicants for employment

  8. AFFIRMATIVE EMPLOYMENT • Employment decisions must be made using EEO provisions under the law • The Responsible Team: ~Staffer ~State Equal Employment Management (SEEM) ~Supervisor

  9. DISCRIMINATION Definition: To provide different treatment or to show favoritism on a basis other than individual merit

  10. EEO vs. DIVERSITY

  11. Video

  12. SEXUAL HARASSMENT • Influencing, offering to influence, or threatening the career, pay or job of another person in exchange for sexual favors; • Deliberate or repeated offensive comments, gestures or physical contact of a sexual nature in a work or duty related environment; and • Conduct which interferes with an individual’s performance or creates an intimidating, hostile or offensive environment

  13. TYPES OF SEXUAL HARRASSMENT • Quid Pro Quo: related to terms of conditions of employment and/or an employment decision; “something for something” • Hostile Work Environment: relates to a disruptive and/or offensive work environment

  14. SEXUAL HARASSMENT VICTIMS • Originally ~ Women • Later ~ Men • Most recently ~ Same Sex

  15. Practical Exercise

  16. PREVENT SEXUAL HARRASSMENT • Examine your own personal behavior • Show respect for individuals regardless of your or their work position • Provide an environment free of intimidating hostility or psychological stress; • Control social interactions so that they do not interfere with productivity; and • Take corrective action(s) whenever sexual behavior is displayed

  17. SEXUAL HARRASSMENT IS… Inappropriate Disrespectful Illegal

  18. SEXUAL HARASSMENT 1) Influencing, offering to influence, or threatening the career, pay or job of another person in exchange for sexual favors; 2) Deliberate or repeated offensive comments, gestures, or physical contact of a sexual nature in a work or duty related environment; and 3) Conduct which interferes with an individual’s performance or creates an intimidating, hostile or offensive environment.

  19. Video

  20. R esolve conflicts at the lowest level E xplore options to improve relationships S ensitize yourself & your subordinates P romote positive human relations E liminate unacceptable behavior C onsider organization & employee needs T each non-discrimination & EO skills

  21. EEO PROGRAM RESPONSIBILITIES The State Equal Employment Manager (SEEM) manages and directs the program through EEO counselors… • Who are trained to serve as a bridge between management and employees for EEO matters • Whose primary objective is to attempt an informal resolution of all complaints brought before them • Who must be perceived by both parties as neutral

  22. EEO COMPLAINT PROCESS • Technician has 45 days to file a complaint with an EEO Counselor • The EEO Counselor then has 30 days to conduct an informal inquiry; attempt an informal resolution (60 extra days if ADR process is attempted) • If resolution is not reached, a formal complaint may be filed • In that case, the AG requests a formal investigation

  23. EEO COMPLAINT PROCESS • Investigator conducts formal investigation and prepares/presents formal ROI • The AG or designee meets/holds a discussion with the complainant • If no resolution at that time, complainant may request a final decision by NGB within 30 days • If complainant is dissatisfied with NGB decision, the complainant can file a civil action within 180 days from the date of the complaint

  24. MEDIATION PROCESS • Non-controversial in nature • Provided through the skills of a trained mediator (not typically from within the direct chain of command) • Allow parties involved to arrive at what each of them agree is the best resolution • Permits the complainant to still pursue a formal complaint if not satisfied with the process

  25. SUPERVISOR/MANAGER EEO RESPONSIBILITIES • Understand the goals of the EEO Program and actively participate in accomplishing these goals • Create a work environment free of discrimination • Develop a positive, problem-solving approach to handling discrimination

  26. EQUAL EMPLOYMENT OPPORTUNITY (EEO)

  27. Questions

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