GRA Inc.
GRA, Inc.
2317 Falling Creek Road
Silver Spring, MD 20904
Phone: 301-989-9659
Fax: 800-472-2804

EEO Basics for Supervisors and Managers

  • Course Title

    EEO BASICS FOR SUPERVISORS AND MANAGERS

  • Course Level

    Managers and supervisors of large, small, or medium size Federal Agencies

  • Course Prerequisites

    None

  • Course Length

    2 days or customized

  • Learning Objectives

    Upon completion of this course, attendees will have the skills necessary to:

    • Carry out personnel responsibilities (hiring, promoting, awards, performance appraisals) in a fair and impartial manner
    • Distinguish between formal and informal EEO complaints and employee grievances
    • Prepare for interviews with EEO Counselors, and EEO Investigators
    • Effectively deal with disability issues and reasonable accommodation issues
    • Effectively deal with sexual harassment complaints and hostile work environment issues
    • Effectively deal with sexual orientation issues
    • Carry out the supervisor
  • Course Outline

    Day 1

    • Maintaining a Fair and Impartial Workplace Environment Communication with employees
    • Dealing with charges of favoritism Making fair and impartial personnel decisions
    • ┬áDealing with the employee who was not hired, not promoted or did not get an award
    • What to say and not to say in job interviews
    • Dealing with affirmative employment matters in personnel actions
    • Overview of responsibilities
    • Discussion of the Basics of EEO laws Title VII (Criteria for discrimination based on race, color, religion, sex (including pregnancy)
    • Age Discrimination in Employment Act
    • Rehabilitation Act Reprisal Issues (what is it and what are the defenses)
    • Remedies in EEO cases (Reinstatement, compensatory damages, back pay)
    • Non-EEO disputes (agency grievance process)
    • Accountability of managers and supervisors
    • Sexual orientation issues
    • Theories for proving cases (i.e. disparate treatment and disparate impact)
    • Interactive exercise Informal complaints
    • Role of EEO Counselor Election to proceed with ADR in lieu of counseling
    • Preparing for the EEO Counselor interview
    • Questions to ask the EEO Counselor
    • The Formal EEO complaint
    • What are the differences between bases and allegations
    • How are determinations made on whether to accept or dismiss a complaint
    • Who makes those determinations How are frivolous complaints handled
    • Duty of managers and supervisors to cooperate in the EEO process
    • What critical documents must a supervisor or manager maintain
    • EEO Investigation
    • Purpose of the EEO investigation
    • Who conducts investigation
    • How are they conducted (various types of fact gathering techniques)
    • How to prepare for the interview with the investigator
    • How to answer the investigator’s questions
    • Role of General Counsel’s Office in the investigative process

    Day 2

    • EEOC Hearings Discovery process
    • Role of the Administrative Judge
    • The purpose of the EEOC hearing
    • Representation of Complainant and Agency
    • Preparing for the EEOC hearing
    • What happens at the hearing
    • Sanctions against the agency
    • Administrative Judge’s decision
    • Appeals process
    • EEOC’s Office of Federal Operations District Court process de novo proceeding
    • Sexual Harassment Prevention
    • What constitutes sexual harassment
    • Hostile work environment
    • Tangible employment benefits
    • Special rules for managers, supervisors and co-workers
    • Sexual harassment policy statement
    • Employer’s defenses
    • How to handle sexual harassment complaints
    • Disabilities and Reasonable Accommodations
    • What constitutes a disability
    • Qualified disabled individual
    • Requests for reasonable accommodations
    • Undue hardship defense
    • Requests for medical documentation
    • Privacy interests
    • Fitness for duty examinations
    • Interview questions
    • Age Discrimination
    • What are the qualifications for coverage
    • When may age be considered in employment decisions
    • Special procedures
    • Comments to avoid Settlements of EEO Complaints
    • Role of supervisors and managers
    • Settlement terms
    • How are settlements funded
    • Pitfalls of settlements
    • Special settlement rules (do’s and don’ts)
  • Delivery Method

    On-site instructor-led classroom with questions and answers, plus exercises where appropriate.

  • Equipment Required
    • LCD projector and screen
    • Power strip extension cord long enough to reach power outlet
    • Flip chart and markers
    • Blackboard or whiteboard (desirable)
    • Wireless microphone (depending on class size and room arrangement)
    • The GRA instructor will provide the laptop computer necessary for the presentation