2011 eeo update harassment prevention employee session
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2011 EEO Update & Harassment Prevention Employee Session PowerPoint PPT Presentation


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2011 EEO Update & Harassment Prevention Employee Session. Via DVD. Objectives. Update to Equal Employment Opportunity Harassment Prevention All Employee’s Responsibilities: Secretary, Department of Energy, Policy Statement on Harassment Prevention. Objective 1: EEO Update - 2011.

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2011 EEO Update & Harassment Prevention Employee Session

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2011 eeo update harassment prevention employee session

2011 EEO Update & Harassment PreventionEmployee Session

Via DVD


Objectives

Objectives

  • Update to Equal Employment Opportunity

  • Harassment Prevention

    All Employee’s Responsibilities: Secretary, Department of Energy, Policy Statement on Harassment Prevention


Objective 1 eeo update 2011

Objective 1: EEO Update - 2011

  • Office of Civil Rights

  • Complaints Process

  • Mediation Process


Objective 1 eeo update 20111

Objective 1: EEO Update - 2011

  • EEO Complaints Process

    • Terms, conditions, privileges of employment

    • Based upon age (over 40), color, disability (physical or mental), genetic information, national origin, race, religion, retaliation (for prior EEO activity) and sex

      • Protected by Federal Executive Orders 13087 & 13152 and by the DOE EEO & Diversity Policy and the DOE Harassment Policy: sexual orientation and parental status

      • Protected by Civil Service Reform Act: political affiliation

    • NNSA Counselors – contact within 45 calendar days of the incident you believe to be discriminatory

  • Mediation Program

    • EEO and non-EEO related conflict

      Information available 24/7

      Intranet: http://scweb.na.gov/eeo/index.shtm

      Internet: http://www.doeal.gov/eeo/complaintt.aspx


Objective 2 harassment prevention

Objective 2: Harassment Prevention

Any unwelcome conduct, verbal, written, or physical, based on race, color, sex, religion, national origin, age, disability (physical or mental), sexual orientation, parental status, or protected genetic information that:

(1) has the purpose or effect of unreasonably interfering with an employee’s work performance;

(2) creates an intimidating, hostile, or offensive work environment; or

(3) affects an employee’s employment opportunities or compensation.

Secretary of Energy

June 9, 2010


Objective 2 harassment prevention1

Objective 2: Harassment Prevention

Test Your Knowledge

Harassment Is?


Summary

Summary

  • Contact an EEO Counselor or the Office of Civil Rights (OCR) within 45 days of a workplace incident that you believe is discriminatory.

  • Harassment Responsibilities and Responses:

    • Speak up if you feel comfortable doing so, for others or yourself.

    • Ask the individual to stop. Some people do not know they are offending others and will usually stop when the behavior is brought to their attention.

    • Or take it to a supervisor or manager, OCR, or Human Resources.

    • If it is brought to your attention that you have offended someone, apologize, and don’t do it again.


Equal employment opportunity collaborating for mission success

Equal Employment Opportunity: Collaborating for Mission Success

  • Questions

  • Evaluations

    • Your Presenter today: Via DVD

    • Contact information: (505) 845-6385

      (505) 845-5517

      1-800-825-5256 (enter 845-5517 at the voice prompt)

      TTY: 1-866-872-1011

      www.doeal.gov/eeo/

      E-mail: [email protected]


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