NNSA SERVICE CENTER EQUAL OPPORTUNITY & DIVERSITY OFFICE EEO MYTHS & REALITIES “The Discrimination Complaint Process” National Nuclear Security Administration Service Center August 25, 2005 Yolanda Girón EEO & Diversity Office
OVERVIEW • Organizational Structure • Policy • Myths & Realities • The Discrimination Complaints Process • The NO FEAR Act • Reasonable Accommodations • Annual Reports • Mediation • Mediation Video
NATIONAL NUCLEAR SECURITY ADMINISTRATION SERVICE CENTER EEO & DIVERSITY ORGANIZATIONAL CHART OFFICE OF THE DIRECTOR KAREN BOARDMAN, EEO OFFICER (505) 845-6050 Special Emphasis Program Diversity Advisory Committee DIRECTOR, NNSA SERVICE CENTER SENIOR DIVERSITY CHAMPION MEMBER EEO & DIVERSITY OFFICE SPECIAL EMPHASIS PROGRAM MANAGERS HUMAN RESOURCES DEPARTMENT MEMBER SANDIA SITE OFFICE MANAGER HQ OFFICE OF SECURE TRANSPORTATION MEMBER* HQ OFFICE OF STRATEGIC PLANNING & ANALYSIS MEMBER* *LOCATED AT THE SERVICE CENTER NNSA SC EQUAL EMPLOYMENT OPPORTUNITY & DIVERSITY OFFICE YOLANDA GIRON, EEO AND DIVERSITY PROGRAM MANAGER (505) 845-4243 DEBRA ALLISON, DEPUTY EEO AND DIVERSITY PROGRAM MANAGER (505) 845-6021 PATTY PADILLA, PROGRAM ANALYST (DETAIL) (505) 845-4976 DENISE RAMOS, EEO/DIVERSITY SPECIALIST (505) 845-5920 MAE HARRIS, EEO/DIVERSITY ASSISTANT (505) 845-5517 SUZANNE SANDOVAL, STUDENT INTERN (505) 845-6385 SITE OFFICE EEO COUNSELORS SITE OFFICE NATHAN GORN, KCSO (816) 997-4197 WILLIAM GENTILE, LASO (505) 667-5828 ANITA MARTIN, LSO (925) 422-1141 KEITH WARWICK, LSO (925) 423-5884 BILL WILBORN, NSO (702) 295-3188 ERIC LUNDGAARD, ORD (702) 794-5465 ELISHA DEMERSON, PSO (806) 477-3144 NANCY PYZEL, PSO (806) 477-3179 DAVID M. RAST, SSO (505) 845-5349 AGENT OPERATIONS SAL DOMINGUEZ, AOWC (505) 845-5080 BRUCE COCHRAN, AOEC (865) 574-3297 JOHN CARR, AOCC (806) 477-3022 WILFRED ISADORE, AOEC (865) 574-3297 JAMES RILEY, FT CHAFFEE, AR (479) 709-5300 SAM GRAZIANO, TSTC, FT CHAFFEE, AR (479) 709-5376 SITE OFFICE-SPECIAL EMPHASIS PROGRAM MGRS BARBARA THOMAS, KCSO (816) 997-2846 SHERMAN CHAO, LSO (925) 423-9657 JODY PUGH, LASO (505) 667-6281 TIM HENDERSON, NSO (702) 295-1988 CAROL SHELTON, NSO (702) 295-0286 MONTRELL HARRIS, PSO (806) 477-4257 MEL VALENZUELA, SSO (505) 845-5308 NNSA SC-EEO COUNSELORS YOLANDA BOLIVAR, ITD (505) 845-5117 GEORGE GOULD, OCTS (505) 845-4681 PECOLIA SHARTS-MEADOWS, OFFM (505) 845-4128 RICK SOTO, OST (505) 845-4470 KATHY SUMBRY-WILKINS, OFS (505) 845-6608 EDNA WHITE, OTS (505) 845-4074 NNSA SC SPECIAL EMPHASIS PROGRAM MANAGERS SHEILA REDNOSE, AIP (505) 845-5984 HARISH SHARMA, APAP (505) 845-4275 MICHELLE MALLORY, BEP (505) 845-4751 MIKE PEREZ, CPWD (505) 845-5504 SHIRLEY PETERSON, FWP (505) 845-6393 ANDY SANDOVAL, HEP (505) 845-4008 DENNIS UMSHLER, OW (505) 845-4740 KEITH SMITHSON, GLP (505) 845-4059
NATIONAL NUCLEAR SECURITY ADMINISTRATION SERVICE CENTER EEO POLICY • The National Nuclear Security Administration Service Center is fully committed to equal employment opportunity and the implementation of a diversified workforce. • DOE Equal Employment Opportunity & Diversity Statement dated 8/10/05 • NNSA SC P 311.1A Equal Employment Opportunity & Diversity Statement dated 4/22/2004 • Zero tolerance for discrimination or harassment in any form, including Sexual Harassment. • DOE Prevention & Eradication of Sexual Harassment in the Workplace Policy Statement dated 7/3/2002 • NNSA SC P 311.2A Prevention of Harassment in the Workplace including Sexual Harassment Policy Statement dated 4/22/2004
EEO MYTHS & REALITIES • You can file an EEO complaint about anything, even if it does not involve discrimination. • Only minorities, women, and lower grade level employees can file an EEO complaint. • Once an employee files an EEO complaint, he or she can do anything and management won’t be able to take any action, even if the employee has conduct or performance problems.
EEO MYTHS & REALITIES • Management acts in concert to discriminate against employees and will protect a manager against whom a complaint is filed. • Every complainant who files an EEO complaint gets $300,000 in damages. • It is weak to make a settlement offer or participate in mediation.
EEO MYTHS & REALITIES • Agencies always settle EEO complaints. • It is emotionally easy to make the decision to file and pursue an EEO complaint. • Processing EEO Complaints average $60,000 - $80,000 per case prior to EEOC hearing.
DISCRIMINATION COMPLAINTSINFORMAL PROCESS EEO CONTACTS/ADVISORY SERVICES • Employees • Managers and/or Supervisors • Applicants • Contractors ALTERNATE DISPUTE RESOLUTION - MEDIATION THE EEO COUNSELOR • Contact with a Counselor • The Counselor’s Role • The Role of the Alleged Responsible Management Official
DISCRIMINATION COMPLAINTS FORMAL PROCESS THE FORMAL COMPLAINT – ACCEPT/DISMISS INVESTIGATIONS OF EEO COMPLAINTS • Role of the Investigator • Providing a Statement • What to Do When the Investigator Calls or Visits • Information Gathered by the Investigator • Who Sees the Completed Investigation Report? THREE OPTIONS BY COMPLAINANT
THE LITIGATION PROCESS COMPLAINANT’S RIGHT TO FILE WITH EEOC OR IN COURT • The Process When the Complainant Asks for an EEOC Hearing • Hearing Preparation and Coping with the Litigation Process • The Process When Complainant Files in Federal District Court For further information contact: Pamela Arias-Ortega, Office of Chief Counsel, (505) 845-4441
NO FEAR ACT DATA INTENT OF THE ACT REQUIREMENTS • Keep Employees and Applicants Informed of their Rights • Statistical Data • Training • Studies • Enhance Complaint Process & the Work Environment • Disciplinary Action • Reimburse the Judgment Fund REPORTS
REHABILITATION ACT OF 1973REASONABLE ACCOMMODATIONSAMERICAN DISABILITES ACT OF 1990 • Purpose • What are Reasonable Accommodations? • Rights and Responsibilities • Employees and Applicants Responsibilities • Reasonable Accommodation Request
ANNUAL REPORTS • Disabled Veterans Affirmative Action Program (DVAAP) Agencies must submit DVAAP accomplishment reports to OPM. The accomplishment reports must describe agency efforts to promote the maximum employment and job advancement opportunities for disabled veterans as well as certain veterans of the Vietnam era and of the post-Vietnam era. • EEOC Management Directive 715 This Directive provides policy guidance and standards for establishing and maintaining effective affirmative programs of equal employment opportunity under Section 717 of Title VII (PART A) and effective affirmative action programs under Section 501 of the Rehabilitation Act (PART B).
ANNUAL REPORTS (cont’d) • Federal Equal Opportunity Recruitment Program (FEORP) This OPM accomplishment report is prepared in compliance with the law (5 U.S.C. 7201 and 5 CFR Part 720, Subpart B) and contains information on the representation of minorities within the Federal Government and best practices of Federal agencies. • Nine Point Plan This OPM initiative requires agencies to report on the progress of improving the representation of Hispanics in the Federal workforce.
MEDIATION • Main objective is to resolve disputes • Equal Employment Opportunity Counselors and Supervisors will offer Employees Mediation • Equal Opportunity Office, Human Resources and Employee Concerns personnel will offer employees Mediation • GenQuest is the Mediation provider. The number is (505) 246-2829.
BENEFITS • Quick Attention to Problem • Resolution • Neutral (No-Harm) Process • Enhance Employee-Management Confidence • Improve Communication (One-on-One Dialogue)
SUMMARY • Questions concerning the EEO Complaints Process or the Mediation Program can be referred to the EEO & Diversity Office at (505) 845-5517 • EEO Website: http://www.doeal.gov/eeo/ • Sign-in Sheets • Evaluation Form • Hand Outs • Meet with Employees