Military supervisor condones or commits an Act of workplace harassment the penalties can include
Presentation on theme: "Army EEO, Anti-Harassment and NO FEAR Training for Non-Supervisors"— Presentation transcript: 1 Army EEO, Anti-Harassment and NO FEAR Training for Non-Supervisors Show
2 This course contains mandatory training regarding:
3 Equal Employment Opportunity 4 EQUAL EMPLOYMENT OPPORTUNITY POLICY 5 EQUAL EMPLOYMENT OPPORTUNITY POLICY 6 Equal Employment Opportunity
7 Equal Employment Opportunity – Race, Color, National Origin
8 Equal Employment Opportunity -- Religion 9 Equal Employment Opportunity --
Religion
10 Equal Employment Opportunity -- Sex 11 Equal Employment Opportunity -- Age 12 Equal Employment Opportunity - Disability
13 Equal Employment Opportunity - Disability 14 Equal Employment Opportunity - Disability 15 Equal Employment Opportunity – Association Discrimination
16 EEO – Genetic Information Discrimination
17 Equal Employment Opportunity -- Retaliation 18 Equal Employment Opportunity 19 Equal Employment Opportunity 20 Harassment
21 ARMY ANTI-HARASSMENT POLICY
22 Harassment Sexual harassment is a form of sex discrimination. Sexual harassment includes unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature when: (a) submission to such conduct is made either explicitly or implicitly a term or condition of a person's job, pay or career; or
(b) submission to or rejection of such conduct by a person is used as a basis for career or employment decisions affecting that person; or (c) such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creates an intimidating, hostile or offensive working environment.
23 Harassment Who can commit workplace harassment? 24 Harassment Examples include but are not limited to:
25 Harassment EFFECTS OF HARASSMENT 26 Harassment If you are subjected to harassment, 27 Harassment -- Scenario
28 Harassment -- Scenario 29 Harassment -- Scenario 30 Harassment -- Scenario
31 Prohibited Personnel Practices 32 Prohibited Personnel Practices 33 Prohibited Personnel Practices (continued)
34 Prohibited Personnel Practices 35 Whistleblower Protections
36 Whistleblower Protections 37 Whistleblower Protections 38 Whistleblower Protections
39 How to File A Complaint with OSC 40
Merit Systems Protection Board 41 Merit Systems Protection Board 42 Merit Systems Protection Board
43 Negotiated Grievance Procedure 44 Negotiated Grievance Procedure 45 Discrimination and Retaliation Are Costly to Your Activity
46 A. Violating a veteran's hiring preference 47 2. Whistleblowing is when
an employee or applicant discloses information that he or she reasonably believes is evidence of: A violation of a law, rule or regulation Gross waste of funds A substantial and specific danger to public health or safety All of the above
48 3. A person experiencing prohibited harassment must promptly report their concern through their chain of command or a supervisor with whom they are comfortable reporting the experience to so
that the command can investigate and take steps to end the harassment. True False
49
4. An individual who wants to file an EEO complaint must contact the EEO office within 45 calendar days of the date when he or she knew or should have known about the alleged discriminatory act. A. True B. False
50 An employee who believes he/she needs a reasonable accommodation for a disability should make a request to his/her
supervisor. A. True B. False
51 It is illegal to retaliate against
employees because they complained about discrimination or harassment or because they participated in an employment discrimination proceeding. A. True B. False
52 7. Army’s anti-harassment policy prohibits not only sexual harassment, but also harassment based on race, color, religion, sex, national origin, age, disability, reprisal, genetic information or other impermissible basis.
True False
53 Genetic information includes information about an individual’s genetic tests and the genetic tests of an individual’s family members, as well as information about the manifestation of a disease or disorder in an individual’s family members
(i.e. family medical history). True False 54 ANSWERS B D A What happens after reporting workplace harassment?Once the EEOC receives your formal complaint, you should receive a letter of confirmation. The agency will then review your complaint and begin an investigation. The EEOC must complete its investigation within 180 days of the last incident of harassment or discrimination.
Which examples are considered abusive conduct under California law?Abusive conduct may include repeated infliction of verbal abuse, such as the use of derogatory remarks, insults, and epithets, verbal or physical conduct that a reasonable person would find threatening, intimidating, or humiliating, or the gratuitous sabotage or undermining of a person's work performance.
What is the definition of abusive conduct under California law?Under the amendment, "abusive conduct" means "conduct of an employer or employee in the workplace, with malice, that a reasonable person would find hostile, offensive, and unrelated to an employer's legitimate business interests.
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