1. Basic EEO
and
Prevention of
Sexual Harassment Training
for
New Employees

2.  The mission of the Office of Equal Employment
Opportunity Services (EEOS) is to promote a work
environment that ensures equal employment
opportunity and fosters a culture that values
diversity and empowers individuals so that they
may participate and contribute to their fullest
potential in support of the Department’s mission.

3.  Complaints Processing
 Alternative Dispute Resolution
 Workforce Training
 Trend Analyses/Reports
 Diversity Management
 Special Emphasis Programs
 Reasonable Accommodation
 Interpreting Services
 Compliance Review/Staff Assistance Visits

4. Objectives of EEO Laws
The objectives of EEO Laws are:
 To remedy past discrimination
 To prevent violations
 To ensure that employees are provided with the
opportunity to:
 Compete fairly for positions for which they are
qualified
 Receive objective ratings based on their performance
 Not be subjected to personnel decisions or unfair
treatment based on non-merit factors

5. Title VII Civil Rights bases covered in Federal SectorTitle VII Civil Rights bases covered in Federal Sector::
It is the policy [SeeIt is the policy [See § 1614.101] of the U.S. Government to prohibit§ 1614.101] of the U.S. Government to prohibit
discrimination in employment because of:discrimination in employment because of:
• RaceRace
• ColorColor
• ReligionReligion
• SexSex
• National OriginNational Origin
• Age (40 and above)Age (40 and above)
• DisabilityDisability
• RetaliationRetaliation
• Sexual Orientation*Sexual Orientation*
*Sexual Orientation is not a basis covered by Civil Rights*Sexual Orientation is not a basis covered by Civil Rights
Law. ED has an internal policy that allows employees to pursue aLaw. ED has an internal policy that allows employees to pursue a
complaint [Complaint will not be heard by EEOC.]complaint [Complaint will not be heard by EEOC.]

6. 66
 appointment
 awards
 promotion
 demotion
 reprimand
 suspension
 termination
 duty hours
 working conditions
 performance evaluation
 harassment
 sexual harassment
 pay/overtime
 reassignment
 time and attendance
 training
 retirement
 accommodation
Issues

7. Elements of a EEOElements of a EEO
ComplaintComplaint BASIS + ISSUE
 The issue must involve an adverse
employment action causing the
individual an injury (i.e., a present
harm or loss with respect to a term,
condition, or privilege of employment.)
 There must be a NEXUS between the
agency’s use of the protected basis
and the adverse action.
 For example: I believe I have been discriminated
against on my bases of race, color and age [bases]
when on June 5, 2010, I received a letter of
reprimand [issue].

8. 88
UNIONUNION
EEOEEO
IGIG
Merit SystemMerit System
ProtectionProtection
BoardBoard
Informal DisputeInformal Dispute
Resolution CenterResolution Center
When choosing the appropriate forum to address your concerns, you are encouragedWhen choosing the appropriate forum to address your concerns, you are encouraged
to seek assistance by first contacting the Informal Dispute Resolution (IDR)to seek assistance by first contacting the Informal Dispute Resolution (IDR)
Center. They can be reached at 202-619-9700.Center. They can be reached at 202-619-9700.

9. If you decide to file an EEO complaint, you must
contact the Informal Dispute Resolution Center
(IDRC) within 45 days from either the date of alleged
discrimination or when you should have reasonably
known of the alleged discrimination.
Note: Bargaining Unit Employees are required to contact the IDRC prior to
requesting a counseling assignment with EEOS.
FAX
Or Email:Or Email:
OM_EEOS@ed.goOM_EEOS@ed.go
vv

10. Reasonable Accommodation
•Reasonable accommodation is available to qualified employees
regardless of whether they work part-time, full-time, or are
considered “probationary.”
•The individual must inform the employer than an accommodation isThe individual must inform the employer than an accommodation is
needed.needed.
•The individual has the responsibility of requesting anThe individual has the responsibility of requesting an
accommodationaccommodation beforebefore performance suffers or conduct problemsperformance suffers or conduct problems
occur.occur.
For Assistance, please contact JoAnn Cottman, ProgramFor Assistance, please contact JoAnn Cottman, Program
Coordinator, EEOS, 202-401-0691.Coordinator, EEOS, 202-401-0691.

11.  Workplace harassment is unacceptable conduct and will
not be tolerated at any level within the Department of
Education (ED). You have responsibility for maintaining
high standards of honesty, integrity, and conduct
as employees of the Department of Education.
 Any employee who believes he or she was a victim of
harassment, including sexual harassment, should report
the allegation to his/her supervisor, or contact the
Informal Dispute Resolution Center (IDRC) or the Equal
Employment Opportunity Services (EEOS) for
assistance.

12.  Unwelcome
 Can be physical,
verbal or nonverbal
 Severe and pervasive
 Unreasonably
interferes with an
individual’s work
performance
 Creates a hostile
work environment
 Focus is on impact
of the behavior, not
the intent

13. Quid Pro Quo: Making the submission to unwelcome
sexual advances or submission to other verbal or physical
conduct of a sexual nature a term or condition, implicitly, of
an individual's employment. Basing employment decisions
affecting the individual on his or her submission to or
rejection of such conduct.
Hostile Environment: Making unwelcome sexual
advances or other verbal or physical conduct of a sexual
nature with the purpose of, or that creates the effect of,
unreasonably interfering with an individual's work
performance or creating an intimidating, hostile or offensive
working environment.

14. Prevention of Harassment
 Supervisors must set the tone! Publicize the policy
through regular meetings and EEO training activities
 Recognize your obligation to create and preserve a work
environment free from sexual harassment
 Report the allegation
 Take immediate action to investigate the allegations
 Seek resolutions and document action(s) taken
 Even if you feel the complaint is groundless - treat it
seriously
 Contact EEO Officials for assistance

15. 1515
Alternative Dispute Resolution is a procedure voluntarily used to
resolve workplace issues and disputes. Listed below are the benefits
of utilizing ADR:
 Conducted by a Neutral Third Party
 Demonstrates a “Good Faith Effort” from leadership and employees
 Saves time and money
 Resolves disputes and restores productivity quickly
 Discussions are confidential
 Improves working relationships and communication
 Creates a “Win-Win” Situation
Contact: Frank Furey, Director, IDRC, at 202-619-9701Contact: Frank Furey, Director, IDRC, at 202-619-9701

16. If your attitudes and decisions are shaped by
facts based on performance and behavior,
you will create a work environment free of
discrimination where people are treated with
respect based on what they do - not on what
they were born into. You will have created
the kind of place where everyone would like
to work.
Creating a Positive Work
Environment

17. Coming together is a beginning.
Keeping together is progress.
Working together is success.
- Henry Ford
Recognize People. Engage People. Treat People like Equals.

18. Contact us
Office of Management
EEO Services
400 Maryland Avenue, SW
Room 2W228
Washington, DC 20202
Office Phone Number: (202) 401-3560
Fax Number: (202) 205-5760
Email: OM_EEOS@ed.gov
Website: http://www.ed.gov/about/offices/list/om/fs_po/om/eeo.html
Policy Statements: http://connected/document_handler.cfm?id=16141