2011 Equal Employment Opportunity Training for Employees

Presentation Transcript

2011 Equal Employment Opportunity Training for Employees

COURSE OBJECTIVE The target of this preparation is to furnish workers with a brief review of Equal Employment Opportunity (EEO) laws relevant to Federal representatives and your rights and obligations.

TOPICS COVERED Department of Navy's EEO Policy Discrimination EEO Laws & Statutes Bases for Discrimination Your Rights and Responsibilities Harassment Non Sexual Discipline Reasonable Accommodation Religious Disability Alternative Dispute Resolution

Department of the Navy's (DON) Policy Equal open door and treatment for all DON workers and candidates paying little mind to race, shading, religion, national source, sex, age, inability (physical and additionally mental), or backlash (earlier EEO movement). Create and execute positive business programs. Make a working environment free from unfair works on, including provocation, sexual and non-sexual.

DISCRIMINATION What is Discrimination? As to government hostile to segregation law, an antagonistic activity toward, or provocation of, a candidate or worker that is impacted by the individual's participation in a gathering secured under any of the accompanying EEO statutes: Title VII of the Civil Rights Act of 1964 http://www.eeoc.gov/strategy/vii.html Age Discrimination in Employment Act of 1967 http://www.eeoc.gov/approach/adea.html Rehabilitation Act of 1973 http://www.eeoc.gov/arrangement/rehab.html Equal Pay Act of 1963 http://www.eeoc.gov/approach/epa.html Americans with Disabilities Act (ADA) of 1990 ADA Amendments Act of 2008 Title VII of the Civil Right Act of 1991 Executive Order 13087 I recommend forgetting every one of the sites and simply put the EEOC site toward the end of the presentation. I think it makes the slides excessively occupied. All EEO statutes preclude backlash or countering against people who contradict any practice made unlawful by any of the above statutes or take part in any phase of managerial or legal procedures under these statutes .

Equal Pay Act of 1963 Prohibits sex-based wage segregation. Orders approach pay for significantly break even with work. Characterizes considerably meet work as comparable working conditions with equivalent expertise, exertion and obligation.

Title VII of the Civil Rights Act of 1964 Prohibits business separation in light of race, shading, sex, national birthplace and religion. Built up the Equal Employment Opportunity Commission (EEOC). Offered duty to the Civil Service Commission to set up protest handling controls. Changed to incorporate pregnancy-based separation.

Age Discrimination in Employment Act of 1967 ( ADEA) Protects people who are 40 years old or more seasoned from work segregation in light of age. Ensures representatives and employment candidates. Applies to managers with at least 20 representatives, including state and nearby governments - likewise applies to work offices, work associations and the Federal government.

Rehabilitation Act of 1973 Prohibits oppression qualified people with handicaps who work in the Federal government.

Americans with Disabilities Act (ADA) of 1990 Requires a business to give sensible settlement to qualified people with incapacities who are workers or candidates for business, unless to do as such would bring about undue hardship. When all is said in done, a convenience is any adjustment in the workplace or in the way things are generally done that empowers a person with an incapacity to appreciate approach business openings.

ADA Amendments Act of 2008 The Act extends the meaning of who is a qualified individual with an inability. This builds the quantity of people qualified for a sensible settlement. The ADA Amendments Act became effective on January 1, 2009.

Title VII The Civil Rights Act of 1991 Made real changes in Federal laws against work separation. Approves compensatory and corrective harms in instances of purposeful separation. Accommodates lawyer's expenses. Makes jury trials conceivable.

Executive Order 13087 Prohibits separation in light of sexual introduction in the Federal non military personnel workforce. A man's sexual introduction ought not be the reason for dissent of a vocation or an advancement. No objection rights under 29 CFR 1614, yet may look for help with specific conditions from Merit Systems Protection Board (MSPB), Office of Special Council (OSC), an arranged grievance and additionally an authoritative grievance strategy.

Race http://www.eeoc.gov/sorts/race.html Color http://www.eeoc.gov/sorts/race.html Religion http://www.eeoc.gov/sorts/religion.html Sex http ://www.eeoc.gov/sorts/sex.html National Origin http://www.eeoc.gov/inception/index.html Age http://www.eeoc.gov/sorts/age.html Disability http://www.eeoc.gov/sorts/ada.html Reprisal http://www.eeoc.gov/sorts/retaliation.html DISCRIMINATION Who is Protected? All people are secured under any of the accompanying bases:

EEO Statutory Bases Race Discrimination Occurs when individuals are dealt with distinctively on the grounds that they are individuals from a particular race. Can't settle on enlisting choices in light of generalizations and suppositions about capacities, characteristics or the execution of people of certain racial gatherings. Can't deny chance to people in view of marriage to or relationship with: people of an alternate race an ethnic-based association participation/investment in schools or places of love

EEO Statutory Bases Race Discrimination (cont.) Did you know: Ethnic slurs, racial jokes, hostile or injurious remarks or other verbal or physical direct in light of an individual's race/shading constitutes unlawful provocation if the lead makes a scary, unfriendly or hostile workplace.

EEO Statutory Bases Race Discrimination (cont.) OPM/DoD perceives the accompanying ethnic and race classes: American Indian or Alaskan Native Asian Black or African American Hispanic or Latino Native Hawaiian or other Pacific Islander White

EEO Statutory Bases Color Discrimination Occurs when people are dealt with uniquely in contrast to others in light of the shade of their skin. Can happen in conjunction with race segregation. Can happen without race segregation when individuals from a similar race are dealt with diversely in view of their skin shading.

EEO Statutory Bases Religious Discrimination Occurs when a work manage or arrangement requires a man to disregard a central statute of his/her religion or lose a business opportunity. A conviction is religious in light of the fact that an individual earnestly holds that conviction with the quality of conventional religious perspectives. Scope is not restricted to revere, but rather incorporates different commitments of chapel individuals, for example, participation at chapel related gatherings by a pastor.

EEO Statutory Bases Sex Discrimination There are a wide range of parts of sex separation cases: Disparate treatment cases include hierarchical approaches that cause men and ladies to be dealt with in an unexpected way. Divergent effect cases include strategies that have an unbalanced unfavorable effect on people of one sexual orientation. Likewise oppressive are composed or unwritten work arrangements that reject candidates or representatives from business in view of pregnancy, labor or related restorative conditions. Lewd behavior is a type of sex separation.

EEO Statutory Bases Age Discrimination Occurs when an individual 40 or over is dealt with unfavorably in wording or states of business.

EEO Statutory Bases National Origin Discrimination Defined as work segregation as a result of place of source or due to physical, social or etymological attributes. May likewise incorporate marriage to or relationship with people or a national beginning gathering, participation in or relationship with an association related to or looking to advance the interests of a national cause bunch. Could incorporate participation or cooperation in schools, places of worship, sanctuaries or mosques for the most part utilized by people of a national cause assemble. Then again an individual's name or life partner's name that is connected with a national root assemble.

EEO Statutory Bases Disability Discrimination Occurs when a worker or candidate is dealt with distinctively on the premise of a handicapping condition - or-when an organization neglects to make sensible settlement for qualified impaired representatives/candidates who can meet the prerequisites of the position through sensible help or adjustment. An incapacitated individual is one who has a physical or mental debilitation that significantly restrains at least one noteworthy life exercises (i.e., strolling, seeing, tending to one's self, performing manual errands, and so on.), has a record of such hindrance or is viewed as having such weakness.

EEO Statutory Bases Reprisal Occurs when a worker endures restriction, obstruction, compulsion, separation OR striking back for raising a charge of segregation OR for speaking to one who has asserted separation OR for going about as an EEO official in handling such protestations.

DISCRIMINATION Examples of Discrimination Interviewing females in light of the fact that the staff needs a female colleague. Not selecting an Asian representative since it is excessively troublesome, making it impossible to comprehend his articulation. Not giving off-site preparing and formative assignments to a representative in a wheelchair since it requires that extraordinary facilities be made for that worker's travel. Selecting a 35 year-old representative over a 53 year-old more qualified specialist on the grounds that the more seasoned worker may resign soon.

DISCRIMINATION Actions you can take on the off chance that you feel you have been oppressed Choose from the accompanying choices: Conta