***EEO Flashcards
Each Scenario will have the following categories addressed:
o Identify Scenario o Policy o Response o Notification o Action o Documentation o Follow Up o Training o Closing
Identify Scenario = EEO
o The CHP does not tolerate harassment or discrimination of any type. o I am legally and morally obligated to ensure the work environment is free of discrimination or harassment of any kind. o Sexual harassment is unsolicited/unwelcome sexual advances, requests for sexual favors and other written, verbal, physical, or visual conduct of a sexual nature. o Quid Pro Quo and Hostile Work Environment. o 18 groups who are protected by law against employment discrimination, including harassment. o Ensure my employees behavior is aligned with our Organizational Values (REEF)
Response
o When behavior observed, or comes to attention, immediately STOP ACTION and inform everyone present actions are inappropriate o SEPARATE the employees and speak with them in a confidential setting o GATHER the specific facts
Speak with the VICTIM
o ENCOURAGE the individual to inform the accused that their behavior is unwelcome, however they are not required o EXPLAIN the OPTIONS to the employee and advise of their rights provided by CHP policy and State and Fed law
There are 2 Options available Internally (INFORMAL and FORMAL)
o Suggest the employee first speak with an EEO Counselor within 11 months of the and provide list of the Counselors. If the complainant is not satisfied with the outcome…. o Formal complaint with the division chief (10 work) and EEO Investigator will be assigned (5 work).
There are seven options available EXTERNALLY
o STATE OR FEDERAL AGENCIES. State and two Federal agency time frames range from 180 – 365 days depending on the agency o My GOAL will be to handle the issue at the lowest level possible o Provide them with EAP information o NO RETALIATION or CONTINUED ACTION. If so they need to inform me immediately. o NOT PUT BACK INTO A HOSTILE WORK ENVIRONMENT. o INFORM chain of command and seek advice. o Investigations conducted in accordance with HPM 10.2 – Internal Investigations Manual o Consider there may be possible criminal misconduct/violations
Speak with the ACCUSED
o Describe behavior and explain that it is unacceptable o During the DISCUSSION, advise IF the actions are occurring, STOP THE ACTION! (POBR RIGHTS OBSERVED) o Explain/Review EEO policy o Retaliation will not be tolerated. o EAP Assist - there may be issues occurring in their life that need addressing o Advise that a thorough and impartial investigation conducted , ask them not to discuss o If the allegation could result in AA, POBR MUST BE OBSERVED. If formal Administrative Investigation, RIGHT TO REPRESENTATION.
After Speaking with the Accused
o Speak to witnesses and ensure they are aware such behavior will not be tolerated. o Check employment file to see if a continuing problem. o Discuss with other Supervisors and document in the Sergeants log. o Document incident, using progressive discipline. Contemplate MOC/MOD (w/ Bazemore) with management approval o Communicate with management throughout the entire investigation process, o Follow-up to ensure satisfied with the progression of the investigation, actions are not continuing, no reprisals
TRAINING
o Use incident (not specific) as TRAINING TOOL to discuss EEO policy to employees at meetings, briefs, training, and ride-alongs. o Training is documented on the CHP 237a
