Equal Employment Opportunity 10.12

Question 1

Opening statement

EEO is about……

Answer 1

EEO is about being FAIR, doing what is MORALLY and ETHICALLY right, and treating others with RESPECT and DIGNITY. This is reiterated in G.O. 0.1, the Department’s Organizational Values:
• (FREE) Fairness, respect for other, ethical practices and ethical treatment for all.

Question 2

Opening statement…

EEO is a legal right afforded to all workers by

Answer 2

• The civil rights act of 1964 and the Government Code

Question 3

Opening statement…

Not following EEO Policies:

Answer 3

• Creates civil liability; increases sick usage and worker’s comp claims; reduces morale, trust and productivity; creates a negative public opinion; and embarrasses the Department.

Question 4

Opening statement…

(As for) Employee Rights……

Answer 4

• Encourage to seek informal assistance from an EEO counselor (within 11 months, CHP 612B), appropriate supervisory/management personnel, or Office EEO.
• If ineffective, the employee can file a discrimination complaint, following HPM 10.12 (CHP 612)
• May also file an external complaint with the EEOC/ Equal Employment Opportunity Commission (300 days), DFEH/ Department of Fair Labor and Housing (356 days), DOL/DIR Department of Labor/Department of Industrial Relations (180 days)

Question 5

***ID: type of Sexual Harassment …

Answer 5

(Quid Pro Quo or Hostile Working Environment), Discrimination (18 groups)

Question 6

• Upon discovery I will….

Answer 6

take immediate/appropriate action, stop the action, separate employees, remove material
• Notify chain of command and seek guidance, begin investigation
• I will interview the aggrieved employee to gather facts in private location: (CATBED)
o Conduct an investigation
o Attempt to resolve at the lowest level
o Thank the person for bringing the information forward
o Be a good listener, showing concern and taking matter seriously
o Explain employee rights and involve an EEO counselor and support their use
o Document discussion and offer EAP

Question 7

Advise aggrieved employee: (BPIC)

Answer 7

o Behavior is not OK and will not be tolerated (mention specific: sexual, 18 groups)
o Protected from retaliation; immediate notification if behavior continues or there is retaliation.
o Investigation results at its conclusion
o Confidentiality if possible, but not guaranteed

Question 8

Speak with discriminatory employee in a private location (PHRASE O)

Answer 8

o	POBR
o	Harassment will not be tolerated
o	Retaliation will not be tolerated
o	Adverse Action may be taken
o	Stop behavior or conduct immediately
o	Ensure employee understands the EEO policy
o	Offer EAP

Question 9

Conduct an impartial, unbiased investigation per HPM 10.12 and 10.2; take appropriate action utilizing progressive discipline if warranted

Answer 9

o Conduct interviews
o Gather evidence
o Check employee history
o If criminal conduct, notify the allied agency (if appropriate) and the D.A.

Question 10

Documentation:

Answer 10

o CHP 237a (Sexual harassment prevention in personnel file)
o Training Records
o Chronological report per 10.12 and 10.2
o CHP 612 (Formal discrimination Complaint)
o CHP 612B (Written report of Inquiry Informal Discrimination Complaint)
o CHP 612C (EEO Informal Complaint transmittal)

Question 11

Follow-up:

Answer 11

o Personnel: meeting with involved employees (ensure no harassment or retaliation has occurred)
o Investigative: meet with staff
o Keep Chain of command up-to-date throughout entire process

Question 12

Training:

Answer 12

o To prevent future recurrences
 Briefing, SROVT, Training days
 Staff meetings, Annual meetings
 Reiterate Public Trust Initiative, Organizational Values

Question 13

Closing: (SPEARZ)

Answer 13

o Spend time with employees and develop trust, ride-alongs
o Personally, responsible and accountable for EEO climate
o Ensure Area has EEO counselors and support use
o Accountability
o Role model
o Zero tolerance expectations
o Ensure workplace is free of harassment and reasonable accommodations are met.