Office Of Equal Employment Opportunity

Question 1

Name the Departments 8 EEO Programs
(PUBWASHD)

Answer 1

1 - PERSONS WITH DISABILITIES
Reach attract and employ qualified persons with disabilities
2 - UPWARD MOBILITY
Move employees from lower to higher pay classifications
3 - BILINGUAL SERVICES
Improve accessibility for limited English, bilingual pay using 10% of time
4 - WORKFORCE ANALYSIS
Annual analysis and ID of underutilized groups
5 - AGE DISCRIMINATION
Work behavior & experience not age based (40+, 40-70 fed)
6 - SEXUAL HARASSMENT
Zero Tolerance, immediate response, reporting, unsolicited quid pro quo
7 - HIRING AND TRACKING
Monitor non-uniform hiring process for under-represented grounds
8 - DISCRIMINATION COMPLAINT - 18 protected categories

Question 2

What are the 18 EEO Protected Groups?

Answer 2

Race, color, religion, ancestry, national origin, sex, sexual orientation, marital status, gender, gender identity, gender expression, genetic information, retaliation, political affiliation, military and veteran status, age, medical condition, disability.

Question 3

EAP Programs?
PCCC WEE MS

10,5 Employee Assistance Manual.

Answer 3

Peer Support
Critical Incident Stress Debrief
Critical Incident Response Teams
Cancer Survivor Support Group

Wellness Program
EAP
Employee Substance Abuse Program

Military Deployment Program
Survivor Outreach Program

Question 4

EEO Question Response

Answer 4

• First and Foremost Stop Inappropriate Behavior immediately….ID Harassment or Discrimination (18 Protected Groups) DEPARTMENT ZERO TOLERANCE POLICY
• Admonish perpetrator actions not tolerated. Cease and no retaliation…Remember these are only allegations until proven otherwise. EAP
• EEO far reaching negative consequences for Department (internally and externally). Damage the Department’s reputation and reduce public trust. Cause loss of morale and internal trust. It run counter to strategic plan goals and Organizational Values FREE….IT IS WRONG.
• Ensure EEO counselor taken place
• Attempt to handle at the lowest level - EEO counselor is a good resource.
• Get with victim employee ask what would you like to see happen. Reassure Dept does not tolerate and if any harassment or retaliation occurs let us know asap. Advise EAP, Peer support.
• Advise victim of outcome not disclosing actual corrective action though. If they don’t like outcome of investigation or if they would prefer to file State or Feds (DFEH Department Fair Employment & Housing 300 days (state agency), EEOC Equal Employment Opportunity Commission 365 days (federal agency), DPA Department of Personnel Administration 365 days (state agency), DOL Department of Labor 2 years (Federal agency).
• Notify the Chief, keep informed, ask for input….initiates the EEO investigation
• Bring Commander into the mix - Encourage to review policy as well.
• Direct Fact Finding investigations, who what when where why, etc. Witnesses. (highlight my experience) Round Table with investigators read 10.12, provide examples, OEEO liaison, check personnel file for past offenses and progressive discipline, witnesses. Refresh POBR.
• Document all actions - review and chief signs investigation memo of findings and letter of determination to OEEO
• Don’t allow supervisory relationship if victim reports to suspect.
• Follow up with victim to ensure no retaliation confirm action has stopped.
• Provide closing documentation or corrective action to employee.
• Complainant notified with 15 days after final approval of investigation.
• review and engage conduct two and six month follow-up with employee and Contact AC field if resolution is possible

Always evaluation…preventative and after action as a/chief:
- Lead and foster professional / positive work environment - Model Organizational Values
- Reinforce Zero tolerance at DACC, sector meetings, visits to command briefings, training days, and staff meetings
- Ensure EEO counselor list posted
- Use OEEO as resource
- Watch for indicators during office visits, bulletin boards, locker rooms, demeanor
- Ongoing District Director CAHP Reps
- Training mentor commanders - Arrange for Museum of Tolerance training AB 1825 every two years, HPM 22.1 EEO inspection - check training, 118 forms, RIPA info
- Ensure command ride-alongs
- Ensure non-employees conform to zero tolerance policy.
Bottom line, follow organizational values and treat others as you would want to be treated.

Question 5

Sexual Harassment Definition

Answer 5

Unsolicited and unwelcome sexual advances, requests for sexual favors, or other verbal, physical, or visual conduct of a sexual nature. There are two types of sexual harassment: Quid Pro Quo and Hostile Work Environment- which must be sexual, unwelcome, and severe enough to create a hostile work environment.