Equal Employment Opportunity

handshakeWhat has become a matter of policy, legal, and social responsibility, in all organizations, is becoming and remaining an Equal Employment Opportunity employer committed to creating and maintaining a diverse and inclusive workforce.  While EEO is a concept that you may be familiar with, it can by difficult to define because it means different things to different people.  In this course exploring why EEO was put in place, the various EEO programs, laws and processing procedures will crystallize the definition.  You will also find out how the lack of understanding and compliance may negatively impact your organization.

Attending managers and supervisors are encouraged to explain technical aspects of job opportunities or complaint procedures in terms that make sense to all their subordinates and continually strive to reestablish meaningful communication between themselves and the workforce.

Duration:

1 Day

Objectives:

After successfully completing this course, your should be able to:

State the reasons for EEO

Summarize the impact of failure to comply

Articulate a message the clearly communicates EEO compliance

Content:

Part 1: US History

  • Events Leading to Civil Rights Act
  • EEO
    • Defined
    • Who is EEOC?
    • EEOC History, Mission, Authority and Responsibility
  • EEO Laws Prohibiting Job Discrimination & Other Statute
    • Civil Rights Act of 1964(title VII)
    • Equal Pay Act of 1963 (EPA)
    • Age and Discrimination in Employment Act of 1967 (ADEA)
    • Americans with Disabilities Act of 1990
    • Rehabilitation Act of 1973 - Section 501
    • Civil Rights Act of 1991
    • Various other Acts and legislation
  • EEO Counseling
    • What are the objectives of EEO Counseling?
    • Your Authority and Role with Management
    • Interpersonal Communications/Effective Communications
  • EEO Program
    • EEO Structure
    • Affirmative Employment and Special Emphasis Programs
    • Intro to Cultural Diversity
  • Pre-Complaint/Complaint Process
    • Theories of Discrimination
    • Basis for Filing
    • Management Role - EEO Discrimination Compliance Comp. Process
    • EEO Rep.'s Role and Goal
    • EEO Rep.'s Dispute Resolution Core Principles
    • Meditation, Facilitation, Investigation
    • Settlement Conferences/Procedures
    • Offer of Resolution
    • Remedies 

Part 2: Definition, Facts, and Prevention of:

  • Sexual Harassment
    • Definition
    • EEOC Guidelines
    • Types of Sexual Harassment
    • Law, Regulations, and Court Cases
    • Management Responsibilities
    • Investigating Allegations
    • Sound Management Practices
  • Americans with Disabilities and Psychiatric Disabilities
    • Nondiscrimination in the Hiring Process
    • Definition
    • Who is Disabled/Who is Not Protected
    • Determining Reasonable Accommodation
    • Job Analysis/Modification Techniques
    • Undue Burden Theory
    • Sensitivity Awareness
  • Other Types of Accommodation:
    • AIDS/HIV
    • Alcoholism/Substance Abuse
    • Work-Related Injuries
  • Other Protected Classes
    • Race/Color Discrimination
    • National Origin Discrimination. (Speak English Only Rule)
    • Age, Religion, Pregnancy, Compensation Discrimination

Methods:

The Lausanne Institute is committed to the application of classroom learning to the workplace setting. We employ a variety of instructional training methods to assure skills transfer. These include:

  • Group Dynamics
  • Guided Conferences
  • Simulations
  • Case Studies
  • Lecturettes
  • Skill Practice Exercises