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2011 EEO Update & Harassment Prevention Training for Employees

This DVD-based training session provides essential updates on Equal Employment Opportunity (EEO) policies and harassment prevention strategies for all employees. It outlines responsibilities regarding workplace discrimination, mediation processes, and the importance of a respectful work environment. The objectives include understanding the federal and departmental EEO policies, recognizing unwelcome conduct, and knowing how to respond effectively to harassment. Employees are encouraged to speak up against any form of discrimination and contact the Office of Civil Rights for support.

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2011 EEO Update & Harassment Prevention Training for Employees

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  1. 2011 EEO Update & Harassment PreventionEmployee Session Via DVD

  2. Objectives • Update to Equal Employment Opportunity • Harassment Prevention All Employee’s Responsibilities: Secretary, Department of Energy, Policy Statement on Harassment Prevention

  3. Objective 1: EEO Update - 2011 • Office of Civil Rights • Complaints Process • Mediation Process

  4. Objective 1: EEO Update - 2011 • EEO Complaints Process • Terms, conditions, privileges of employment • Based upon age (over 40), color, disability (physical or mental), genetic information, national origin, race, religion, retaliation (for prior EEO activity) and sex • Protected by Federal Executive Orders 13087 & 13152 and by the DOE EEO & Diversity Policy and the DOE Harassment Policy: sexual orientation and parental status • Protected by Civil Service Reform Act: political affiliation • NNSA Counselors – contact within 45 calendar days of the incident you believe to be discriminatory • Mediation Program • EEO and non-EEO related conflict Information available 24/7 Intranet: http://scweb.na.gov/eeo/index.shtm Internet: http://www.doeal.gov/eeo/complaintt.aspx

  5. Objective 2: Harassment Prevention Any unwelcome conduct, verbal, written, or physical, based on race, color, sex, religion, national origin, age, disability (physical or mental), sexual orientation, parental status, or protected genetic information that: (1) has the purpose or effect of unreasonably interfering with an employee’s work performance; (2) creates an intimidating, hostile, or offensive work environment; or (3) affects an employee’s employment opportunities or compensation. Secretary of Energy June 9, 2010

  6. Objective 2: Harassment Prevention Test Your Knowledge Harassment Is?

  7. Summary • Contact an EEO Counselor or the Office of Civil Rights (OCR) within 45 days of a workplace incident that you believe is discriminatory. • Harassment Responsibilities and Responses: • Speak up if you feel comfortable doing so, for others or yourself. • Ask the individual to stop. Some people do not know they are offending others and will usually stop when the behavior is brought to their attention. • Or take it to a supervisor or manager, OCR, or Human Resources. • If it is brought to your attention that you have offended someone, apologize, and don’t do it again.

  8. Equal Employment Opportunity: Collaborating for Mission Success • Questions • Evaluations • Your Presenter today: Via DVD • Contact information: (505) 845-6385 (505) 845-5517 1-800-825-5256 (enter 845-5517 at the voice prompt) TTY: 1-866-872-1011 www.doeal.gov/eeo/ E-mail: EEODiversityOffice@doeal.gov

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