Presentation is loading. Please wait.

Presentation is loading. Please wait.

SAIGE 11th Annual National Training Program Presented By: Cynthia D. Dunn, Internal Revenue Service (IRS) Tax Exempt and Government Entities (TE/GE) Office.

Similar presentations


Presentation on theme: "SAIGE 11th Annual National Training Program Presented By: Cynthia D. Dunn, Internal Revenue Service (IRS) Tax Exempt and Government Entities (TE/GE) Office."— Presentation transcript:

1

2 SAIGE 11th Annual National Training Program Presented By: Cynthia D. Dunn, Internal Revenue Service (IRS) Tax Exempt and Government Entities (TE/GE) Office of Equity, Diversity and Inclusion (EDI) Understanding Your EEO Rights and Responsibilities

3 Who Am I? Cynthia Dunn, Director, TE/GE, Equity, Diversity and Inclusion Cynthia Dunn, Director, TE/GE, Equity, Diversity and Inclusion Highest Ranking Native American Ancestry Official in TE/GE Highest Ranking Native American Ancestry Official in TE/GE 34 Years of Federal Service 34 Years of Federal Service EEO/EDI/Diversity/Civil Rights Field since 1992 EEO/EDI/Diversity/Civil Rights Field since 1992 Lifetime Member of SAIGE Lifetime Member of SAIGE Tribal Affiliation = Crow and Blackfeet Tribal Affiliation = Crow and Blackfeet Proud Mother and Grandmother Proud Mother and Grandmother

4 What is EEO? Employment discrimination laws were enacted to combat types of widespread discrimination that exists in some workplaces including Federal agencies. These laws are aimed at eliminating stereotypes, prejudice, and unsupported assumptions about an individuals ability to do a job. Employment discrimination laws were enacted to combat types of widespread discrimination that exists in some workplaces including Federal agencies. These laws are aimed at eliminating stereotypes, prejudice, and unsupported assumptions about an individuals ability to do a job.

5 Title 29 C.F.R. Part 1614 This is the regulation governing the processing of Federal sector discrimination complaints. This is the regulation governing the processing of Federal sector discrimination complaints. These regulations set time limits for each portion of the complaint. These regulations set time limits for each portion of the complaint. The Equal Employment Opportunity Commission (EEOC) has provided further guidance and interpretation of 29 CFR 1614 in its EEOC Management Directive The Equal Employment Opportunity Commission (EEOC) has provided further guidance and interpretation of 29 CFR 1614 in its EEOC Management Directive - 110

6 Laws and Regulations There are several statues that define and prohibit discrimination in the workplace: There are several statues that define and prohibit discrimination in the workplace: Title VII of the Civil Rights Act of 1964 Title VII of the Civil Rights Act of 1964 Age discrimination in Employment Act of 1967 Age discrimination in Employment Act of 1967 The Rehabilitation Act of 1973 The Rehabilitation Act of 1973 The Civil Rights Act of 1991 The Civil Rights Act of 1991 The Fair Labor Standards Act of 1938 The Fair Labor Standards Act of 1938 The Equal Pay Act of 1963 The Equal Pay Act of 1963

7 Bases of Discrimination An employee may allege discrimination on one or more of the following bases: Race and Color Race and Color National Origin National Origin Religion Religion Sex Sex Disability Age Reprisal Sexual Orientation* Parental Status* Protected Genetic Information* * Executive Orders

8 Definitions of Bases Race Race The US Government currently recognizes 5 races for legislative, programmatic, and administrative requirements: The US Government currently recognizes 5 races for legislative, programmatic, and administrative requirements: American Indian or Alaskan Native, Black or African American, White, Asian, and Hawaiian or other Pacific Islander American Indian or Alaskan Native, Black or African American, White, Asian, and Hawaiian or other Pacific Islander Color Color Various complexions (light or dark) Various complexions (light or dark) National Origin National Origin Individual’s or ancestor’s place of origin Individual’s or ancestor’s place of origin Religion Religion Religious beliefs or practices Religious beliefs or practices Sex Male or Female Also protect Pregnancy Discrimination Disability Actual or perceived disability or a history of such disability The agency is also required to provide Reasonable Accommodations Age Age 40 or older Reprisal Complainants, witnesses, EEO Employees

9 Summary of EEO Complaint Process

10 What is EEO Office Responsibility? Counseling (Informal Complaint) You have 45 days from the alleged act of discrimination or the time you became aware of the discrimination to contact the EEO Office or an EEO Counselor. You have 45 days from the alleged act of discrimination or the time you became aware of the discrimination to contact the EEO Office or an EEO Counselor. The Counseling period will last up to 30 days. It can be extended an additional 60 days if necessary. The Counseling period will last up to 30 days. It can be extended an additional 60 days if necessary. The Counselors attempts settlement. A Notice of Right to File a Formal Complaint will be issued to you if there is no settlement. The Counselors attempts settlement. A Notice of Right to File a Formal Complaint will be issued to you if there is no settlement. As of April 1, 2001 the Internal Revenue Service will offer the opportunity to resolve disputes through it’s Alternative Dispute Resolution (ADR) Program. Federal agencies may differ. As of April 1, 2001 the Internal Revenue Service will offer the opportunity to resolve disputes through it’s Alternative Dispute Resolution (ADR) Program. Federal agencies may differ. The IRS has chosen Mediation as the tool for resolving disputes. The IRS has chosen Mediation as the tool for resolving disputes.

11 Formal Complaint Complainant has 15 days from receipt of notice to file the complaint Complainant has 15 days from receipt of notice to file the complaint The complaints are filed with the Treasury Complaint Mega Center in Dallas. The complaints are filed with the Treasury Complaint Mega Center in Dallas. The Complaint Center determines whether to accept or dismiss all or part of the complaint. The Complaint Center determines whether to accept or dismiss all or part of the complaint.

12 EEO Investigation If the complaint is accepted: If the complaint is accepted: The Treasury Complaint Center must complete the process within 180 days from filing date. The Treasury Complaint Center must complete the process within 180 days from filing date. The Investigation process may be extended up to an additional 90 days. The Investigation process may be extended up to an additional 90 days. An EEO Investigator will take sworn testimony from all individuals deemed to have pertinent information to the complaint. An EEO Investigator will take sworn testimony from all individuals deemed to have pertinent information to the complaint.

13 Employee’ EEO Responsibility Attempt to resolve conflict prior to filing an EEO pre complaint Attempt to resolve conflict prior to filing an EEO pre complaint Know your rights EEO vs. NTEU Know your rights EEO vs. NTEU Fully describe the issues and how they relate to the discriminatory basis – Be Honest and Truthful! Fully describe the issues and how they relate to the discriminatory basis – Be Honest and Truthful! Keep an open mind to communicating Keep an open mind to communicating Suggest and recommend solutions Suggest and recommend solutions Acknowledge misunderstandings Acknowledge misunderstandings Relax and let the process work Relax and let the process work

14 Management’s EEO Responsibility Understand the “reason” employee filed a complaint. Understand the “reason” employee filed a complaint. If the Complainant choose ADR – it is mandatory management participation. If the Complainant choose ADR – it is mandatory management participation. Suggest possible solutions. Suggest possible solutions. Be honest and truthful when responding. Be honest and truthful when responding. Seek Guidance and Assistance. Seek Guidance and Assistance. Relax and let the process work. Relax and let the process work.

15 Preventing EEO Complaints “ The measure of a man is not where he stands in moments of comfort and convenience, but where he stands at times of challenge and controversy” Martin Luther King Martin Luther King

16 Tips on How to Prevent Potential EEO Complaints Communicate issues and concerns, be clear on expectations and needs Communicate issues and concerns, be clear on expectations and needs Don’t let manageable concerns grow into serious problems Don’t let manageable concerns grow into serious problems Show interest—get to know your manager – “What makes them tick” Show interest—get to know your manager – “What makes them tick” Recognize People differ from each other (and you) – but: Recognize People differ from each other (and you) – but: * Avoid and suspend preconceptions * Avoid and suspend preconceptions * Base decisions on objective factors * Base decisions on objective factors * Don’t fuel workplace fires * Don’t fuel workplace fires

17 Tips on How to Prevent Potential EEO Complaints Treat people with respect, maintain their sense of self- worth Treat people with respect, maintain their sense of self- worth Be human, be positive, and keep your sense of humor Be human, be positive, and keep your sense of humor “ Sleep on it!” before reacting (particularly ) “ Sleep on it!” before reacting (particularly ) Be consistent in the way you treat people Be consistent in the way you treat people Be careful of defensiveness in response to complaints Be careful of defensiveness in response to complaints Show gratitude and recognize good work, and do it timely Show gratitude and recognize good work, and do it timely Be honest follow through on promises and don’t over - promise Be honest follow through on promises and don’t over - promise

18 Tips on How to Prevent Potential EEO Complaints Listen, and show you are listening: Listen, and show you are listening: - Seek dialogue, not debate - Seek dialogue, not debate - Use active listening - Use active listening - Use a “gesture of empathy” - Use a “gesture of empathy” - Look for common interests, - Look for common interests, build on them build on them

19 Preventing EEO Complaints “No plan is worth the paper it is printed on unless it starts with you doing something about it” Anonymous Anonymous

20 7-Step Overview of Federal Sector EEO Complaint Process EEO Counselor EEO Counselor Filing a Formal Complaint Filing a Formal Complaint Agency Issues A Decision (Final Action) Agency Issues A Decision (Final Action) Requesting A Hearing Requesting A Hearing Filing An Appeal of the Agency’s Final Order Filing An Appeal of the Agency’s Final Order Request For Reconsideration of the Appeal Decision Request For Reconsideration of the Appeal Decision Filing A Lawsuit Filing A Lawsuit

21 Communicating for Better Relationships

22 Rules for Active Listening Listen with Respect Listen with Respect Don’t Challenge or Interrupt Don’t Challenge or Interrupt Check for Understanding Check for Understanding Don’t Problem-Solve Don’t Problem-Solve Listen for all the is being said Listen for all the is being said

23 Communication Barriers Be mindful of communication barriers Be mindful of communication barriers  Ordering, directing, and commanding  Threatening  Exhorting, moralizing, and preaching  Lecturing  Judging, criticizing, disagreeing, and blaming

24 Handling Emotions You can have brilliant ideas, but if you can’t get them across your ideas won’t get you anywhere You can have brilliant ideas, but if you can’t get them across your ideas won’t get you anywhere - Lee Iacocca - Lee Iacocca

25 Handling Emotions Name it Name it Avoid Personal Attacks Avoid Personal Attacks Take a break Take a break Find a safe place to vent and a safe person to vent with Find a safe place to vent and a safe person to vent with Keep current Keep current Keep Talking Keep Talking

26 Handling Others Emotions Acknowledge Acknowledge Find a time and place to talk Find a time and place to talk Consider the source Consider the source Know your own “Hot Buttons” Know your own “Hot Buttons” Balance rational with emotional Balance rational with emotional Set Boundaries Set Boundaries

27 A Conflict Management Tool What to do: Get Clear on the Issues Attack the problem not the person Listen to what the person has to say His/her positions and proposed solutions Identify and affirm underlying interests Priorities and common ground Develop options Brainstorm, focus on interests Identify the best solution Focus on future & objective criteria Agree on next steps Summarize and cover the details

28 A Conflict Management Tool How to do it— (good communication) Encourage Communication by creating a safe and comfortable environment, listening and showing interest. Clarify issues and interests with active listening, but don’t interrupt too much. Validate and Recognize what’s said –paraphrase, feedback, summarize occasionally.

29 Strategies for Communication Expect the unexpected Expect the unexpected Consider the other person Consider the other person Prepare a list of questions in advance Prepare a list of questions in advance Identify and prioritize the issues Identify and prioritize the issues “Set the stage” “Set the stage”

30 Who is Responsible for EEO? All of Us! EEO is for Everyone!

31 QUESTIONS?


Download ppt "SAIGE 11th Annual National Training Program Presented By: Cynthia D. Dunn, Internal Revenue Service (IRS) Tax Exempt and Government Entities (TE/GE) Office."

Similar presentations


Ads by Google