Model Equal Employment Opportunity (EEO) Program

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Model Equal Employment Opportunity (EEO) Program
FAA Academy Students
FAA Office of Civil Rights
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Purpose of Presentation

• To inform you of
• Federal Sector EEO Policy
• FAA Administrators EEO Policy
• Inappropriate Conduct and Penalties
• EEO Pre-Complaint Process
• Managing Your Own Behavior
• Handling Inappropriate Behaviors by Others
• Conclusion

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I. Federal Sector EEO PolicyElements of a Model
EEO Program

• Demonstrated commitment from agency leadership
• Integration of EEO into agency strategic mission
• Management Program Accountability
• Proactive Prevention of unlawful discrimination
• Efficiency
• Responsiveness and Legal Compliance

Source Equal Employment Opportunity Commission
Management Directive 715
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II. FAA Administrators EEO Policy

• The FAA Administrator has expressed a zero
  tolerance for discrimination policy in the EEO
  policy statements identified below
• Policy Statement on Non-Discrimination
• http//www.faa.gov/acr/ocr/poster1.htm
• Policy Statement on Sexual Harassment
• http//www.faa.gov/acr/ocr/poster2.htm

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III. Inappropriate Conduct and Penalties

• Intimidating, harassing, abusive, disorderly,
  disruptive or other inappropriate behavior
  unbecoming conduct engaging in dangerous
  horseplay/rough-housing
• 1st offense 5-30 day suspension
• 2nd offense 30 day suspension to removal
• 3rd offense Removal
• Disrespectful or inappropriate conduct, conduct
  unbecoming, insolence /or use of language or
  remarks which are insulting, abusive or obscene
• 1st offense Reprimand to 30 day suspension
• 2nd offense 14-day suspension to removal
• 3rd offense Removal
• Making malicious, defamatory /or irresponsible
  statements unauthorized statements to the
  public
• 1st offense Reprimand to 30-day suspension
• 2nd offense 14 day suspension to removal
• 3rd offense Removal Not all inclusive
• Updated 0708

not all-inclusive
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III. Inappropriate Conduct and Penalties
(continued)

• Making disparaging references or expressing a
  stereotypical view which has a detrimental effect
  or impact
• Penalty determined according to by a
  non-supervisor or by a supervisor
• Reprisal or retaliation action against a
  complainant, representative, witness or other
  person involved in an EEO investigation,
  proceeding, hearing or other agency process (e.g.
  Accountability Board.
• Penalty determined according to by a
  non-supervisor or by a supervisor
• Discrimination against an employee or applicant
  based on race, national origin, color, age, sex,
  religion, disability or sexual orientation (See
  HROI Addressing Findings of Discrimination).
• 1st Offense 30 day suspension to removal
• 2nd Offense Removal
• Updated 0708

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III. Inappropriate Conduct and Penalties
(continued)

• Another type of inappropriate behavior is
  sexually-related harassment.
• The next few slides provide examples of
  sexually-related misconduct.

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III. Inappropriate Conduct and Penalties
(continued)

• Sexual teasing, jokes, remarks, questions that
  are inappropriate to the workplace
• Penalty determined according to by a
  non-supervisor or by a supervisor
• Sexually suggestive looks or gestures of a sexual
  nature
• Penalty determined according to by a
  non-supervisor or by a supervisor
• Sending letters, cards, e-mail, etc., or making
  telephone calls of an inappropriate or sexual
  nature
• Penalty determined according to by a
  non-supervisor or by a supervisor
• Pressure for dates
• Penalty determined according to by a
  non-supervisor or by a supervisor
• Posting, distributing, showing or viewing
  sexually explicit materials in the workplace
• Penalty determined according to by a
  non-supervisor or by a supervisor
• Updated 0708

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III. Inappropriate Conduct and Penalties
(continued)

• Inappropriate physical touching
• Non-erogenous area of another person (may include
  unsolicited hug, kiss, neck or shoulder rub,
  etc.)
• 1st offense Reprimand to 14-day suspension
• 2nd offense 14-30 day suspension
• 3rd offense Removal
• Erogenous area of another person (to include
  breast, buttocks, or pelvic area)
• 1st offense 30-day suspension to removal
• 2nd offense Removal
• Promise of, or suggested benefit in exchange for
  sexual favors
• 1st offense Removal
• Threat or act of reprisal for refusal to provide
  sexual favors
• 1st offense Removal
• Updated 0708

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III. Inappropriate Conduct and Penalties
(continued)

• FAAs Full Table of Disciplinary Offenses and
  Penalties.
• https//employees.faa.gov/org/staffoffices/ahr/pol
  icy_guidance/hr_policies/hrpm/er/ER-4-1/

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IV. EEO Pre-Complaint Processing

• If a federal employee or applicant for employment
  reasonably believes that he or she has been
  discriminated against on the basis of race,
  color, religion, sex, national origin, age, or
  disability, he or she can contact FAAs National
  Intake Unit to initiate an EEO Complaint. Any
  initiation of an EEO complaint must occur within
  45 days of the date of the alleged
  discrimination.
• The National Intake Units telephone number is
• 1-888-954-8688 (toll free)
• 1-800-877-8339 (TTY relay service)
• https//faaefile.icomplaints.com
• The Department of Transportation (DOT) Office of
  Civil Rights provided procedures for processing
  complaints of discrimination based on sexual
  orientation on November 7, 1997. These
  procedures specify that DOT employees or
  applicants for DOT employment may also initiate a
  discrimination complaint based on sexual
  orientation.

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IV. EEO Pre-Complaint Processing (continued)

• The National Intake Unit will receive these calls
  and request information to assist the caller with
  going forward in the pre-complaint process.
• During this conversation the National Intake Unit
  will explain the difference between traditional
  EEO Counseling and the Alternative Dispute
  Resolution (ADR) processes. Callers will be
  asked to choose one of the two processes for
  attempting to resolve their allegation of
  discrimination.
• Once the National Intake Unit has the required
  information, the information will be forwarded to
  an EEO Counselor to continue processing the
  complaint.

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IV. EEO Pre-Complaint Processing (continued)

• The EEO Counselor plays a crucial role in the
  federal sector EEO complaint process.
• Initially, the EEO Counselor is responsible for
  advising the aggrieved person in writing of his
  or her rights and responsibilities, including the
  right to request a hearing or an immediate final
  decision after an investigation by the agency.
• Finally, the aggrieved person must be advised by
  the EEO Counselor that, when the agency offers an
  ADR process in his or her particular case, he or
  she may choose between participation in the ADR
  program and traditional counseling activities.

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IV. EEO Pre-Complaint Processing (continued)

• If an informal resolution cannot be reached, the
  EEO Counselor must hold a final interview with
  the aggrieved person within 30 days of the date
  he or she made known their intent to file an EEO
  complaint.
• In the notice of final interview, the EEO
  Counselor must advise the aggrieved person in
  writing of his or her right to file a complaint
  within 15 days from receipt of the notice of
  final interview.
• For additional information on EEO, feel free to
  contact your local civil rights office or the
  National Intake Unit.
• 1-888-954-8688 (toll free)
• 1-800-877-8339 (TTY relay service)

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V. Managing Your Own Behavior

• FAA Employees Responsibility.
• All FAA employees are responsible for conducting
  themselves in a manner consistent with DOT and
  FAA regulations.
• The best way to create a Model EEO Program is to
  manage your own behavior.
• Exercise courtesy and tact in all interactions.
• Be responsible for creating a workplace that is
  free from harassment a workplace in which every
  employee can contribute their skills, talents and
  abilities.
• Take responsibility for what we say and do to
  others.
• Foster a Model EEO Program in the FAA.

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V. Managing Your Own Behavior (continued)

• Derogatory, demeaning or offensive comments,
  statements, jokes or visual materials related to
  an individual's race, sex, national origin,
  religion, disability, sexual orientation, color
  or any other non-merit factor constitutes
  inappropriate conduct or behavior. Inappropriate
  conduct or behavior must not occur in this
  workplace or during official FAA activities.
  Failing to behave in conformance with this
  prohibition will result in disciplinary actions
  being taken against you.
• Treat others with the respect and dignity with
  which you wish to be treated.

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V. Managing Your Own Behavior (continued)

• Think before speaking or acting would your
  statement or act if it appeared in the news
  either on television or in print reflect well or
  poorly on the FAA and does it advance the mission
  of the Agency. If the answer to either or both
  of these questions is No, then dont say or do
  it.
• Conflict is a part of life, but you are required
  to utilize conflict resolution techniques to
  effectively manage any anger or conflict in a
  tactfully and respectfully manner which will
  promote the Agencys mission.
• If you do something that is perceived as
  offensive by another employee or contractor, the
  quickest way to resolve the immediate issue may
  often be an apology and to prevent future issues
  is to learn from the experience in an effort to
  avoid creating such a perception in the future.

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V. Managing Your Own Behavior (continued)

• The Power of Words.
• Words can either hurt or heal.
• What did your words do today?

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V. Managing Your Own Behavior (continued)

• This is a reminder that every word sends a
  powerful message to others about respect.
• Choose language that focuses on individuals, not
  their disabilities or differences.
• The words adults use to describe other people are
  important because they reflect how we think.
• Using words that describe a person and not his or
  her disability reminds us that a persons
  disability is only one part of who that person
  is.
• Slang related to racial, gender or disability
  stereotypical views is inappropriate conduct in
  the workplace.

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V. Managing Your Own Behavior (continued)

• Consider this
• An employee may see only shadows, yet he or she
  is an employee, much like any other.
• It is more respectful to refer to the employee as
  one who is blind rather than as a blind
  employee, because he or she is an employee first
  and foremost.
• Now consider this
• Instead of calling Sally a cripple, you show
  more respect by saying she uses a wheelchair to
  move around.
• This is called people first language and is a
  simple, yet powerful, way of showing respect for
  others.

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V. Managing Your Own Behavior (continued)

• Avoid making jokes and comments about others.
• Names CAN really hurt.
• People learn respect by listening to how we talk
  about others.
• When employees tell jokes about people, it sends
  a message that it is okay to make fun of others.
• There is nothing funny about name-calling or
  telling a joke about a person who walks, talks,
  dresses or learns in a way that is different from
  you.
• Racial slurs and other language that is offensive
  should never be used in the workplace.

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V. Managing Your Own Behavior (continued)

• Learn how to handle anger and disappointment
  constructively.
• Anger and disappointment are normal emotions that
  both employees and managers feel, but even when
  were angry, we should respect those around us.
• Employees can learn different ways to handle
  anger, such as deep breathing, writing in
  journals, requesting to suspend a meeting or a
  discussion until a later time or talking to
  someone, such as the Employee Assistance Program.
• If you do say something offensive apologize.

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VI. Handling Inappropriate Behaviors by Others

• If you feel comfortable, speak to the offender
  and tell them to stop the inappropriate conduct
  or behavior.
• If you do not feel comfortable speaking directly
  to the offender, tell the classroom instructor, a
  manager, the servicing office of civil rights, or
  if appropriate report it to the accountability
  board.

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VII. Conclusion

• Remember, the best way to prevent inappropriate
  behavior or conduct in the workplace starts with

• YOU!