All EEO Blog Blog Posts from 2011
If an investigation is not completed in the allotted time, can a Complainant still request a hearing?
Ask the EEOC - December 2011
If an investigation is not completed in the allotted time, can a Complainant still request a hearing before the investigation is complete?
In the last Fair Practice post, we discussed how inadequate preparation of a witness can slow down the complaint process. This month, we review how to set expectations for an investigator in order to keep the complaint on track for a timely Investigation Report. Read More
How inadequate expectation setting with investigators can slow down the process and compromise critical deadlines. Read More
Ask the EEOC - October 2011
Can you explain the differences between a Final Agency Order and a Final Agency Decision?
In this installment of Fair Practice we are going to examine how an EEO staffer can help familiarize an employee with the EEO program processes, and build their confidence that a positive outcome can be achieved. Read More
Ask the EEOC - August 2011
One of my colleagues is under the impression that the Notice of Final Interview is "optional." Would you please speak to that notion?
In the previous post, we suggested how the supervisor could use the power of praise to get the employee to listen to her/him in order to avoid a retaliation complaint. The following steps describe an additional approach to overcoming a communication breakdown and getting an employee to listen and respond positively. Read More
Retaliation complaints can be a difficult situation for supervisors to confront. However, by being proactive and by using praise, supervisors can avoid this type of grievance. Read More
Ask the EEOC - July 2011
I have a question regarding Informal and Formal ADR. I have an informal case that is in ADR and based on the information I am getting from the Mediator it is likely this thing will settle. However, tomorrow is the 90th day, and our agency really wants us to put in a Notice of Right to File on or before the 90th day to meet the timeline.
Oftentimes supervisors inadvertently lead themselves into a retaliation claim by avoiding the employee completely. Read More
Criticizing a real error in the employee’s performance or conduct may not be a defense against a retaliation claim. Read More
Employers tend to lose far more retaliation cases than any other form of discrimination. The reason? Supervisors generally react to accusations of discrimination negatively, which can in-turn set the stage for a retaliation case. Read More
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