The Definitions of Affirmative Action and Equal Employment Opportunity

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The Definitions of Affirmative The Definitions of Affirmative Action and Equal Employment Action and Equal Employment

OpportunityOpportunity• Affirmative ActionAffirmative Action is positive action is positive action

undertaken with conviction and effort to undertaken with conviction and effort to overcome the present effects of past overcome the present effects of past practices, policies on barriers to equal practices, policies on barriers to equal employment opportunity and to achieve the employment opportunity and to achieve the full and fair participation of women, Blacks full and fair participation of women, Blacks and Hispanics and any other protected and Hispanics and any other protected groups found to be under utilized in the groups found to be under utilized in the work force or affected by policies or work force or affected by policies or practices having an adverse impact.practices having an adverse impact.

• Equal Employment opportunityEqual Employment opportunity means the means the employment of individual(s) without employment of individual(s) without consideration of any protected basis – race, consideration of any protected basis – race, color, etc. (CCHRO/EEOC) color, etc. (CCHRO/EEOC)

Affirmative ActionAffirmative Action::• Actions, Policies, and Procedures to which Actions, Policies, and Procedures to which

an employer commits itself that are an employer commits itself that are designed to achieve equal employment designed to achieve equal employment opportunity.opportunity.

• Procedures in the employment process of Procedures in the employment process of hiring, promotions, transfers, training, hiring, promotions, transfers, training, disciplinary actions, including termination disciplinary actions, including termination are administered without discrimination.are administered without discrimination.

The Affirmative Action obligation includes:The Affirmative Action obligation includes:• Thorough, systematic efforts to prevent Thorough, systematic efforts to prevent

discrimination from occurring or to detect it and discrimination from occurring or to detect it and eliminate it as promptly as possible, and eliminate it as promptly as possible, and

• Recruitment and outreach measures. Recruitment and outreach measures.

• DiversityDiversity is a commitment to recognize and is a commitment to recognize and appreciate the variety of characteristics that appreciate the variety of characteristics that make individuals unique. This includes a work make individuals unique. This includes a work environment that is respectful, and inclusive for environment that is respectful, and inclusive for all groups that maximizes the potential of all all groups that maximizes the potential of all employees, and values the variety of employees, and values the variety of perspectives that all employees bring to the perspectives that all employees bring to the work place.work place.

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The The EEO/AA OFFICEEEO/AA OFFICE is responsible for preparing and implementation of State (CCHRO) is responsible for preparing and implementation of State (CCHRO) Affirmative Action Plan. Additionally, the EEO/AA OFFICE is responsible for the following Affirmative Action Plan. Additionally, the EEO/AA OFFICE is responsible for the following policies of DESPP and conducting investigations into violations of those Policies:policies of DESPP and conducting investigations into violations of those Policies:

Affirmative Action PolicyAffirmative Action PolicySexual Harassment Prevention Policy and Report Procedure, and theSexual Harassment Prevention Policy and Report Procedure, and the Americans with Disabilities Amendments Act of 2008 and is the ADA CoordinatorAmericans with Disabilities Amendments Act of 2008 and is the ADA CoordinatorTitle IX Education Amendments of 1972 – prohibits sex discrimination in education and Title IX Education Amendments of 1972 – prohibits sex discrimination in education and education employment. - Title IX Coordinatoreducation employment. - Title IX CoordinatorThe HRU refers to the EEO/AA OFFICE any identified incidents that violate the policies of The HRU refers to the EEO/AA OFFICE any identified incidents that violate the policies of the EEO/AA OFFICE for review and possible investigation. If policy violations occur, the the EEO/AA OFFICE for review and possible investigation. If policy violations occur, the Human Resources Unit (HRU) receives Findings of Internal Investigations and determines Human Resources Unit (HRU) receives Findings of Internal Investigations and determines if disciplinary action will occur.if disciplinary action will occur.

The role of the HRU is outlined in the Affirmative Action Plan Section entitled The role of the HRU is outlined in the Affirmative Action Plan Section entitled Assignment Assignment of Responsibilityof Responsibility. The EEO/AA OFFICE works with the HRU to develop recruitment . The EEO/AA OFFICE works with the HRU to develop recruitment resources and initiate contacts for various positions in DESPP. The HRU also conducts an resources and initiate contacts for various positions in DESPP. The HRU also conducts an ongoing review of personnel activity to achieve numerical and program goals outlined in ongoing review of personnel activity to achieve numerical and program goals outlined in the AAP. The HRU and the EEO/AA OFFICE review Interview Selection Reports for all the AAP. The HRU and the EEO/AA OFFICE review Interview Selection Reports for all full time positions of hires, transfers, and promotions prior to making a job offer.full time positions of hires, transfers, and promotions prior to making a job offer.

The HRU Staff routinely contacts EEO Specialists informing them of scheduled interviews The HRU Staff routinely contacts EEO Specialists informing them of scheduled interviews for positions in DESPP.for positions in DESPP.

The Role of the Human Resources The Role of the Human Resources Unit, in the Administration and Unit, in the Administration and

Implementation of the AAP and the Implementation of the AAP and the Policies Administered by the EEO/AA Policies Administered by the EEO/AA

OFFICEOFFICE

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The Role of the Human Resources Unit The Role of the Human Resources Unit in the Administration and in the Administration and

Implementation of the AAP and the Implementation of the AAP and the Policies Administered by the EEO/AA Policies Administered by the EEO/AA

OFFICE (cont’d),OFFICE (cont’d),The HRU Staff reviews affirmative action goals for hires and promotions the EEO/AA The HRU Staff reviews affirmative action goals for hires and promotions the EEO/AA OFFICE has established in the Affirmative Action Plan (AAP).OFFICE has established in the Affirmative Action Plan (AAP).

Staff of the HRU additionally conduct employee orientation for new employees, and Staff of the HRU additionally conduct employee orientation for new employees, and employees promoted to managerial positions, and provide statistical information for employees promoted to managerial positions, and provide statistical information for development of the Affirmative Action Plan. Staff of the HRU also participate as a development of the Affirmative Action Plan. Staff of the HRU also participate as a member of DESPP's member of DESPP's Diversity CouncilDiversity Council..

The HRU Staff primary role and responsibility is to assure that DESPP's recruitment, The HRU Staff primary role and responsibility is to assure that DESPP's recruitment, hiring and other personnel transactions, as expressed in DESPP's Affirmative Action hiring and other personnel transactions, as expressed in DESPP's Affirmative Action Policy Statement are consistent with affirmative action equal employment opportunity Policy Statement are consistent with affirmative action equal employment opportunity law, the State Personnel Act and Regulations.law, the State Personnel Act and Regulations.

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How the EEO/AA OFFICE Collects How the EEO/AA OFFICE Collects and Reviews Statistical Dataand Reviews Statistical Data

The EEO/AA OFFICE collects data pursuant to both State of CT The EEO/AA OFFICE collects data pursuant to both State of CT Affirmative Action Regulations and Affirmative Action Regulations and the Code of Federal Regulationsthe Code of Federal Regulations. An analysis of the work force is conducted by race, gender, EEO . An analysis of the work force is conducted by race, gender, EEO Categories, and labor market areas. EEO/AA OFFICE also collects voluntary information on employees Categories, and labor market areas. EEO/AA OFFICE also collects voluntary information on employees of the age of the work force by race, gender and EEO Categories. CCHRO requires an annual report by of the age of the work force by race, gender and EEO Categories. CCHRO requires an annual report by EEO Category, race, gender and salary range of all DESPP employees. EEO Category, race, gender and salary range of all DESPP employees.

A separate analysis is performed by the EEO/AA OFFICE for each occupational category by labor A separate analysis is performed by the EEO/AA OFFICE for each occupational category by labor market area for each position classification of over 25 or more employees. Then an availability analysis market area for each position classification of over 25 or more employees. Then an availability analysis is performed for each classification and category taken from Connecticut Occupational Statistics (2000 is performed for each classification and category taken from Connecticut Occupational Statistics (2000 U.S. Census Bureau Census Data) of individual’s whose job titles are similar to DESPP's living in U.S. Census Bureau Census Data) of individual’s whose job titles are similar to DESPP's living in Connecticut, by labor market area, race, and gender. In addition, statistics are obtained from the CT Connecticut, by labor market area, race, and gender. In addition, statistics are obtained from the CT Department of Labor of current job seekers by labor market area, race, and gender seeking similar jobs. Department of Labor of current job seekers by labor market area, race, and gender seeking similar jobs. An analysis is performed of how DESPP's positions are filled (hire or promotion) and weighted factors An analysis is performed of how DESPP's positions are filled (hire or promotion) and weighted factors are determined. A comparison of availability to DESPP's work force is made to determine whether are determined. A comparison of availability to DESPP's work force is made to determine whether protected classes are fully and fairly utilized at DESPP. Hiring and Promotion goals are set based on protected classes are fully and fairly utilized at DESPP. Hiring and Promotion goals are set based on this analysis. EEO/AA OFFICE uses various statistical forms to complete these processes mentioned. this analysis. EEO/AA OFFICE uses various statistical forms to complete these processes mentioned. EEO/AA OFFICE reviews all of this statistical data to identify trends and patterns of discrimination and EEO/AA OFFICE reviews all of this statistical data to identify trends and patterns of discrimination and from the trends and patterns the EEO/AA OFFICE develops programs to correct these deficiencies. from the trends and patterns the EEO/AA OFFICE develops programs to correct these deficiencies. EEO/AA OFFICE conducts a utilization analysis to determine whether any race or gender groups is over EEO/AA OFFICE conducts a utilization analysis to determine whether any race or gender groups is over utilized , under utilized or at parity in the work force, based on these factors, affirmative action goals are utilized , under utilized or at parity in the work force, based on these factors, affirmative action goals are established.established.

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How the EEO/AA OFFICE Collects How the EEO/AA OFFICE Collects and Reviews Statistical Data and Reviews Statistical Data

(cont’d)(cont’d) An An Employment Process AnalysisEmployment Process Analysis is performed for each job classification is performed for each job classification

or groups of job classifications. A comparison is made to determine any or groups of job classifications. A comparison is made to determine any work force changes through personnel transactions.work force changes through personnel transactions.

EEO/AA OFFICE also reviews all training classes and determines the EEO/AA OFFICE also reviews all training classes and determines the race, and gender composition of all classes. All training requests that are race, and gender composition of all classes. All training requests that are denied are to be submitted to the EEO/AA OFFICE for review if any denied are to be submitted to the EEO/AA OFFICE for review if any trends or patterns of basis for denial emerges.trends or patterns of basis for denial emerges.

Applicant Flow AnalysisApplicant Flow Analysis is performed for all job classifications or group of is performed for all job classifications or group of job classifications. The purpose for this analysis is to review the source of job classifications. The purpose for this analysis is to review the source of hires and promotions, individuals that were selected and rejected by race hires and promotions, individuals that were selected and rejected by race and gender.and gender.

Adverse Impact TestsAdverse Impact Tests are conducted on each race and gender group by job are conducted on each race and gender group by job classifications. When any race or gender group has selection rate of less classifications. When any race or gender group has selection rate of less than 80% of the group with the highest selection rate, Adverse Impact may than 80% of the group with the highest selection rate, Adverse Impact may have occurred. A program goal is developed to address any race and/or have occurred. A program goal is developed to address any race and/or group that is identified as being adversely impacted. group that is identified as being adversely impacted.

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The Monitoring Program of the The Monitoring Program of the Human Resources Unit Human Resources Unit

ProcessesProcesses• The primary purpose of DESPP's Monitoring Program is to conduct an The primary purpose of DESPP's Monitoring Program is to conduct an

annual detailed assessment of the present employment practices of the annual detailed assessment of the present employment practices of the Human Resources Unit (HRU), and to look globally, DESPP-wide to Human Resources Unit (HRU), and to look globally, DESPP-wide to identify any patterns of employment practices within the DESPP that may identify any patterns of employment practices within the DESPP that may contribute to underutilization or adversely impact various protected groups contribute to underutilization or adversely impact various protected groups such as women and minorities.such as women and minorities.

• The Monitoring Program is sampling over time (one to three years) various The Monitoring Program is sampling over time (one to three years) various employment processes and transactions, sufficient products by Division, employment processes and transactions, sufficient products by Division, District, job classifications, etc. to ensure there is an absence of patterns of District, job classifications, etc. to ensure there is an absence of patterns of discrimination. If any potential patterns of discrimination has been discrimination. If any potential patterns of discrimination has been identified, it will be reported to the Human Resources Unit and the identified, it will be reported to the Human Resources Unit and the Commissioner of DESPP either at the Commissioner’s Quarterly Meeting Commissioner of DESPP either at the Commissioner’s Quarterly Meeting or at additional meetings if needed.or at additional meetings if needed.

• The Equal Employment Opportunity Manager (EEOM) of the EEO/AA The Equal Employment Opportunity Manager (EEOM) of the EEO/AA OFFICE is responsible for determining the various types of monitoring that OFFICE is responsible for determining the various types of monitoring that can occur during the reporting period of the Affirmative Action Plan can occur during the reporting period of the Affirmative Action Plan (AAP).(AAP).

• As part of the monitoring process, the EEO/AA OFFICE conducts adverse As part of the monitoring process, the EEO/AA OFFICE conducts adverse impact tests on an annual basis to determine whether any quantifiable impact tests on an annual basis to determine whether any quantifiable aspects of the selection, employment, or disciplinary process have aspects of the selection, employment, or disciplinary process have substantially disadvantaged members of a protected group.substantially disadvantaged members of a protected group.

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How EEO/AA OFFICE executes the How EEO/AA OFFICE executes the Monitoring Program Monitoring Program

(Refer to Monitoring Program)(Refer to Monitoring Program)• EEO/AA OFFICE has developed matrices to conduct this monitoring. DESPP conducts various types of monitoring EEO/AA OFFICE has developed matrices to conduct this monitoring. DESPP conducts various types of monitoring

– – Interview MonitoringInterview Monitoring, , Disciplinary Actions MonitoringDisciplinary Actions Monitoring, , Performance Evaluation MonitoringPerformance Evaluation Monitoring, , Internal Complaint Internal Complaint MonitoringMonitoring and and Program Goals MonitoringProgram Goals Monitoring..

INTERVIEW MONITORINGINTERVIEW MONITORING• The primary purpose of Interview Monitoring is to assure that the requirements of the procedures and practices of The primary purpose of Interview Monitoring is to assure that the requirements of the procedures and practices of

DESPP interviewing process are conducted equitably for all candidates AAP support the EEO Program Objectives.DESPP interviewing process are conducted equitably for all candidates AAP support the EEO Program Objectives.

DISCIPLINARY ACTION MONITORINGDISCIPLINARY ACTION MONITORING• The primary purpose of Disciplinary Action Monitoring is to review all Disciplinary Actions based on protected The primary purpose of Disciplinary Action Monitoring is to review all Disciplinary Actions based on protected

groups and to determine that the standards, when deciding a person shall be docked time, demoted, transferred, groups and to determine that the standards, when deciding a person shall be docked time, demoted, transferred, suspended, and/or discharged, etc. are consistent for all employees; including minorities and females. Also, to suspended, and/or discharged, etc. are consistent for all employees; including minorities and females. Also, to identify if any patterns of discrimination exist.identify if any patterns of discrimination exist.

PERFORMANCE EVALUATION MONITORINGPERFORMANCE EVALUATION MONITORING• The primary purpose of Performance Evaluation Monitoring is to review the performance Appraisal Program by The primary purpose of Performance Evaluation Monitoring is to review the performance Appraisal Program by

EEO Categories and determine its objectivity and consistency for all employees, including minorities and females. EEO Categories and determine its objectivity and consistency for all employees, including minorities and females. Also to identify if any patterns of discrimination exist.Also to identify if any patterns of discrimination exist.

INTERNAL COMPLAINT MONITORINGINTERNAL COMPLAINT MONITORING• The primary purpose of Internal Complaint Monitoring is to identify any trends or patterns of a discriminatory The primary purpose of Internal Complaint Monitoring is to identify any trends or patterns of a discriminatory

nature within DESPP, and/or a District, or by a Respondent in conjunction with Interview Monitoring, and nature within DESPP, and/or a District, or by a Respondent in conjunction with Interview Monitoring, and Disciplinary Actions Monitoring to assure that employees who file complaints of allegations of discrimination are Disciplinary Actions Monitoring to assure that employees who file complaints of allegations of discrimination are not subject to any punitive action as a result of having filed complaints and/or are transferred, or may not be not subject to any punitive action as a result of having filed complaints and/or are transferred, or may not be promoted.promoted.

PROGRAM GOALS MONITORINGPROGRAM GOALS MONITORING• The primary purpose of Program Goals Monitoring is to determine the various stages in the administrating and The primary purpose of Program Goals Monitoring is to determine the various stages in the administrating and

implementing the program goals that has been identified as an EEO Program Objective.implementing the program goals that has been identified as an EEO Program Objective.

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How the EEO/AA OFFICE utilizes How the EEO/AA OFFICE utilizes the various Monitoring Matrices in the various Monitoring Matrices in

DESPP's Monitoring Program DESPP's Monitoring Program (Refer to Monitoring Program)(Refer to Monitoring Program)

• Monitoring Matrices are utilized as tools that define the elements being Monitoring Matrices are utilized as tools that define the elements being monitored.monitored.

Interview MonitoringInterview Monitoring

Disciplinary Actions MonitoringDisciplinary Actions Monitoring

Performance MonitoringPerformance Monitoring

Internal Complaint MonitoringInternal Complaint Monitoring

Program Goals MonitoringProgram Goals Monitoring

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Interview Process

____Hire____Promotion____Lateral Transfer____Temporary Service Higher Class

Protected Group

AA Goal(s)

Selection of Applicant/ Candidate

EEO

Cat

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Trained by OHR

(Y/N)

Office of Human Resources

Present (Y/N)

Was the Interview Process

explained to

Applicant/Candidate?

(Y/N)

Did the Applicant/ Candidate

ask questions?

(Y/N) EEO

Spe

cial

ist

(initi

als)

Date

Difference of

Treatment? (Y/N)

Interview Panel:

Applicant/Candidate:

Identify any Trends or Patterns

Monitoring Period: Bureau of Office ofPosition of

10

EEO Specialist:

Employees Name

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POLICY VIOLATIONSACTION TAKEN

Identify any Trends or Patterns

Monitoring Period: Bureau of Office/Unit ofPosition(s)

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Monitoring Period:EEO Specialist: Identify any Trends or Patterns

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EEO Specialist: Bureau of

Office/ Unit of

Position(s) of

Identify any Trends or Patterns

Complainant's

Name

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Name

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Type of Complaint

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Spec

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13

EEO Specialist:

Dates of Activity Unit Responsible

Plan

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(1) Increase in Recruitment Activities after Statewide Freeze(2) Distribution of Brochures Statewide and to Educational Institutions(3) Review and monitoring of OHR by OEOD(4) Review and critique of the Department's Interview Selection Process(5) Hiring and Promotional training for Managers and Supervisors(6) Review of reclassification by OHR Staff and Unit Managers(7) Review of the hiring process by OHR and OEOD(8) Review and monitor the Departments all Disciplinary Actions(9) Moderate any disparity of race/sex groups(10) Individual Career Development(ICD) preparation for employee Career Development(11) Continued reviewing and monitoring of the Department's Upward Mobility Program

Monitoring Period: The Program Goals to be Monitored is:

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EEO Specialist:

Dates of Activity Unit Responsible

Plan

ning

Sta

ge

Iden

tifie

d R

esou

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Trai

ning

Pha

se if

nee

ded

Impl

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n Ph

ase

Prog

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Goa

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Com

plet

ion

Phas

e

Eval

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n/O

utco

me

(1) Increase in Recruitment Activities after Statewide Freeze(2) Distribution of Brochures Statewide and to Educational Institutions(3) Review and monitoring of OHR by OEOD(4) Review and critique of the Department's Interview Selection Process(5) Hiring and Promotional training for Managers and Supervisors(6) Review of reclassification by OHR Staff and Unit Managers(7) Review of the hiring process by OHR and OEOD(8) Review and monitor the Departments all Disciplinary Actions(9) Moderate any disparity of race/sex groups(10) Individual Career Development(ICD) preparation for employee Career Development(11) Continued reviewing and monitoring of the Department's Upward Mobility Program

Monitoring Period: The Program Goals to be Monitored is:

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How the EEO/AA OFFICE How the EEO/AA OFFICE Identifies Trends and/or Identifies Trends and/or

Patterns from the Statistical Patterns from the Statistical Data in the Monitoring Matrices Data in the Monitoring Matrices

(Refer to Monitoring Program)(Refer to Monitoring Program) Reviews Monitoring Matrices for any trends or Reviews Monitoring Matrices for any trends or

patterns if statistical significant.patterns if statistical significant.

Looks at race and gender groups for adverse impact.Looks at race and gender groups for adverse impact.

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The Joint Processes of the The Joint Processes of the EEO/AA OFFICE and the EEO/AA OFFICE and the

Office of Human ResourcesOffice of Human Resources

EEO/AA OFFICE and HRU work together concurrently on program EEO/AA OFFICE and HRU work together concurrently on program objectives of the AAP, and reviewing of employment transactions.objectives of the AAP, and reviewing of employment transactions.

Jointly implementing the AAP requirements to achieve affirmative Jointly implementing the AAP requirements to achieve affirmative action goals to diversify the work force.action goals to diversify the work force.

Providing ongoing communication in identification of problem areas in Providing ongoing communication in identification of problem areas in administration of the AAP.administration of the AAP.

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The Deficiency and The Deficiency and Progress PlanProgress Plan

EEO/AA OFFICE Develops with HRUEEO/AA OFFICE Develops with HRU

The The (EEO/AA OFFICE)(EEO/AA OFFICE) has developed several monitoring matrices to assist in has developed several monitoring matrices to assist in the compilation of statistical data as the initial process to determining if a the compilation of statistical data as the initial process to determining if a pattern of discrimination is identified as an indication that further analysis may pattern of discrimination is identified as an indication that further analysis may be necessary. The EEO/AA OFFICE will work closely with the HRU as well as be necessary. The EEO/AA OFFICE will work closely with the HRU as well as any manager/supervisor in the application of any remedy to any adverse impact any manager/supervisor in the application of any remedy to any adverse impact findings. Once as findings. Once as Adverse ImpactAdverse Impact Finding is indicated the EEO/AA OFFICE Finding is indicated the EEO/AA OFFICE utilizes three options for action – utilizes three options for action –

(1) Changes the procedure, (1) Changes the procedure,

(2) utilizes a different procedure, and/or, (2) utilizes a different procedure, and/or,

(3) validates the procedure. (3) validates the procedure.

These remedies may include training and providing assistance and advice in These remedies may include training and providing assistance and advice in methods of implementing employment processes in a manner that assures methods of implementing employment processes in a manner that assures EQUAL EMPLOYMENT OPPORTUNITY to all protected groups.EQUAL EMPLOYMENT OPPORTUNITY to all protected groups.

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How the EEO/AA OFFICE How the EEO/AA OFFICE Monitors a Deficiency and Monitors a Deficiency and

Progress PlanProgress Plan The monitoring matrices are completed to identify if the area The monitoring matrices are completed to identify if the area

of deficiency is still occurring, and/or if progress is made of deficiency is still occurring, and/or if progress is made toward correction.toward correction.

EEO/AA OFFICE meets with HRU to review progress made.EEO/AA OFFICE meets with HRU to review progress made.

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How the EEO/AA OFFICE How the EEO/AA OFFICE Conducts Investigations of Conducts Investigations of Discrimination ComplaintsDiscrimination Complaints

• A complaint is filed based upon a violation of any of the three policies the A complaint is filed based upon a violation of any of the three policies the EEO/AA OFFICE administers – the EEO/AA OFFICE administers – the Affirmative Action PolicyAffirmative Action Policy, , Sexual Sexual Harassment Prevention Policy and ReportingHarassment Prevention Policy and Reporting ProceduresProcedures, , Americans Americans with Disabilities Amendments Act of 2008 or Title IX of the Education with Disabilities Amendments Act of 2008 or Title IX of the Education Amendments of 1972Amendments of 1972. The EEO/AA Office can be the complainant and . The EEO/AA Office can be the complainant and initiate an investigation into allegations of violation(s) of any of the initiate an investigation into allegations of violation(s) of any of the policies it administers.policies it administers.

• During the investigation the EEO/AA OFFICE is reviewing four types of During the investigation the EEO/AA OFFICE is reviewing four types of evidence – direct, pattern, statistical and comparative based on the evidence – direct, pattern, statistical and comparative based on the allegations contained in the complaint in rendering its determination of allegations contained in the complaint in rendering its determination of the facts in the complaint.the facts in the complaint.

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How the EEO/AA OFFICE How the EEO/AA OFFICE Conducts Investigations of Conducts Investigations of Discrimination ComplaintsDiscrimination Complaints

• The EEO/AA OFFICE issues a finding and if a violation of a The EEO/AA OFFICE issues a finding and if a violation of a policy is found, the EEO/AA OFFICE forwards the findings policy is found, the EEO/AA OFFICE forwards the findings to the HRU for disciplinary action.to the HRU for disciplinary action.

• The EEO/AA OFFICE will check back with the complainant The EEO/AA OFFICE will check back with the complainant and respondent several weeks after the conclusion of an and respondent several weeks after the conclusion of an investigation to ensure that the parties are not being investigation to ensure that the parties are not being retaliated against.retaliated against.

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EEO/AA OFFICE and the EEO/AA OFFICE and the Human Resources UnitHuman Resources Unit

• Close communication has to exist between the EEO/AA Close communication has to exist between the EEO/AA OFFICE Staff and the Human Resources Unit because their OFFICE Staff and the Human Resources Unit because their activities are interconnected.activities are interconnected.

• The EEO/AA OFFICE issues a finding and if a violation of a The EEO/AA OFFICE issues a finding and if a violation of a policy is found, the EEO/AA OFFICE forwards the findings policy is found, the EEO/AA OFFICE forwards the findings to the HRU for disciplinary action.to the HRU for disciplinary action.

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QUESTIONS?