EEO/DEIA Training

There used to be a time when work was a respite from whatever else was going on in the world. Not anymore — and especially not in the Federal workplace. For starters, a good portion of employees are working from their homes, where many are inundated all day with news …

A surprisingly large number of agency dismissals are overturned by the EEOC each year – and a remand years after the events in question can equal big problems when it comes to the investigation. This class covers all you need to know on when to accept, when to dismiss, and …

Sexual harassment is a term of art that while easy to allege, isn’t always easy to prove. However, just because something may not rise to the level of Title VII sexual harassment, doesn’t mean it’s not inappropriate or that it should be tolerated in the workplace. FELTG President Deborah Hopkins, …

A Final Agency Decision is appealable, by the complainant, to the EEOC. And EEOC case law is filled with reversals of agency FADs that found no discrimination. This class will teach you how to write an effective and defensible FAD, which requires thorough knowledge and understanding of discrimination law, as …

Any effective misconduct investigation starts with a solid foundation of the law and an understanding of the full scope of your investigation. This class explains the principles that underpin a successful investigation of Federal employee misconduct, including harassment.  You’ll leave with guidance on developing the investigation, from creating a plan …

FELTG’s 32-hour EEO counselor training provides the mandatory initial training for new counselors that’s required by EEOC, and much more. The course is taught over four 8-hour days. Our experienced instructors will explain the latest in EEO law in easy-to-understand terms and help you develop the skills necessary to be …

Subtle and overt language, joking, off-handed comments, and offensive comments and gestures can lead to a hostile work environment. And that includes ill-advised, even if not ill-intentioned, phrases such as “hold down the fort” and “low man on the totem pole.” Being a respectful communicator means more than just not …

This week of FELTG training focuses on conducting administrative investigations in the Federal workplace with an emphasis on employee misconduct, including workplace harassment. February 24: Administrative Investigations: The Substantive Basis Why investigate? This kick-off day will answer that question, as well as provide attendees with an understanding of discipline law, …

Most of us know something about service animals, but what about emotional support animals, comfort animals, and the like? Are they permitted in the workplace? The EEOC’s stance that an emotional support animal may be a required reasonable accommodation for a qualified individual with a disability, even if it is not a …

An increase in reasonable accommodation requests based on religion, disability, and pregnancy. A focus on DEIA. The usual areas of confusion, such as contractor complaints and mixed cases. FELTG’s EEOC Law Week runs the gamut of EEO issues, providing usable and up-to-date guidance for all practitioners, regardless of experience level. …

Investigating harassment in your agency can be an intimidating assignment, one that is rife with innuendo, conflicting accounts, and raw emotions. This course provides a successful and effective approach to conducting legally sufficient harassment investigations that gives the agency the information it needs, while withstanding third-party scrutiny. Tuesday, April 29: …

Whether you’re an HR professional, Employee Relations practitioner, EEO specialist, supervisor, or agency counsel, you have undoubtedly faced a leave-related challenge or two. And chances are, you may have struggled with some of the more complicated scenarios. Leave and medical issues create a complex and seemingly burdensome issue, one often …

When EEO challenges arise, they rarely show up as run-of-the-mill simple scenarios you’ve worked through in a training class. Are you an EEO professional, attorney or advisor eager to learn how to more effectively manage the unexpected EEO issues?  This in-depth, highly interactive training will give you the necessary tools …

This week of FELTG training focuses on conducting administrative investigations in the Federal workplace with an emphasis on employee misconduct, including workplace harassment. Monday, August 11: Administrative Investigations: The Substantive Basis Why investigate? This kick-off day will answer that question, as well as provide attendees with an understanding of discipline …

Whether you’re representing your agency before the Merit Systems Protection Board or the Equal Employment Opportunity Commission, there is one ultimate goal: Win the case. This interactive course will prepare you for these kinds of hearings. Wednesday, August 27: Developing a Theory In this session, you’ll learn strategies for developing …

An increase in reasonable accommodation requests based on religion, disability, and pregnancy. A focus on DEIA. The usual areas of confusion, such as contractor complaints and mixed cases. FELTG’s EEOC Law Week runs the gamut of EEO issues, providing usable and up-to-date guidance for all practitioners, regardless of experience level. …

Whether you’re an HR professional, Employee Relations practitioner, EEO specialist, supervisor, or agency counsel, you have undoubtedly faced a leave-related challenge or two. And chances are, you may have struggled with some of the more complicated scenarios. Leave and medical issues create a complex and seemingly burdensome issue, one often …

A reference to dinosaurs, a joke about retirement, or a snide “OK Boomer” – nothing wrong with that if it’s just in fun, right?  Wrong! And if you think those are the only actions that’ll lead to an age discrimination claim, you’re wrong again. Join Attorney and FELTG Instructor Meghan …

For many, it’s the most difficult and unpredictable part of the workplace investigation — conducting the interview. This is especially the case when the witness has suffered trauma. And it’s likely to happen, considering these sobering statistics: Seven to eight percent will have PTSD at some point in their lifetimes. …

Antisemitism is never acceptable. However, recent remarks by celebrities, athletes, and news networks have made antisemitism seem more commonplace, in all facets of life, including the workplace. Title VII makes it illegal to discriminate against someone based on, among other things, religion. However, this is one of the protected categories …

The selection and promotion process is an emotional one, especially for those who aren’t selected. If you’re a federal EEO practitioner or supervisor, chances are you’ve had a case where an employee alleges that she was not selected or promoted because of something other than job qualifications – race, sex, …

Could use of pronouns or names that are inconsistent with an individual’s gender identity be considered discrimination or harassment? Yes. In certain circumstances. Gender identity and related topics are so important that in June 2022 the EEOC introduced a nonbinary gender marker for people to use during the intake process, …

The EEOC allows parties to file motions for summary judgment, potentially eliminating the need for a time-consuming, expensive, and risky hearing. Yet, many agencies fail to take advantage of this opportunity. During this 60-minute webinar, FELTG Instructor Katherine Atkinson explains the importance of the Report of Investigation and thorough discovery, …

A principal rule in findings of discrimination is to, as nearly as possible, place the victim in the position that person would have occupied but for the discrimination. This is easier said than done, because there’s no way to undo the harm caused by illegal employment discrimination. Even still, damages and remedies …

Be prepared. Be on time. Be civil. These are fairly basic expectations. Yet, they’re often forgotten once parties enter the EEO process. And once in the process, the potential pitfalls only increase. EEOC Administrative Judge Meghan Droste discusses the common mistakes agencies make, from missing important deadlines to missing the …

When a complaint is filed with your agency’s EEO office, it’s possible that something very wrong has happened. Yet, how agency officials respond to that complaint could go a long way toward not only resolving the complaint, but ensuring that you don’t make matters even worse than they are. Too …

Subtle and overt language, joking, off-handed comments, and offensive comments and gestures can lead to a hostile work environment. And that includes ill-advised, even if not ill-intentioned, phrases such as “hold down the fort” and “low man on the totem pole.” Being a respectful communicator means more than just not …

When EEO challenges arise, they rarely show up as run-of-the-mill simple scenarios you’ve worked through in a training class. Are you an EEO professional, attorney or advisor eager to learn how to more effectively manage complicated or high-profile EEO issues? This full-day course provides guidance on challenging questions, such as: Can an agency …

If you haven’t played a role in any part of the Federal EEO process, it might seem like an overwhelming mystery. This class explains, in practical terms, everything you need to know to have a fundamental understanding of Federal EEO law and process. Participants will be guided through each step …

Did you know that the innocent release of medical information can result in an expensive decision against an agency even if no actual harm was done to the employee? This training will explain how and when to collection medical information without going astray of the Americans with Disabilities Act, the …

Hurry through the Federal hiring process, and not only are you likely to make a mistake in hiring, but you may also end up without sufficient documentation to combat a discrimination complaint. Per Executive Order, your agency should have already taken steps to “advance diversity, equity, inclusion, and accessibility,” and …

It’s one thing to say you support DEIA efforts at your agency, but how do you do that? This training will provide the foundation you need to jumpstart your DEIA efforts or take them to the next level. We’ll cover the concept of belonging, preventing and correcting harassment and discrimination, …

With more Federal employees working remotely, the nature of the Federal workplace has changed. This class will help you design work structures for wellbeing while cultivating a culture of civility and respect. This workshop will provide you with practical, easy-to-implement data-driven insights plus tools and resources that empower high-performing, engaged …

Research estimates that around 1% of the population has an autism spectrum disorder, between 5-9% are estimated to have a learning disability, and just under 10% have a diagnosis of ADHD. The ability to recruit and retain neurodivergent employees will make your agency more diverse — and effective. This training …

There are numerous examples of investigations that have gone awry. It could be an investigator’s failure to interview certain witnesses, a failure to take a complainant’s statement into account, or, perhaps, an action, such as a widely shared email, that shows a lack of objectivity. This course will provide guidance …

How do you determine if an employee has a disability? What does qualified individual mean? What exactly is the interactive process? Do you have to approve telework as an accommodation? And how does the Americans with Disabilities Act, the Amendments Act, and the Rehabilitation Act apply to your agency? This …

Are you looking for a convenient and engaging way to pick up your mandatory annual refresher training hours? Are you interested in useful, timely, and up-to-date guidance where you can ask your questions, and get answers in real time? As an EEO counselor or investigator, you are required by the …

This workshop-based program will provide you with the skills and confidence to be more effective in writing reports of investigation and Final Agency Decisions that will withstand third-party scrutiny. Choose to bring one or both topics to your agency. Part 1: Writing a Report of Investigation Learn how to organize …

FELTG’s 32-hour EEO counselor training provides the mandatory initial training for new counselors that’s required by EEOC, and much more. The course is taught over four 8-hour days but can also be taught over five days or in other iterations. Our experienced instructors will explain the latest in EEO law …

Whether it’s a disgruntled employee or customer, or a domestic issue that follows an employee to work, workplaces are at a distinct risk of violent incidents. And that risk may be heightened when it’s a Federal workplace. How do you prepare yourself to protect the lives of those around you? …

Your heart suddenly beats faster, and your blood pressure rises exponentially. It could be a health issue. Or possibly, you may have heard your name mentioned in connection with “an EEO case.” As the much-repeated saying goes: We fear what we don’t understand. This class aims to lessen the fear …

Any effective misconduct investigation starts with a solid foundation of the law and an understanding of the full scope of your investigation. This class explains the principles that underpin a successful investigation of Federal employee misconduct, including harassment.  You’ll leave with guidance on developing the investigation, from creating a plan …

The most difficult and unpredictable part of the workplace investigation – conducting the interview – can be especially challenging when the witness has a behavioral or mental health condition, or violent tendencies. This course will explain temperament traits and personality disorders and provide a road map to help you understand how to …

Your heart suddenly beats faster, and your blood pressure rises to a dangerous level. It could be a health issue. Or possibly, you may have heard your name mentioned in connection with “an EEO case.” As the much-repeated saying goes: We fear what we don’t understand. This class aims to …

An employee requested telework as a reasonable accommodation. As the employee’s supervisor, you reviewed the request and denied it. Now the employee has claimed discrimination. What do you do next? This class will discuss the aforementioned scenario and several others, as we explain the supervisor’s role in the EEO counseling …

As suicide rates rise across the country, the impact is being felt in the workplace. Learning how to correctly manage an employee’s suicidal crisis and ideations is increasingly important. Knowing what to do, and when, might save an employee’s life. This training provides an overview of suicidal ideation in this …

This training focuses on one of the most commonly requested accommodations for individuals with physical and mental disabilities – telework. It turns out telework may also be one of the most effective accommodations, but it’s not for everybody. This course offers a discussion on recent and relevant EEO cases – …

A lot of employees think all hostile work environment cases involve sexual harassment. That is not true – a number of other EEO categories may be implicated in allegations of workplace harassment. Hostile environment harassment can be alleged based on any protected category: sex, race, color, national origin, religion, age, …

An estimated 2.8% of the U.S. population experiences the diagnosis of bipolar disorder, which carries a stigma and corresponding myths and misconceptions. To help employees be successful in the Federal workplace, it’s important for agencies to develop a clear understanding of what to do (and what not to do) if …

Most Federal agencies settle employment disputes — whether they initiate as grievances, EEO complaints, or as appeals of agency disciplinary actions. While it’s common to assume that settlement means the agency has a flaw in its case, it has no direct tie to liability or admissions of wrongdoing. Often, it’s …