EEO Training Courses
The realm of Equal Employment Opportunity is as vast and diverse as the people it represents. FELTG offers onsite programs to train EEO attorneys, practitioners and supervisors on the strategies, principles, and authorities relative to federal sector discrimination law. These courses can be modified to meet the legal requirements of executive and legislative branch agencies.
EEO-1: Fundamentals of Federal EEO: Nuts & Bolts (1 day)
Course Topics: Statutory authority and jurisdiction of EEOC; theories of discrimination; overview of the EEO process; amended and consolidated complaints; timeliness issues.
EEO-2: Reasonable Accommodation under the ADA and Rehabilitation Act: What You Need to Know (1-3 days)
Course Topics: The Rehabilitation Act and the Americans with Disabilities Act Amendments Act; Genetic Information Nondiscrimination Act (GINA) regulations; defining an individual with a disability; major life activities and substantial limitations; essential job functions; the interactive process; types of reasonable accommodation.; telework as reasonable accommodation
EEO-3: Understanding Sexual Harassment and other Hostile Environment Claims (1/2 – 1 day)
Course Topics: The elements of a claim; unwelcome conduct that leads to hostile environment claims; severe or pervasive standard; tangible employment actions; the EEO process; mitigating agency liability; taking prompt and effective corrective action; disciplining the offender.
EEO-4: Medical Exams & Inquiries under the ADA & GINA (1 day)
Course Topics: Collection of employee medical information; conditional offers of employment; medical documentation requests for reasonable accommodation; direct threat and other medical conditions; the “regarded as” provision of the ADA.
EEO-5: Compensatory Damages & Other Remedies in EEO (1 day)
Course Topics: Equitable remedies: back pay, front pay, reinstatement; nonpecuniary and pecuniary damages; past and future damages; damages offsets; the duty to mitigate damages; collateral sources and pre-existing conditions; multiple causations of harm; the eggshell complainant.
EEO-6: Writing Reports of Investigation and Final Agency Decisions (2 days)
Workshop-based program. Course Topics: Statutory jurisdiction; EEO complaint process; theories of discrimination; dismissing EEO Complaints; accepting and identifying claims; legal sufficiency; the mechanics of drafting a FAD.
EEO-7: Conducting EEO Investigations (1-4 days)
Course Topics: EEOC statutory authority; EEO claims and elements of EEO cases; agency defenses and liability; interview techniques and skills; types of witnesses; writing the investigative report.
EEO-8: EEO Counselor Refresher Training (1 day)
Course Topics: Specifically targeted to EEO counselors. Provides the mandatory 8-hour annual refresher training required by EEOC. Topics include theories of discrimination; relevant case law; the counseling processes; writing effective reports; current trends in EEO law.
EEO-9: EEO Investigator Refresher Training (1 day)
Course Topics: Specifically targeted to EEO investigators. Provides the mandatory 8-hour annual refresher training required by EEOC. Topics include theories of discrimination; relevant case law; the investigations processes; writing effective reports; current trends in EEO law.
EEO-10: EEO Counselor Initial Training (up to 5 days)
Course Topics: Provides the mandatory 32-hour initial training for new counselors required by EEOC. Course Topics: Introduction to EEO Counseling; EEO Counselor approach; qualifications of a good EEO Counselor; purpose of EEO Counseling; duties of an EEO Counselor; the Counselor’s role when ADR is elected; interviewing the Counselee; Interviewing the RMO; theories of discrimination; the federal EEO complaint process; writing the EEO Counselor’s Report.
Upcoming EEO Training Events
Absence due to illness has changed the landscape in dealing with federal workplace issues. Problems arise when employees are absent – let alone the huge amounts of leave entitlements tied to family member medical conditions.
Administering sick leave can be complicated, and proper documentation is critical. The Family & Medical Leave Act adds an additional layer of complexity to these illness-related absences. When can you require medical examinations? When can you take action on excessive absences?
If you need more information on absence related to illness so you are able to answer those tough questions on sick leave and FMLA – or if you want to ensure that the adverse action case you assemble will withstand the scrutiny of the MSPB – then this webinar series is custom-made for you.
While the near future of the Merit Systems Protection Board remains uncertain, FELTG is staying on top of the situation and will provide attendees with the most up-to-date information they need to know.
Instructors Deborah Hopkins, William Wiley, and Barbara Haga will guide you through these thorny issues. Register for any or all of the sessions.
- Session 1 – Sick Leave, Part I (October 16)
- Earning and accumulation
- Authorized uses of sick leave
- Family care sick leave – documentation and limits
- Advance sick leave
- Session 2 – Sick Leave, Part II (October 30)
- Notice requirements
- Definition of “serious health condition”
- Substitution of paid leave for FMLA LWOP
- Medical certification – what is required and what needs to be in it
- Sick leave abuse
- Medical examinations
- Taking action on sick leave-related absences
- Session 3 – Understanding FMLA (November 13)
- Basic entitlement
- Notice requirements
- FMLA Medical certification requirements
- Discipline and FMLA – excessive absence, falsified information, failure to comply with notice requirements, last chance agreements
You’ll have the chance to ask your questions, and get them answered in real time, during each of these 90-minute sessions. Register your site today.
Early Bird Tuition: $275 per webinar per site (registration submitted by October 7)
Standard Tuition: $305 per webinar per site (registration submitted October 8 or later)
Register for all three webinars by October 7 and pay only $795.
Add a teleworker for $35 per webinar, in addition to a main site registration, if space permits.
When must you accommodate an employee who is pregnant? Can you request medical documentation if a pregnant employee asks for an accommodation? What if an employee can’t do the critical elements of her job because she is pregnant? What are the options for an employee who hasn’t worked long enough to be eligible for FMLA?
Federal law protects employees from pregnancy-based discrimination and harassment at work, and it allows that employees have a legal right to work adjustments to allow them to do their job without jeopardizing their health. However, these protections come at the intersection of three different laws — the Pregnancy Discrimination Act, the Americans with Disabilities Act, and the Family and Medical Leave Act.
This 90-minute webinar, hosted by FELTG instructor and attorney at law Meghan Droste, will explain the protections afforded pregnant employees under all three laws, as well as explain:
- When you have an obligation to accommodate pregnant employees.
- What medical documentation you are permitted to ask for when evaluating a request for accommodations.
- How to avoid discriminating against pregnant job applicants.
- What to do when supervisors try to “protect” pregnant employees from difficult work.
Get up to speed on this challenging area of law. Register today.
Early Bird Tuition: $275 per site (payment required by November 11)
Standard Tuition: $305 per site (for payments made November 12 or later)
Teleworkers may be added to a main site registration for $35 each, if space is available.