The purpose of this training is to introduce students to EEO counseling and help EEO Counselors develop techniques through lecture, discussion, and interactive role-plays that help the EEO Counselor succeed in the Federal sector. The EEO Counselor serves as liaison between the employee and management in the informal complaint processing stage.
This course develops the knowledge and skills that stundents must have to serve as effective EEO Counselors at the entry level.
Upon successfull completion participants will earn a certificate of completion with from the ADR Academy and CEU credits from the the International Accreditors for Contiuing Education and Training (IACET).
To be certified as an Equal Opportunity Couselors , the Equal Opportunity Commisssion's Management Directive 1110 (MD110) setforth the mininum standards.
Minimum Standards for Thirty-Two-Hour Training Course
New EEO Counselors must receive at a minimum, training in the following areas before an agency assigns them to provide EEO counseling to aggrieved persons:
- an overview of the entire EEO process set forth under 29 C.F.R. Part 1614, emphasizing important time frames in the EEO process, providing an overview of counseling class complaints, and analyzing fragmentation issues (see Chapter 5, Section III of this Management Directive for a discussion of fragmentation);
- a review of the roles and responsibilities of an EEO Counselor, as described in this Chapter and in the appendices to this Management Directive;
- an overview of the statutes that the Commission enforces, including Title VII of the Civil Rights Act of 1964, as amended (prohibiting discrimination on the basis of race, color, religion, sex, or national origin); the Equal Pay Act of 1963 (prohibiting agencies from paying different wages to men and women performing equal work in the same work place); the Age Discrimination in Employment Act of 1967, as amended (prohibiting discrimination against persons age 40 or older); Sections 501 and 505 of the Rehabilitation Act of 1973, as amended (prohibiting discrimination against people with disabilities); and Title II of the Genetic Information Nondiscrimination Act of 2008 (prohibiting discrimination based on genetic information);
- an explanation of the theories of discrimination, including the disparate treatment, adverse impact, and reasonable accommodation theories, and providing more detailed instructions concerning class actions and issues attendant to fragmentation;
- a review of the practical development of issues through role-playing or other practices designed to have attendees practice providing EEO counseling, including the initial intake session with an aggrieved person, identifying claims, writing reports, and attempting resolution;
- a review of other procedures available to aggrieved persons: the right to go directly to court under the Age Discrimination in Employment Act after notice to the Commission; mixed case processing issues, including the right of election; class complaints processing issues; and the negotiated grievance procedure, including the right of election;
- an overview of the remedies available for each law, such as compensatory damages, attorney’s fees, and costs available to prevailing parties: and
- an overview of the agency’s informal and formal EEO ADR processes.
Guno Ritfeld is a retired Department of Defense Commissioned Officer. He has earned a B.A. in Psychology/Education, a Juris Doctorate (J.D.), and a Master of Laws (LL.M.) degree.
He is certified by the Florida Supreme Court as a Circuit Civil, Family, and County mediator and has served as a County mediator at the Orange County courthouse. He served as a member of the City of Orlando Certification Appeals Board and Chapter 57 Discrimination Board, and as a contract Human Rights Mediator and Administrative Investigator for various state and federal agencies. He is an experienced commercial, workplace, and family dispute mediator and arbitrator.