SHSU EEO Training

SHSU EEO Training One possible way of handling an incident of discrimination or sexual harassment at SHSU other than reporting it through your chain of command is to file a complaint with the Texas Workforce Commission, Civil Rights Division (TWCCRD). ️True The University's Finance & Operations Human Resources Policy ER- 7: Discrimination and Equal Employment Opportunity (EEO) policy expands federal and state protections and "prohibits discrimination or harassment on the basis of race, creed, ancestry, marital status, citizenship, color, national origin, sex, religion, age, disability, veteran's status, sexual orientation, or gender identity." ️True What federal law prohibits discrimination on the basis of genetic information? ️The GINA Act of 2008 According to the federal law Title VII, the five protected classes are as follows: ️race, color, religion, sex, and national origin Which of these constitutes an unlawful employment practice? To fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to compensation, terms, conditions, or privileges of employment, because of such individual's ️all of the above A state agency employs a computer programmer with a known disability. The programmer has missed deadlines for projects, has not kept abreast with changes in the database package, and he caused system problems due to issues he should have known about. At no time does he request a reasonable accommodation from the agency due to his disability. After being placed on a Performance Improvement Plan, when his performance does not improve, he is terminated. Has the agency complied with equal employment opportunity law? ️Yes. The termination is justified as long as the agency holds the employee to the same performance standards as other programmers. Robert is a field agent for a state agency. His territory covers three counties, and he must travel to each county monthly. Due to staff cutbacks, the agency is increasing the number of counties for each field agent from three to five. Robert explains to his manager that due to his disability he cannot handle the extra two counties and the increased traveling, and he asks that he be allowed to have responsibility for only his original three counties. The agency refuses. Has the agency complied with equal employment opportunity law? ️Yes. The agency may refuse this request for accommodation because it conflicts with the new production standard. However, the agency should explore with Robert whether there is any reasonable accommodation that could enable him to service the five counties, and if not, whether reassignment is possible. Dave filed an employment discrimination charge with the Texas Workforce Commission Civil Rights Division (TWCCRD) alleging that he was racially harassed by his supervisor and co-workers. After learning about the charge, Dave's manager asked two employees to keep Dave under surveillance and report back about his activities. The manager said, "Let's keep an eye on him. Now that he filed that charge, we need to know what else he's up to." Has the agency complied with equal employment opportunity law? ️No. The surveillance constitutes an "adverse action" that is likely to deter protected activity and is unlawful because it was conducted as a direct result of Dave's protected activity. Muhammad, of Middle-Eastern descent, works for a large state agency. His coworkers regularly call him names like "the local terrorist" and "Bin Laden" and intentionally embarrass him in front of customers by claiming that he is incompetent. Muhammad repeatedly reports this conduct to higher management, but they tell him that the actions of the coworkers are personal and not work- related, or they simply do not respond at all. The constant ridicule has made it difficult for Muhammad to do his job. This behavior is in violation of Title VII and Texas Labor Code Chapter 21 and constitutes harassment based on what protected class? ️National origin Alex, of Hispanic descent, is a mid-level manager in a communications department for a small state agency. He handles several important media outlets. The agency and his clients are happy with his performance. When a senior-level position with nore responsibility opens up, Alex applies, but does not get the job. The employer wants someone with demonstrated creativity to fill it. Instead, the employer selects Jennifer, a White female, who meets the qualifications but has slightly less seniority and relevant experience. However, she has demonstrated more creativity in problem solving and outreach than Alex has. While the employer sees Alex as competent, hardworking, and professional, he has not demonstrated as much creativity as needed for the new job. Has the agency complied with EEO law? ️Yes. There is clear evidence verifying the perceived difference between Alex's and Jennifer's