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Archive for May, 2019

Justice Department: Immigrant and Employee Rights Section (IER) Webinar Schedule (May and June 2019)

Monday, May 20th, 2019

For links to register for the following webinars, go to

The Immigrant and Employee Rights Section (IER) is offering a number of free, informative webinars for the public in May and June. These include webinars for workers, employers, and advocates. Please review IER’s webinar schedule to choose the right presentation for you.

IER enforces the anti-discrimination provision of the Immigration and Nationality Act. This law prohibits citizenship, immigration status, and national origin discrimination in hiring, firing, or recruitment or referral for a fee; unfair documentary practices; retaliation and intimidation. For more information visit

IER Webinars
IER Training for Employers / Human Resources Representatives
Thursday, May 30, 2019 at 1:00 pm ET

IER Training for Worker Advocates
Tuesday, June 11 2019 at 1:30 pm ET

IER Training for Refugee and Asylee Service Providers
Thursday, June 13, 2019 at 2:00 pm ET

Seminario de la IER para trabajadores y sus defensores
Martes, 18 de junio, 2019, at 2:00 pm ET

IER Training for Employers / Human Resources Representatives
Tuesday, June 25, 2019 at 10:30 am ET

Joint Webinars

Joint IER/USCIS Employee Rights Webinar
Wednesday, May 22, 2019 at 1:00 pm ET

Joint IER/USCIS Employee Rights Webinar
Wednesday, June 5, 2019 at 1:00 pm ET

Register Here
IER/ICE/USCIS Tri-Agency Employer Webinar

Wednesday, June 12, 2019 at 2:00 pm ET

Joint IER/USCIS Employee Rights Webinar
Thursday, June 20, 2019 at 3:00 pm ET

Upcoming EEO Training: Drafting Final Agency Actions, Investigator Training, EEO Counselor Training (2019)

Sunday, May 19th, 2019

EEO Training for Federal Agencies Drafting Final Agency Actions
June 19-22, 2019

The purpose of the next three days of training is to introduce you to the basic tools and techniques you need to draft effective EEO Final Actions in the federal sector. At the completion of this course, you will be able to: 1. Understand the basic elements and formats of various kinds of EEO Final Actions and when to use them; 2. Understand the importance of providing a complete procedural history leading to the Final Action; 3. Recognize a complete complaint/case file upon which a finding can be made; 4. Combine the legal analysis with the pertinent facts leading to the Final Action; 5. Provide a concise conclusion setting forth the findings.

Location of Training:
919 18th St, NW, Suite 800
Washington, DC, 20006
Register On-Line & Get More Information at:

Contact Us at:
EEOC Training Institute – Federal Sector Training E-mail:

EEO Training for Federal Agencies New Investigator Training
June 24-28, 2019

Skilled EEOC personnel deliver this interactive course that fulfills the requisite 32-hour training requirement for new federal investigators. Participants are taught basics regarding EEO law and provided with the opportunity to develop essential investigative techniques in a small group setting. Trainers also use instructive exercises to assist participants in completing two actual investigations, which include allegations of harassment, disparate treatment and disability discrimination.

Course Topics Include: Basics of EEO law and theories of discrimination; the 1614 regulations and federal sector EEO process; Models of proof in employment discrimination cases; elements of a disability discrimination case; tools and techniques for planning and conducting interviews; and the Investigative Report and Investigative Summary

Class: Four Days, 8:30 a.m.-5:00 p.m., Half Day, 8:30 a.m. – 12:00 Noon

Location of Training:
919 18th St, NW, Suite 800
Washington, DC, 20006

Register On-Line & Get More Information at:

Contact Us at:
EEOC Training Institute – Federal Sector Training E-mail:

EEO Training New Counselor Training
July 8-12, 2019

Skilled EEOC personnel deliver this interactive course that fulfills the requisite 32-hour training requirement for new federal counselors. Participants are taught basics regarding EEO law and provided the opportunity to develop essential settlement techniques in a small group setting. Trainers also use instructive exercises to assist participants in completing counseling sessions, which include allegations of harassment and disparate treatment.

Course Topics Include: Roles and responsibilities of an EEO Counselor, the 1614 regulations and federal sector EEO process Effective communication skills for EEO Counselors Interviewing and Counseling Techniques, recognizing claims of harassment, drafting the EEO Counselor’s Reports

Class: Four Days, 8:30 a.m. – 5:00 p.m.; Half Day, 8:30 a.m. – 12:00 p.m. Noon

Please email your requests for federal sector training and outreach to directly to the Training and Outreach Division at:

For Federal Sector News and Training Updates Please Follow Us On Twitter and Like Us On Facebook: @EEOCFEDENEWS

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Investigator Refresher
July 16, 2019

This course meets the annual 8-hour requirement for federal EEO investigators. Participants will receive instruction on recent developments in federal sector EEO and discuss how these changes affect investigation of complaints filed by federal employees. Participants will also practice their investigative skills.

Location of Training
919 18th St, NW, Suite 800
Washington, D.C. 20006

Register On-Line & Get More Information at:

Contact Us at: EEOC Training Institute – Federal Sector Training


Monday, May 13th, 2019

Owner Subjected Female Employees to a Hostile Work Environment Based on Sex, Federal Agency Charges

BUFFALO, N.Y. – Protocol of Amherst, Inc., doing business as Protocol Restaurant in Buffalo, violated federal law by subjecting female employees to sexual harassment, the U.S. Equal Employment Opportunity Commission (EEOC) charged in a lawsuit filed today.

According to the EEOC’s lawsuit, Paul Pelczynski, the restaurant’s owner, president and general manager, made unwelcome sexual advances and comments to female employees, includ­ing requests for sex; repeated invitations for drinks, dinner and sharing a hotel room; and com­ments about the bodies of female employees and customers. The agency further alleges that Pelczynski engaged in inappropriate contact with female employees, including grabbing their buttocks, kissing them, and routinely brushing up against them. Pelczynski also displayed porno­graphy at work in view of employees and sent a group text to employees with pornography in the background, according to the EEOC.

Finally, the EEOC charges that Protocol discharged female employees who objected to Pelczynski’s conduct or rejected his advances, and that other female employees quit because they could no longer endure the hostile work environment.

Such alleged conduct violates Title VII of the Civil Rights Act of 1964, which prohibits employers from discriminating against employees on the basis of sex. Sexual harassment is a form of sex discrimination that is prohibited by the statute.

The EEOC filed suit (EEOC v. Protocol of Amherst, Inc., Civil Action No. 1:19-cv-00598) in U.S. District Court for the Western District of New York, Buffalo Division, after first attempting to reach a pre-litigation settlement through the agency’s conciliation process. The EEOC seeks back pay, compensatory damages, and punitive damages for the affected emp­loyees, as well as injunctive relief designed to remedy and prevent future sexual harassment in the workplace.

“Owning a business is not a license to sexually harass employees,” said Jeffrey Burstein, regional attorney for the EEOC’s New York District Office. “Business owners have a duty to protect employees from sexual harassment, and the EEOC is prepared to take strong action where an owner abuses his authority.”

Kevin Berry, director of the New York District Office, said, “No one should be forced to endure sexual advances or inappropriate physical contact to earn a living. The EEOC is com­mitted to ensuring that all workers are free from sexual harassment on the job.”

The EEOC’s New York District Office is responsible for processing discrimination charges, administrative enforcement and the conduct of agency litigation in Connecticut, Maine, Massachusetts, New Hampshire, New York, northern New Jersey, Rhode Island and Vermont. The agency’s Buffalo Local Office conducted the investigation resulting in this lawsuit.

The EEOC advances opportunity in the workplace by enforcing federal laws prohibiting employment discrimination. More information is available at Stay connected with the latest EEOC news by subscribing to our email updates.

Register for Upcoming FTA PTASP Webinars May and June 2019

Monday, May 13th, 2019

The Federal Transit Administration (FTA) is hosting a webinar series to provide technical assistance to transit agencies on the Public Transportation Agency Safety Plan Final Rule. The rule requires:

certain rail and bus operators to develop safety plans to better manage safety risk using Safety Management Systems;
transit operators to certify they have a safety plan in place meeting the rule requirements by July 20, 2020: and
the safety plan to be updated and certified by the transit agency annually.

Registration is required for all webinar sessions. Previous sessions covering the basic components of the final rule have been archived on the PTASP resource page.

PTASP – Safety Management Policy and Safety Promotion

Thursday, May 30 at 2:00 PM ET | Register

PTASP – Frequently Asked Questions*

Thursday, June 6 at 2:00 PM ET | Register

*We will be taking questions in advance of this webinar and provide responses during the webinar. Please submit your questions to the by Friday, May 17 at 5:00 PM ET, with the subject line “PTASP FAQs Webinar Question”.

PTASP – Safety Risk Management

Thursday, June 13 at 2:00 PM ET | Register

OFCCP: Happy Military Spouse Appreciation Day! (May 2019)

Friday, May 10th, 2019

Today OFCCP joins Americans across the country in celebrating the spouses of our nation’s service members and honoring the significant sacrifices they make.

OFCCP is passionate about being a resource and advocate for military spouses in the workplace. All of us owe a great debt to military spouses, and OFCCP is doing our part to support Americans who give so much to our country.

Here’s what you need to know about what we’re doing for military spouses:

It is unlawful for a federal contractor to discriminate in employment against a qualified individual who the contractor knows to be the spouse of a protected veteran, and OFCCP has specific protections in place to protect military spouses from workplace discrimination.

To support this effort, OFCCP has just released a new FAQ outlining the protections and resources available to military spouses.

It is the policy of the Department of Labor to actively reduce barriers to employment faced by military spouses. You can click here to learn more about relevant programs.

OFCCP is honored to assist and protect our nation’s military spouses, hardworking Americans who play a frontline role in supporting those who keep us safe. You can visit our website to learn more about the work we do to eliminate discrimination against military spouses.

OFCCP: Understanding the Compliance Check (May 2019)

Friday, May 10th, 2019

To help contractors prepare for compliance checks, OFCCP recently launched a new webpage that provides answers to Frequently Asked Questions and a copy of the letter that contractors receive when they are scheduled for a compliance check. View the new webpage here.

A compliance check is a type of compliance evaluation in which OFCCP seeks to determine whether the contractor has maintained certain records: prior year AAP results, job advertisements (including state employment service listings), and examples of accommodations for individuals with disabilities. We will conduct these records checks either on or off site, depending on the contractor’s preference. OFCCP will provide compliance assistance to help contractors with recordkeeping mistakes found during a compliance check.

To see if your establishment may be scheduled for a compliance check soon, review OFCCP’s FY2019 Supply and Service Scheduling List. This list is current and shows which federal contractors may be selected for a compliance check or some other type of compliance evaluation.

OFCCP will update the new webpage in the future to address new questions and provide useful resources, as the agency begins conducting compliance checks regularly. OFCCP strongly encourages contractors to subscribe to OFCCP Email Updates to receive the most up to date information regarding compliance checks and other FAQs.


Tuesday, May 7th, 2019

Featured Speakers Include Dr. Bernice King and EEOC Acting Chair Victoria Lipnic at Annual Training Event for Federal EEO Professionals

WASHINGTON—The Equal Employment Opportunity Commission (EEOC) announced a list of some of the featured keynote speakers at the annual EXCEL (Examining Conflicts in Employment Laws) training conference to be held in Atlanta from July 30-August 1, 2019.

Some of the featured speakers include: Dr. Bernice King, the daughter of Dr. Martin Luther King, Jr. & Coretta Scott King, CEO of the Martin Luther King, Jr. Center for Nonviolent Social Change; EEOC Acting Chair Victoria A. Lipnic; world-renown presidential historian, public speaker and Pulitzer Prize-winning author, Doris Kearns Goodwin; and Dr. Chris Haffer, director of the EEOC’s Office of Enterprise Data and Analytics.

The 22nd EXCEL conference, themed Respect, Opportunity, Inclusion is an annual training conference featuring a wide range of workshops on cutting edge issues in the federal EEO arena. EXCEL also presents a series of courses resulting in required certificates for federal EEO professionals. Attendees can attend workshops in specific tracks designed for alternative dispute resolution participants, equal employment opportunity professionals, and agency and complaint representatives.

Registration for the conference is open, with spots in the popular workshops filling up fast. Registration questions can be directed to 1(866) 446-0940 or 1(800) 828-1120 (TTY) or The conference will take place at the Atlanta Marriott Marquis, 265 Peachtree Center Avenue, NE, Atlanta, GA 30303.

The EEOC advances opportunity in the workplace by enforcing federal laws prohibiting employment discrimination. More information is available at Stay connected with the latest EEOC news by subscribing to our email updates, and follow EXCEL 2019 on twitter at @EEOC_EXCEL


Tuesday, May 7th, 2019

Today’s strong economy is good news for workers as there are millions of job openings and many workers are in high demand. While that should be good news for older workers, we see little sign that employers are seeking out older workers to fill that demand. Many employers have diversity and inclusion strategies and tactics – but most don’t include age. That’s a lost opportunity. Research shows that employers would be doing themselves a lot of good by valuing the talent of experienced workers as part of a diverse, multi-generational workforce, such as improving organizational performance and individual productivity, and reducing employee turnover.

When I issued my report last year on the State of Age Discrimination and Older Workers in the U.S. 50 years After the ADEA took effect, I noted that the Great Recession made a bad situation even worse especially for older workers. Experienced workers who lost their jobs at the beginning of that economic cataclysm at age, say, 54, are now 65. That used to be a common retirement age. But many Americans now say they need to work into their late 60s and 70s given the hardships of replacing lost jobs and lost income.

That gives us all the more reason to fight workplace age discrimination with renewed vigor – and to encourage employers to do likewise. The EEOC report, along with testimony from experts at the 2017 Commission meeting on the ADEA @ 50 – More Relevant Than Ever, produced several strategies to counter age bias by changing workplace practices, such as:

Organizational leaders promoting a workplace culture that extols ability and rejects ageist stereotypes.
Including age in Diversity, Inclusion and Equity efforts and instituting age-diverse hiring panels and teams.
Analyzing and evaluating organizational strengths and weaknesses in attracting, managing, and retaining a multigenerational workforce.
Employing strategies to provide career counseling, training and development opportunities to workers at all ages and at all stages of their careers.
Reviewing recruitment strategies to make sure that they seek workers of all ages and do not limit opportunities based on age or years of service.
Training recruiters, interviewers, and managers to focus on capabilities and to avoid ageist assumptions and common misperceptions about older workers.

These strategies matter for more than just Baby Boomers. It may come as a surprise to them, but some Gen-Xers are now middle-aged. And it may come as an even bigger surprise to Millennials that the oldest of their generation will soon be older workers protected by the ADEA.

We’ve had multiple generations doing so much work to overcome stereotypes based on race and gender and to appreciate a more diverse workplace. Hopefully, we will scrap ageist stereotypes and recognize the value of age diversity as well.

Justice Department: Over $3.25 Million Paid by Greyhound to Individuals in Disability Settlement (May 2019)

Thursday, May 2nd, 2019

The Department of Justice today announced payments by Greyhound Lines, Inc. totaling $2,966,000 to over 2,100 individuals who experienced disability discrimination while traveling or attempting to travel on Greyhound. The payments were part of a broader settlement from 2016 resolving the Department’s complaint that Greyhound, the nation’s largest provider of intercity bus transportation, engaged in a nationwide pattern or practice of violating the Americans with Disabilities Act (ADA) by failing to provide full and equal transportation services to passengers with disabilities. The $2,966,000 amount is in addition to $300,000 paid by Greyhound in 2016 to specific individuals identified by the Department, bringing the total distributed to individuals to over $3,250,000. To read the press release regarding this event, click here. For more information about the ADA, call the Department’s toll-free ADA Information Line at 800-514-0301 (TDD 800-514-0383) or access the ADA website at

Fair Housing News (May 2019)

Thursday, May 2nd, 2019

Greetings Fair Housing Partners.

It gives me great pleasure to share with you the 2019 Fair Housing Month outreach material. This year, we raise public awareness of sexual harassment in housing. Our outreach material informs the public of fair housing laws that protect against harassment. Visit Fair Housing Outreach Tools to download and use the various sexual harassment outreach materials.

On Monday, April 29th, HUD launched the Sexual Harassment Prevention Training Initiative. We invite you to read the fact sheets, view the videos, and complete the training module located on HUD Exchange. These trainings tools are also accessible through HUD Sexual Harassment Resource Page. In advance, we appreciate your support. Thank you.