Fort Riley, Kansas

 

Equal Employment Opportunity


Equal Employment Opportunity

Mission: Provide exceptional services on affirmative employment planning, complaints processing, EEO-related training, reasonable accommodations, advice, and assistance to Fort Riley's exceptional workforce. Create and sustain workplace free from discrimination. 

Vision: To be one of the premier EEO offices in the Army. Assist Fort Riley by becoming a model employer based upon a diverse workforce founded upon equality of opportunity.

EEO Information

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Six Essential Elements of a Model EEO Program
When establishing a model EEO program, an agency should incorporate into the design a structure for effective management, ac-countability and self-analysis which will ensure program success and compliance with EEO MD-715. Agency personnel programs and policies should be evaluated regularly to ascertain whether such programs have any barriers that tend to limit or restrict equita-ble opportunities for open competition in the workplace.

The six essential elements for a model EEO program, as described in EEO-MD-715, at PART A, II. A-F, and PART B, III. A-F, are as follows:

1. Demonstrated commitment from agency leadership- Post EEO Policy Statements in all offices and on bulletin boards. Demon-strate the value of EEO to the agency and employees. Seek input (e.g., using employee surveys and focus groups, discussions with employee advisory groups, etc.) regarding the workplace environment. Provide/request EEO training as needed.

2. Integration of EEO into the agency's strategic mission- Encourage regular visits from the EEO Office to your work environment. The EEO team can assist leaders with evaluating workforce demographics and trends.

3. Management and program accountability- Make clear that all managers and supervisors share responsibility with EEO program and human resources officials for the successful implementation of EEO programs.

4. Proactive prevention of unlawful discrimination- Ensure all your employees attend EEO training (NEO, SHARP, EEO for Super-visors, Reasonable Accommodations) whether or not training is mandatory.

5. Efficiency- Ensure your approach to a situation is efficient, fair and impartial. Managers should always be receptive to resolving issues at the lowest level.

6. Responsiveness and legal compliance- Ensure all final Negotiated Settlement Agreements (NSA) are monitored for compliance and timeliness.

**Don't wait for a complaint to be filed to do something! **

http://www.eeoc.gov/federal/directives/715instruct/section1.html
Special Emphasis Programs are implemented and observed primarily to ensure that minorities, women and people with various disabilities are provided an equal opportunity in employment and program delivery activities. These programs improve the workplace environment by promoting and fostering diversity in the workplace through awareness and educating employees and others to appreciate, value, understand, and celebrate social and cultural similarities and differences. Outreach, Minority College Relations Program Responsible for policy development, technical assistance and direction concerning employment and liaison efforts of Army personnel in the minority college relations arena. Hispanic Serving Institutions (HSIs: Donnelly College, Kansas City, KS); Historically Black Colleges and Universities (HBCUs: Harris Stowe State University, St. Louis, MO; Lincoln University, Jefferson, MO; Langston, Langston, OK); Tribal Colleges and Universities (TCUs: Haskell Indian Nations University, Lawrence, KS). Programs: Black Employment Program; Federal Women’s Program; Hispanic Employment Program; Asian/Pacific Islander American Program; American Indian/Alaskan Native Program; Individuals with Disabilities Program (Workforce Recruiting Program for College Students w/Disabilities). Observances: Martin Luther King’s Birthday, 21 January 2013; African American/Black History Month, 1-29 February 2013; Women’s History Month, 1-31 March 2013; Holocaust Remembrance Day, 8 April 2013; Days of Remembrance 7-14 April 2013 Asian Pacific American Heritage Month 1-31 May 2013; Women’s Equality Day, 26 August 2013; Hispanic Heritage Month, 15 September – 15 October 2013; National Disability Employment Awareness Month, 1-31 October 2013; National Native American Heritage Month, 1-30 November 2013.
The EEOC affirmed the decision of an Administrative Judge (AJ) who found that the plaintiff had established a claim of hostile work environment harassment on the basis of her sex. The AJ found that while her accused supervisor behaved inappropriately and unprofessionally towards both men and women, he treated women worse.

The AJ noted that the supervisor's conduct towards women included: 1) speaking to them in curt and rude tones; 2) making derogatory comments about women; 3) screaming and yelling at them; 4) repeatedly criticizing them in public and in private; 5) micromanaging them more than men when their performance did not merit increased supervision; 6) circumventing the chain of command and undermining her supervisory authority over her subordinates; and 7) displaying physically

intimidating behavior such as aggressive body language, slamming doors and slamming his fists on the desk.

On appeal, the agency argued that the AJ had erred in crediting the testimony of the plaintiff and her witnesses over the agency's witnesses. In its decision, the EEOC declined to reweigh the parties' credibility on appeal and noted that the agency had not pointed to any objective documentary evidence contradicting the testimony of the plaintiff and her witnesses. The EEOC affirmed the AJ's award of $125,000 in non-pecuniary compensatory damages and more than $103,000 in attorney fees. The EEOC noted that the plaintiff had experienced a stress breakdown which necessitated her eventual separation from the agency and that she still suffers the effects of anxiety, depression, and post-traumatic stress disorder.

The EEOC found that substantial evidence in the record supported the AJ's award of $125,000, which was not "monstrously excessive" "nor the product of passion or prejudice." The EEOC also held that the AJ's reduction in requested attorney fees was appropriate based on the fact that the fee petitions contained many excessive, redundant,

unnecessary, or inadequately documented expenditures. In its order, the EEOC ordered the agency to consider appropriate disciplinary

action against the responsible management officials and specifically noted that training is not considered disciplinary action.
Advises all levels of management regarding EEO related issues. Includes providing program overview, conducting assessments, recommending courses of action to supervisors, participating in strategic planning and special committees, presenting briefings, researching special problems, and conducting sensing session.

EEO Policy Letters

Contact Us

510 Huebner Road
2nd Floor, Rm 207
Fort Riley, KS  66442-5000

(O) 785.239.2595
(F) 785.239.3119
DSN 856