EEO program is deeply rooted in Organizational Values.
Sgt’s are legally and morally obligated to ensure work place is free of discrimination and retaliation.
CHP Departmental EEO policy prohibits and does not tolerate violations.
CHP has a zero tolerance approach.
18 protected categories
Race Color Religion National origin Ancestry Age Sex Physical or mental disability Political affiliation Marital status Sexual orientation Gender Gender identity Gender expression Genetic information Medical conditions Military and Veteran status Retaliation
Nine EEO programs serving our diverse organization
I support our policy and program by:
- Ensure the EEO program information is disseminated to all employees in my command.
- Ensure we look to hire qualified people representative of community we serve.
- Provide reasonable accommodation when appropriate.
- Utilize upward mobility
- Ensure cultural awareness, sexual harassment, and discrimination training is completed and entered into ETRS.
Failure to act or recognize a problem could have a negative impact to the department.
- Civil liability which affects our budget
- Loss of Morale
- Loss of management credibility
- Decrease in productivity
- Increase in workers comp claims
- Increase in sick leave use.
Set the example by
Holding myself and others accountable
Solutions
- Immediately stop the action.
- Verbally express that conduct will not be tolerated.
- Place all involved employees on notice
The aggrieved:
- Bring aggrieved to a location of privacy
- Ensure Confidentiality
- Advise them retaliation is prohibited
- Conduct a thorough recorded interview.
- Explain internal process (formal and informal)
- Explain External EEO process ( EEOC - 300 days, Dept fair employment and housing)
- Get aggrieved perception of the situation
- What is a reasonable outcome to the situation
- Evaluate if the facts were offensive or sexual in nature, unwanted, and unwelcome.
- My goal is to handle at lowest possible level
- Offer EAP, Peer Support, Follow up
- Provide EEO Counselor list of desired
- Advise the aggrieved they will be. Kept apprised of the investigation
- Document the investigation and meet with the commander to develop a plan of action
The Alleged Discriminatory employee
- Bring to a location of privacy
- Advise them to stop behavior if it is indeed taking place.
- Review POBR- One way conversation
- Behavior is unacceptable and will not be tolerated
- Advise that retaliation is prohibited
- Union rep is available if an adverse action will take place.
- Offer EAP and peer support
Fact finding:
- Compile a list of witnesses
- Properly secure and retain all evidence
- Record interviews with witnesses
- Talk to other Sgt’s. to gain insight to previous behavior.
- Review 118’s and 100 forms
- Check for prior complaints/investigations
- If criminal, notify appropriate LE agency through chain of command
Document accordingly
Use the Progressive Discipline model
Follow Up:
- Notify, advise, and consult with my commander
- Investigation assigned by Division Commander to EEO investigator
- Advise aggrieved of any corrective action taken but type of action must remain confidential
Leadership responsibilities:
- Ensure Area EEO counselors list is current
- Identify any training issues
- Area training twice per year by EEO counselors
Support training by:
- Annual training classes
- Classroom and online training
- SROVT
- Ride a longs
- Ensure effective supervision
Maintain open lines of communication and effective supervision by:
- CHP 613 pamphlet
- Public and social media
- Strategic plan goal #3 (Enhance public trust)
- Maintain a healthy work environment and provide for the recruitment, promotion, and retention of a qualified workforce representative of the public we serve.
