EEO Training for Managers/Supervisors (two days):
In this course, agency managers and supervisors identify and apply proactive strategies to successfully manage a diverse and productive workforce, contribute to a positive EEO workplace and minimize EEO complaints. In addition, they review the informal and formal EEO complaint system including their roles, rights and responsibilities and that of their employees. Using case studies, the managers and supervisors analyze and discuss all significant Federal anti-discrimination laws, policies and theories of discrimination, e.g., disparate treatment (including workplace harassment), disability accommodation and religious accommodation. Using a role play and case study, they identify and apply key management communication skills and strategies for effectively resolving workplace issues and conflicts.

EEO Training for Employees (one day):
This course is designed for non-supervisory employees who will examine the impact of cultural and other workplace biases upon their activities and those of their co-workers in a diverse workplace. They review the informal and formal EEO complaint system including their roles, rights and responsibilities and that of their co-workers and managers/supervisors. Using case studies, the employees analyze and discuss all significant Federal anti-discrimination laws, policies and theories of discrimination, e.g., disparate treatment (including workplace harassment), disability accommodation and religion accommodation. They also identify and apply key employee communication skills and strategies for effectively resolving workplace issues and conflicts.

Reasonable Accommodation (one day):
Participants in this course review and analyze an agency's responsibilities under the Rehabilitation Act to provide a reasonable accommodation to a qualified disabled individual. Using practical exercises, they identify and examine key issues arising under the Rehabilitation Act: Who is covered? What impairments are covered? What is a "reasonable accommodation" and an "undue hardship"? What is the relationship between the Rehabilitation Act and other Federal laws and policies such as the Americans With Disabilities Act, the Family and Medical Leave Act and Workers Compensation? Using a case study and role play, the participants also identify and apply strategies for responding to and resolving a request for a reasonable accommodation.

Letters of Acceptance/Dismissal (two days):
This course is designed for EEO professionals who prepare and/or review agency letters of acceptance (LOA) or dismissal under 29 C.F.R. s. 1614. Using a variety of case studies and practical exercises, the participants identify the substantive and procedural standards affecting sound and defensible letters of acceptance and early dismissal letters, including Federal statutes and regulations. Through analytic practice, the participants examine and apply techniques for writing precise, accurate, timely and well-reasoned LOAs in cases relating to timeliness, failure to state a claim, mootness, offer of full relief and failure to cooperate. In addition, the participants analyze complex dismissal issues such as continuing violations, pattern and practice allegations, constructive discharge and hostile environment cases.

Compensatory Damages (two days):
In this course, civil rights professionals identify and apply the procedural and substantive standards established under the 1991 Civil Rights Act so that they can conduct a systematic, complete, objective analysis of a claim for compensatory damages. The participants develop and apply a framework for analyzing a compensatory damages claim and apply it to case studies and practical exercises. They will examine and discuss significant issues: What claims are compensable? What are the 10 types of claims which are excluded? What are the procedural requirements for making and responding to a claim? What are the standards for evaluating a claim ?objective evidence, nexus to harm, type of damages, EEOC and other guidelines and agency offsets?

EEO Investigations (two days):
This course is designed for EEO professionals who conduct investigations or manage an agency's EEO investigative processes and system. Through case studies, role play and exercises, the participants identify the analytical framework, practical skills and substantive knowledge which are required for agencies and investigators to conduct timely, complete and impartial EEO investigations. These include planning, listening and interviewing, maintaining neutrality, analysis and writing. They also review and analyze relevant Federal laws, regulations, theories of discrimination and standards of proof which affect civil rights investigations. In addition, the participants apply the analytic skills which are critical to evaluating the materiality, relevancy and reliability of information received during an investigation.

Recognizing and Preventing Sexual Harassment (one day):
Participants in this course will review and discuss Federal laws and EEOC standards for defining sexual harassment within a diverse work place, e.g., quid pro quo and hostile work environment. They will review key elements of an effective prevention program, including managers' liability and employees' responsibilities. Through case studies and role play, the participants will also analyze their obligation to develop and apply proactive strategies which identify, prevent and resolve sexual harassment issues.

EEO Counselor Training (Basic) (two days):
This course is designed for new or recently appointed full time and collateral duty EEO counselors with a year or less of actual counseling experience. Using role play, case study and analysis to supplement extensive written material, the course leads participants through the informal and formal Federal sector EEO complainant system and focuses on the counselor's primary role and responsibilities. The participants examine the seven step process for successful EEO counseling and build on each stage though their exercises: e.g., defining the issues, maintaining neutrality, resolving the issues, making an agreement and preparing a report.

EEO Counselor Training (Advanced) (two days):
The course is designed for EEO counselors with at least one year of full time or 2 or more years of collateral duty counseling experience. Within a review of Federal sector EEO complainant processing and significant recent EEO decisions, participants identify and apply advanced skills for effectively resolving EEO conflicts, including effective planning, setting the stage for successful resolution, defining and processing the issues, and reaching an agreement using interest-based approaches.

Writing Final Agency Decisions (three days):
In this course, the participants will examine the analytical considerations which guide the preparation of timely, well-written and legally sound final agency decisions (FAD). They examine a FAD writer's role, discretion and authority in the Federal sector EEO system and key tools: Federal laws, EEOC regulations and policies, theories of discrimination, standards of proof, remedies and damages. Using case studies and exercise, the participants review and apply standards for evaluating an investigative file and writing a FAD: material, reliable and relevant evidence. They review and analyze an investigative record and draft the essential elements of a FAD based on such record.