By nature of your profession, most federal managers will ultimately receive contact from an Equal Employment Opportunity (EEO) counselor or investigator about a subordinate employee complaint. When a federal employee accuses a manager of discrimination via an EEO complaint, the employing federal agency is the legal defendant. Still, the accused manager has a duty to cooperate with the ensuing EEO counseling and eventual investigation, which can personally expose the manager to disciplinary action even if there is no legal finding of discrimination.
Federal managers often make the mistake in believing their Office of General Counsel (OGC) will give them individualized counsel on how to respond to a subordinate’s EEO complaint. Managers are often disappointed when OGC fails to fulfill that expectation. The OGC’s duty is to represent the agency in an EEO complaint, and EEOC rules restrict OGC’s ability to give accused managers specific guidance in how to respond to questions from EEO counselors and investigators.
In this live webinar, an attorney from PMA's partner Shaw Bransford & Roth with a decade of experience in representing accused managers will explain the EEO process, each participant’s obligations, and what a manager should do to protect their own personal employment interests when they are contacted by an EEO counselor or investigator.
This webinar will be hosted on Wednesday, March 9th, at 11AM Eastern, via ZoomGov. Registration is open to all and $25. Register today!