Disparate Treatment and Harassment Series, in its entirety, provides comprehensive training in the two elements of discrimination -- disparate treatment and harassment. Training in these areas is critical as the concepts involved in discrimination law are complex, continually evolving and not widely understood; and harassment has been the top allegation raised in federal EEO complaints for the past several years.

Course #1: Defining Discrimination -- explains the basic concepts of discrimination in employment. You’ll learn how to:

• Apply the definition of disparate treatment in hiring and promotion, work assignment, training and other areas of federal employment
• Define harassment, including tangible employment actions and the employee’s right to a non-hostile work environment
• Avoid liability for discrimination when it occurs
• Meet your agency’s responsibilities under the NoFear Act

Course #2: Stopping Disparate Treatment and Harassment on the Bases of Race, Color and National Origin -- addresses workplace behaviors that can trigger a successful complaint of discrimination on the basis of race, color or national origin. You’ll learn:

• The distinction between race and color and why it is important in some cases
• What constitutes national origin under the law and what does not
• How to avoid discrimination in hiring and promotion on the basis of ethnic factors
• The protection available for employees with foreign accents, and when “English-only” rules are acceptable
• How the law treats complaints by members of majority groups as well as minorities

Course #3: Understanding Sex Discrimination and Sexual Harassment -- addresses all aspects of sex discrimination and sexual harassment and shows you how to handle sexual harassment complaints in a way that protects the rights of all parties and avoids agency liability. This course shows you:

• How to advise management to avoid hiring, promotion and pay discrimination on the basis of gender, including violations of Title VII, Equal Pay Act and Pregnancy Discrimination Act
• How to apply EEO principles in the legally complex areas of same-sex and sexual orientation discrimination
• The sensitive distinctions between welcome and unwelcome sexual behavior
• How the workplace atmosphere and the behavior of complainants and coworkers can determine the outcome of a complaint

Course #4: Stopping Discrimination on the Bases of Age and Religion -- gives you a clear understanding of the legal basis of age discrimination under the ADEA and the agency’s obligation to reasonably accommodate religious beliefs and practices. You’ll learn:

• How the ADEA protects workers over 40, and how disparate treatment principles apply when both parties are over 40
• How to advise management on avoiding age discrimination and disparate treatment and harassment on the basis of religion
• The definition of “religious beliefs sincerely held” as protected by EEO law, including the protection of uncommon and highly individual beliefs and behaviors
• The extent to which religious speech, display and dress are protected at the workplace

Course #5: Avoiding Retaliation for Previous EEO Activity -- explores the need to ensure individuals who participate in the EEO process are protected from adverse comments and related actions. You’ll learn how to:

• Identify the types of actions that are considered protected EEO activity
• Explain to management how retaliation can expose the agency to liability even in cases where the employee's original EEO complaint is found to be without merit
• Advise supervisors how subtle comments and actions can constitute reprisal activity if they could be considered threatening