Our study guide complete with course notes and FEMA IS 18 Answers to EEO Employee Course 2020. You will learn more about Equal Employment Opportunity, it’s principles, and what it means for you as a FEMA employee. You will be able to understand how diversity benefits FEMA and recognize actions that constitute harassment and discrimination. References to laws that protect federal employees and describe the EEO complaint process are included. You may be interested in our FEMA IS 19 Answers Guide.
This course presents the underlying principles of equal employment opportunity and recognizes FEMA’s commitment to ensuring equal employment opportunity (EEO) for all current and prospective FEMA employees.
By the end of this course, participants will be able to:
- Describe how diversity benefits FEMA.
- Explain FEMA’s commitment to equal rights.
- Recognize actions that constitute discrimination.
- Identify laws that protect Federal employees.
- Describe the EEO complaint process.
All FEMA employees
From IS 18.20 FEMA EEO Employee Course 2020
FEMA IS 18.20 EXAMPLE QUESTIONS
If an employee feels he or she has been the victim of unlawful discrimination, that individual must initiate contact with an EEO Officer within how many days of the occurrence of the alleged discriminatory act?
A. 15 days
B. 45 days
C. 60 days
D. 90 days
Who is responsible for demonstrating the existence of unlawful discrimination by a preponderance of the evidence?
A. FEMA Office of Equal Rights
C. EEO Officer
Tom, a supervisor, calls a team meeting and asks Mary, the only woman on the team, to take notes and make copies of a memo for team members who are her peers. In previous meetings, he has asked her to make coffee. Mary complains to an EEO Counselor. Which of the following statements is true?
A. Because of the sexist treatment from her supervisor, Mary may have grounds for a complaint of sex discrimination under Title VII.
B. Because her peers were not asked to do the menial tasks, Mary may have grounds for a complaint of sex discrimination under the Equal Pay Act.
C. These peripheral requests are not sufficient basis for a complaint. An EEO complaint must relate to the essential functions of a job.
D. Tom should not have asked only Mary to do these things; however, it is solely Mary’s responsibility to ensure her boss treats her fairly.
A supervisor was interviewing a female applicant for a position that would require extensive out-of-town travel to rough areas. The supervisor commented that “as a woman,” she probably would have trouble with the travel “because it is dangerous.”
A. The supervisor isn’t allowed to say anything about the danger of the territory, and should simply choose the best qualified applicant for the job.
B. The supervisor was acting in accordance with FEMA’s safety policies in warning the woman that she wouldn’t want to travel to dangerous locations.
C. The supervisor, after telling the woman of the job requirements and locations, should have allowed her to decide if she wanted the position.
D. The supervisor should not have interviewed the woman for the job in the first place if it was too dangerous for a woman to do it.
If the Complainant is not satisfied with the results of the final agency decision, then he or she may file a civil action in Federal court. Filing must take place within how many days of receipt of the decision?
A. 15 days
B. 30 days
C. 60 days
D. 90 days
EEO Counselors are responsible for assisting employees who allege they have been discriminated against, helping employees and supervisors resolve potential EEO matters, and:
A. Serving as a neutral party during the EEO complaint process.
B. Helping a supervisor determine if someone is the most qualified person for a job.
C. Notifying supervisors if their employees are being discriminated against.
D. Deciding if an EEO claim is valid based on EEO laws and regulations.
The Rehabilitation Act of 1973, Americans with Disabilities Act (ADA) of 1990, and ADA Amendments Act of 2008 protect persons with which of the following conditions?
B. Compulsive gambling
C. Disorders from current illegal drug use
While deployed to a disaster operations center, an employee informs a supervisor that they have a medical condition, and require some sort of adjustment to their normal work routine. What should the supervisor do?
A. Recommend that the employee meet with the FCO to discuss the matter further.
B. Explain to the employee that you have the same medical condition, and you do not require any accommodations, so you do not believe they need one either.
C. Explain to the employee that discussing medical conditions in the work place is sensitive and probably should be left up to professionals to figure out.
D. Determine if there is something that can be done to accommodate the employee. Contact the deployed Equal Rights Officer or the Disability Employment Program Manager at HQ for further assistance.
Who is responsible for issuing decisions on EEO complaints?
A. Neutral assigned to mediate the complaint
B. EEO Officer
C. Administrative Judge
D. Equal Employment Opportunity Commission
Cathy, a supervisor, asks Bob, one of her employees, to go out with her on several occasions. Each time, Bob refused. When training opportunities became available, Bob requested training. Although other employees were allowed to take training, Cathy refused to approve Bob’s request. The actions on the part of Cathy, the supervisor, may constitute sexual harassment.
The No FEAR Act protects employees from:
A. Reprisal discrimination.
B. Sexual harassment.
C. Age discrimination.
D. Racial harassment.
Which statement below is false as it pertains to mediation (a form of Alternative Dispute Resolution)?
A. Mediation can occur at various times during the EEO complaint process.
B. A mediator helps the parties work toward reaching a mutually acceptable resolution.
C. A trained neutral party conducts the mediation session(s).
D. All employees who file an EEO complaint must go through mediation.
Martha and Rose work in the same office, and have worked on several projects together. Martha, a middle-aged African-American woman, was surprised when Rose, a young white woman, was given a supervisory position for which Martha thought she was more qualified. Rose has worked for FEMA for only a short time. In order to minimize the potential of a charge of age and/or race discrimination, Rose’s supervisor should:
A. Have records proving Rose was better qualified for the job.
B. Prepare statistics to show an increase in minority promotions over the past 5 years.
C. Tell Martha she will be considered for the next supervisory opening.
D. Tell Martha she doesn’t have the right attitude and leadership skills to be a supervisor.
During the informal stage of the EEO complaint process, the Complainant may opt to use EEO counseling or he or she may:
A. Hire a lawyer and sue FEMA in Federal court.
B. Use Alternative Dispute Resolution if it is offered.
C. Bring the case before an Administrative Judge.
D. File a formal complaint with the EEOC.
One of your subordinate employees, Timothy, worked extra hours on Tuesday and Thursday so he could attend Ash Wednesday services at his church. Which of the following statements is true?
A. Supervisors can use individual discretion when deciding whether to allow a subordinate to adjust his work schedule for religious practices.
B. Permitting Timothy to make up time lost due to the observance of religious practices is a reasonable religious accommodation.
C. This situation is only problematic if a colleague complains about Timothy’s absence Wednesday or is offended by the ashes on his forehead.
D. Timothy should have taken personal leave in order to miss work to attend religious services during his scheduled work time.
After receiving a request for a final agency decision, how many days does the agency have to issue its decision?
A. 15 days
B. 30 days
C. 60 days
D. 90 days
According to the Age Discrimination and Employment Act, at what age does an employee fall into the age-protected class?
Which of the following is NOT a reasonable accommodation?
A. Constructing a wheelchair ramp to accommodate an employee in a wheelchair.
B. Providing a large-screen computer monitor for a visually impaired employee.
C. Providing a modified work schedule structured around an employee’s physical therapy.
D. Exempting an employee with a disability from performing essential functions of the job.
After the Complainant files a formal complaint, within how many calendar days must the EEO investigation be completed?
A. 30 days
B. 60 days
C. 90 days
D. 180 days
Section 508 of the Rehabilitation Act requires Federal agencies to:
A. Pay women and men comparable wages for work performed that is of similar skill, effort, and responsibility.
B. Post on their public Web sites statistical data relating to EEO complaints filed against the Agency.
C. Provide to employees and general public comparable access; and use of information and services for people with and without disabilities.
D. Accommodate the religious practices of employees and prospective employees unless it would pose an undue hardship on the employer.
If an employee at Headquarters feels that he or she has been discriminated against, he or she should inform:
A. All co-workers in his or her work unit.
B. His or her immediate supervisor.
C. The Office of Equal Rights.
D. The Equal Employment Opportunity Commission.
After a complaint is investigated, the Complainant may either request a final agency decision or:
A. Participate in counseling with an EEO Counselor.
B. Request an EEOC hearing and decision.
C. Appeal to the EEOC for reconsideration.
D. Refile a formal complaint.
Which of the following is an example of discrimination under Title VII?
A. Discrimination on the basis of race or national origin.
B. Discrimination on the basis of age. .
C. Discrimination based on unequal pay.
D. Discrimination on the basis of physical or mental impairment.
After receiving the Notice of Right To File a Discrimination Complaint, the Complainant has how many days to file a formal complaint?
A. 7 calendar days
B. 15 calendar days
C. 60 calendar days
D. 90 calendar days
After receiving the Report of Investigation, how many calendar days does the Complainant have to request either an EEOC hearing or a final agency decision?
A. 10 calendar days
B. 15 calendar days
C. 30 calendar days
D. 60 calendar days
_____ on the basis of race, color, religion, sex, national origin, disability, age, or genetic information is illegal.