The study guide to the independent study course IS 19.20 FEMA EEO Supervisor Course 2020. Contains correct course notes and FEMA IS 19 Answers. As a FEMA supervisor, you wil take actions and make decisions that could impact your employees equal rights and opportunities. The American Workforce is changing and is becoming more diversified every day. A workplace that is free of discrimination and harassment is vital to success. You may be interested in our FEMA IS 18.20 Answers Guide.
This course provides an overview of responsibilities in Equal Employment Opportunity (EEO) for FEMA supervisors and strategies for handling equal rights issues and potential issues as they arise.
By the end of this course, participants will be able to:
- Describe how diversity benefits FEMA.
- Explain FEMA’s commitment to equal rights.
- Identify supervisors’ responsibilities in preventing and dealing with discrimination and harassment.
- Identify laws that protect Federal employees.
- Describe the EEO complaint process.
All FEMA Employees
EXAMPLE FEMA IS 19 QUESTIONS AND ANSWERS
The No FEAR Act protects employees from:
A. Sexual harassment.
B. Reprisal discrimination.
C. Age discrimination.
D. Racial harassment.
After a complaint is investigated, the Complainant may either request a final agency decision or:
A. Request an EEOC hearing and decision.
B. Participate in counseling with an EEO Counselor.
C. Appeal to the EEOC for reconsideration.
D. Refile a formal complaint.
Who is responsible for demonstrating the existence of unlawful discrimination by a preponderance of the evidence?
B. FEMA Office of Equal Rights
C. EEO Officer
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. 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.
B. Recommend that the employee meet with the FCO to discuss the matter further.
C. Explain to the employee that you are not prepared to discuss such information, and tell the employee to go somewhere else.
D. Determine if there is something you can do to provide an accommodation. Contact the deployed Equal Rights Officer, or the Disability Employment Program Manager at HQ.
During the informal stage of the EEO complaint process, the Complainant may opt to use EEO counseling or he or she may:
A. Use Alternative Dispute Resolution if it is offered.
B. Hire a lawyer and sue FEMA in Federal court.
C. Bring the case before an Administrative Judge.
D. File a formal complaint with the EEOC.
Which of the following is NOT a reasonable accommodation?
A. Providing a large-screen computer monitor for a visually impaired employee.
B. Constructing a wheelchair ramp to accommodate an employee in a wheelchair.
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.
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
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. Permitting Timothy to make up time lost due to the observance of religious practices is a reasonable religious accommodation.
B. Supervisors can use individual discretion when deciding whether to allow a subordinate to adjust his work schedule for religious practices.
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 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
Who is responsible for issuing decisions on EEO complaints?
A. EEO Officer
B. ADR Specialist
C. Administrative Judge
D. Equal Employment Opportunity Commission
_____ on the basis of race, color, religion, sex, national origin, disability, age, or genetic information is illegal.
Cathy, a supervisor, asked 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.
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 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.
B. Because of the sexist treatment from her supervisor, Mary may have grounds for a complaint of sex discrimination under Title VII.
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.
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
If an employee at Headquarters feels that he or she has been discriminated against, he or she should inform:
A. His or her immediate supervisor.
B. All co-workers in his or her work unit.
C. The Office of Equal Rights.
D. The Equal Employment Opportunity Commission.
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?
A. Compulsive gambling
C. Disorders from current illegal drug use
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
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
EEO Counselors are responsible for assisting employees who allege they have been discriminated against, helping employees and supervisors resolve potential EEO matters, and:
A. Helping a supervisor determine if someone is the most qualified person for a job.
B. Serving as a neutral party during the EEO complaint process.
C. Notifying supervisors if their employees are being discriminated against.
D. Deciding if an EEO claim is valid based on EEO laws and regulations.
Section 508 of the Rehabilitation Act requires Federal agencies to:
A. Post on their public Web sites statistical data relating to EEO complaints filed against the Agency.
B. Pay women and men comparable wages for work performed that is of similar skill, effort, and responsibility.
C. Provide comparable access to 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.
According to the Age Discrimination and Employment Act, at what age does an employee fall into the age-protected class?
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 was acting in accordance with FEMA’s safety policies in warning the woman that she wouldn’t want to travel to dangerous locations.
B. 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.
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.
Which of the following is an example of discrimination under Title VII?
A. Discrimination on the basis of age. .
B. Discrimination on the basis of race or national origin.
C. Discrimination based on unequal pay.
D. Discrimination on the basis of physical or mental impairment.
Which statement below is false as it pertains to mediation (a form of Alternative Dispute Resolution)?
A. A mediator helps the parties work toward reaching a mutually acceptable resolution.
B. Mediation can occur at various times during the EEO complaint process.
C. A trained neutral party such as an ADR Specialist conducts mediation.
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. Prepare statistics to show an increase in minority promotions over the past 5 years.
B. Have records proving Rose was better qualified for the job.
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.