Todays Objective Respectful Workplace Challenges Current Trends Defining

Today’s Objective §Respectful Workplace §Challenges & Current Trends §Defining Respectful Workplaces §Making Snap Judgements/Staying Away from Biases

Today’s Objective §Changes & Emphasis of WIOA and EO §Processes & Procedures of Complaints §Partnering Together §Leading Change (Can’t Take the Same Approach to Achieve Different Results

Ways to Participate PRISONER: “Another meeting from which there is no escape!” TOURIST: “What can these people do for me? ” PARTNER: “How can I help make this successful? ”

What are the characteristics of a respectful workplace?

Challenges & Current Trends Hostile Environments including Work

NOT VALUING PEOPLE §Yelling, shouting and or using profanity §Spreading malicious rumors or gossip §Demeaning, belittling or humiliating someone §Abuse of authority, undermining another’s career

§ Unwelcome remarks, innuendoes or taunting § Racial or ethnic slurs, including derogatory nicknames § Humiliation of staff in front of co-workers § Actual or threatened physical assault § Threatening or bullying

A respectful workplace is one where all employees are treated fairly, difference is acknowledged and valued, communication is open and civil, conflict is addressed early and there is a culture of empowerment and cooperation.

State Level EO Under the WIOA nondiscrimination regulations, it’s: §Governors, and/or. . . §LWDA grant recipients. . . and §EO Officers!

Where may a complaint be filed? Two options -- complainant gets to decide where to file §Recipient level §Civil Rights Commission (CRC)

Where may a complaint be filed? Recipient Level §WIOA’s decentralized structure = individual recipients, states and/or local areas decide who processes complaints §Service providers = Governor or LWDA grant recipient publishes complaint processing procedures

Where may a complaint be filed? Recipient Level (continued) §If a complainant files a complaint at the recipient level §The recipient must process it – can’t just refer it to CRC! §If a complainant files both at the recipient level and with CRC, CRC will defer processing until the recipient process is completed (or until 90 days have passed)

Where may a complaint be filed? Recipient Level (continued) §If a complainant files both at the recipient level and with CRC §The CRC will defer processing until the recipient process is completed (or until 90 days have passed)

Basic Requirements §Complaints must be filed in writing §Required Elements of Procedures

Required Elements §Initial written notice that complaint has been received §Written statement of the issues or §Lack of notice of Jurisdictions (5 days) §Period for fact finding §Period for attempted resolution §Written notice of Final Action

Required Elements for Initial Written Notice §Acknowledgement of Complaint §Notice of right of representation §Notice of rights (EO Notice 29 CFR) §Notice that complainant has the right to receive at no costs such auxiliary aids and services, language assistance services and translation services

Why is it Important? §It is not administrative procedures, procedures for processing complaints, but about the state and the partners creating a proactive environment that values and receives all without judgement or bias. §Understand the recipient’s obligation to prevent harassment.

Why is it Important? §It is about Responsibility of the Recipient §Living by the EEOC identified Core Principles including committed and engaged leadership §Strong and comprehensive complaint procedures §Trusted complaint procedures

Why is it Important? §Financial, Funding §Accountability §Increases Productivity and Engagement §Fosters and embraces diversity §Strengthens Relationships (Issues versus Personal) §A culture of fairness and equity

Discrimination & Harassment can be q. Employer to Employee (or potential employee) q. Co-worker to co-worker q. From a supervisor or from a subordinate q. Man to Woman or Woman to Man q. Man to Man or Woman to Woman q. Comments about a persons friends or family or relationships (ex: wife, girlfriend or child)

Partnering Together §Labor & Workforce will partner with LWDA to train all staff on WIOA/Nondiscrimination regulations, civil rights laws, protected classes, procedures, diversity initiatives, etc. during the first half of 2018 §We will partner together to ensure

Partnering Together §“No individual shall be excluded from participation in, denied the benefits of, subjected to discrimination under, or denied employment in the administration of or in connection with, any such program or activity because of…

Partnering Together §Race §Color §Religion §Sex §National Origin §Age

Partnering Together §Disability §Political Affiliation or belief §Citizenship status (for beneficiaries, applicants, & participants only) §Participation in a WIOA Title I Program (for beneficiaries, applicants, & participants only)