Standards for Continuing Investigator Training Participants should be provided with case studies to work with so that investigative skills can be effectively developed.ī. Participants should be provided with an opportunity to get practical, hands-on experience during this module on topics such as interviewing witnesses, making credibility determinations, and the gathering and reviewing of documentary and electronic evidence.
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This module must provide investigators with practical information on how to gather relevant information in cases where remedies, attorney's fees, and costs are at issue. Remedies, including compensatory damages, attorney's fees, and costs.Case management issues, including information on practical techniques concerning the timely investigation of complaints.See Chapter 5, Section III of this Management Directive. This module must provide detailed instruction concerning issues attendant to fragmentation. This module must explain the theories of discrimination relevant to these statutes, including disparate treatment, adverse impact, and reasonable accommodation theories. A thorough presentation of the relevant statutes, including Title VII of the Civil Rights Act of 1964, as amended (includes the Pregnancy Act of 1978), the Rehabilitation Act of 1973, as amended, the Americans with Disabilities Act, as amended, the Age Discrimination in Employment Act of 1967, as amended, the Equal Pay Act of 1963, as amended, and Title II of the Genetic Information Nondiscrimination Act of 2008, 42 U.S.C.The role and responsibility of an EEO Investigator, as described in this Management Directive.
This segment must emphasize important time frames in the EEO process, including relevant time frames for investigation.
This Chapter is intended to ensure that federal agencies consistently develop sound factual bases for findings on claims raised in equal employment opportunity complaints while retaining the maximum flexibility in the use of fact-finding techniques and in the use of established dispute resolution plans. Further, because continuing education and training for employees working in federal EEO is vitally important, this Chapter also establishes a mandatory minimum training requirement for all investigators, including contract and collateral-duty investigators. Pursuant to that regulation, this Chapter prescribes the Equal Employment Opportunity Commission's standards for impartiality and appropriateness in factual findings on formal complaints of discrimination.
requires that "the agency shall develop an impartial and appropriate factual record upon which to make findings on the claims raised by the written complaint." An appropriate factual record is one that allows a reasonable fact finder to draw conclusions as to whether discrimination occurred.
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