| 2 |
Yes |
$0 |
$0 |
|
|
Coordinate with SEC offices and management who share responsibilities in the anti-harassment program to (a) update the policies and procedures to clarify key terms, roles, and responsibilities; (b) educate program officials on their roles and responsibilities; and (c) ensure established timelines are met.
|
| 3 |
Yes |
$0 |
$0 |
|
|
Establish, implement, and communicate policies and procedures to process anti-harassment program cases that present a conflict of interest, and ensure the procedures align with EEOC requirements and guidance for anti-harassment programs.
|
| 4 |
Yes |
$0 |
$0 |
|
|
Establish a blanket Memorandum of Understanding with another federal agency and/or enter into other written agreements with other entities to process conflict-of-interest harassment cases in a timely manner.
|
| 5 |
Yes |
$0 |
$0 |
|
|
Develop and implement policies and procedures to ensure anti-harassment cases are consistently and accurately tracked and documented, including internal review processes.
|
| 7 |
Yes |
$0 |
$0 |
|
|
Review and update, as needed, the System of Records Notice for the anti-harassment program to ensure it reflects accurate information and safeguards all records collected under the program.
|
| 8 |
Yes |
$0 |
$0 |
|
|
Develop and implement a review, monitoring, and validation process to ensure complaints, including those handled by other third-party agencies, are processed and files are maintained in accordance with all statutory and EEOC requirements.
|
| 9 |
Yes |
$0 |
$0 |
|
|
Develop and implement a process to ensure harassment allegations raised during the complaint process are tracked and promptly referred to the anti-harassment program.
|
| 10 |
Yes |
$0 |
$0 |
|
|
Develop and implement a process to ensure contractor training certifications (such as those for contracted counselors, mediators, and investigators) are requested and retained.
|
| 11 |
Yes |
$0 |
$0 |
|
|
Finalize and distribute updated standard operating procedures for all complaint processes and ensure the policies align with OEEO’s current processes, to include defining conflict-of-interest cases and steps for processing such cases.
|
| 12 |
Yes |
$0 |
$0 |
|
|
Finalize and distribute the SEC administrative regulations for filing complaints of discrimination and the Agency’s Conflict-to-Resolution alternative dispute resolution program.
|
| 13 |
Yes |
$0 |
$0 |
|
|
Reassess the SEC’s equal employment opportunity alternative dispute resolution program to (a) identify and leverage circumstances in which alternative dispute resolution is most successful during both informal and formal complaint processes; and (b) refresh and implement training for SEC managers and employees to encourage higher participation in the Agency’s alternative dispute resolution program.
|
| 14 |
Yes |
$0 |
$0 |
|
|
Implement the use of participant surveys and/or other methods to solicit feedback from individuals who participated in the equal employee opportunity complaint program.
|
| 16 |
Yes |
$0 |
$0 |
|
|
Establish a process to timely coordinate with the Office of Human Resources to ensure No FEAR Act training is assigned and available to the SEC workforce no less than every two years.
|
| 17 |
Yes |
$0 |
$0 |
|
|
Evaluate available resources and establish a plan to prioritize new supervisor briefings such that briefings are provided to all new SEC supervisors in a timely manner.
|
