Ohio National Guard Employee Assistance Program Ms Michelle White and Mr Justin Douglas Employee Assistance Program An employee assistance program is a work based intervention program available to identity and assist employees for resolving personal problems ie financial emotional martial s ID: 764945
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Ohio National Guard Employee Assistance Program Ms. Michelle White and Mr. Justin Douglas
Employee Assistance Program An employee assistance program is a work based intervention program available to identity and assist employees for resolving personal problems i.e. financial, emotional, martial, substance abuse, etc that adversely affect an employees performance. Title 32 Mday , Title 32 Technicians and military retirees (within 180 days of retirement) have the option to utilize Military One Source. Title 5 (National Guard Employees) who do not have a military connection will have the option to utilize the Ohio National Guard EAP once the contract is complete.
Ohio National Guard Equal Opportunity and Equal Employment Opportunity EO/EEO Ms. Michelle White and Mr. Justin Douglas
Equal Employment Opportunity and Equal OpportunityComplaint ProcessReasonable Accommodations
Title 5, (National Guard Employees) Vs. Title 32 Employees What’s the difference? Title 32 Technicians are dual status employees Required to maintain military service in order to maintain full time employment (Reference Title 32 USC) Per TAG policy, Title 32 personnel are inheritantly military and will follow the military complaint system National Guard Employees Title 5 (Title 5 USC) NOT required to maintain military service in order to maintain full time employment
Supervisors and Commanders … Responsible for the culture and EEO/EO climate in their organizations. Create a culture of excellence = free of discrimination, harassment, bullying, and hazing. Allow individuals the time and opportunity to schedule and meet with the EEO/EO staff to resolve issues, discuss or file a complaint. Seek to know if discrimination, harassment, bullying, or hazing is occurring.
Forms of Discrimination Title 32 (Military and Title 32 Technicians) Race, Religion, Color, National Origin, Gender (including Gender Identity and Sexual Harassment), Sexual Orientation, and Reprisal Title 5 (National Guard Employees) Race, Religion, Color, National Origin, Gender (including Gender Identity and Sexual Harassment), Sexual Orientation, Reprisal, A ge, Disability, Genetic Information and Pregnancy
It is unlawful to harass a person (an applicant or employee) because of that person’s sex. Harassment can include “sexual harassment” or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature . Harassment does not have to be of a sexual nature, however, can include offensive remarks about a person’s sex. For example, it is illegal to harass a woman by making offensive comments about women in general . Both victim and the harasser can be either a woman or a man, and the victim and harasser can be the same sex. Sexual Harassment
Behavior Correction Identify it - take immediate corrective action to stop it Document it for reference Communicate action taken to those involved and clearly explain what actions may be taken if the behavior occurs again Consult with your Leadership, EEO, IG, JAG, Labor Relations Utilize Technician Personnel Regulation 752, Verbal or Letters of Admonishment, Counseling, Reprimand, Suspensions or Removal
Direct Approach Indirect Approach Third Party Chain of command Filing formal complaint Techniques of Dealing with Sexual Harassment
Complaints - worked at the lowest level to attempt a resolution. Mediation - offered first by EEO/EO for the parties involved. EEO/EO Complaint Process
Discrimination complaints must be initiated within forty-five (45) days of the date the incident or the date when the technician or employee became aware of the incident. Any technician or employee who believes that discrimination has occurred may file any one of the following options: An informal or formal complaint of discrimination with the Agency’s EEO Office A grievance pursuant to the provisions of the Grievance Procedures Article of this Agreement An appeal to the Merit Systems Protection Board (MSPB ) EEOC EEO Complaint Process
TAG Policy that all T32 employees are inheritantly military and will following OHNGR 600-22 for processing complaints. Complaints for T32 employees can be filed within 180 days from the date of the alleged discrimination or the date the individual became aware or reasonably should have become aware of the discriminatory event or action in which to file a complaint. Mediation - offered first by EEO/EO for the parties involved. EO Complaint Process
Examine yourself - personal and professional standards / behavior Ensure respect for all individuals - regardless of rank or position Ensure a safe and healthy work environment - one that is free of intimidation, hostility, inappropriate remarks, jokes or symbols Manage and lead - so members are focused, productive, and working together towards mission success Take corrective action when inappropriate behavior occurs Avenues of Approach
Who Do I Contact? ANG HRA121ARW Capt Melissa Appleman melissa.h.appleman.mil@mail.mil SMSgt Jessica Weaver jessica.k.weaver2.mil@mail.mil 178 WG SMSgt Kevin Weller kevin.a.weller.mil@mail.mil 179 AW Capt Raymond Bibb 179 raymond.e.bibb.mil@mail.mil 179 AW SMSgt Amy Mcnary amy.l.mcnary.mil@mail.mil 180 MXG SMSgt Nathan Howard Nathan.r.howard.mil@mail.mil 180 FW 2d Lt Ashley Westbury Ashley.m.westbury.mil@mail.mil
Who Do I Contact? Army EOA37 IBCT CPT Kristin Defrano kristin.m.defranco.mil@mail.mil 16 th EN BDE SSG Julio Ramirez julio.e.ramirez4.mil@mail.mil 371 st CPT Ebony Pugh ebony.a.pughyarborough.mil@mail.mil STC Not Trained 73 SFC Desmond Butler desmond.a.butler.mil@mail.mil; 1LT Danielle Wildman danielle.f.wildman@mail.mil , wildmand@mcohiosheriff.org 174 ADA Not Trained
Reasonable Accommodations The federal government may provide employees with a reasonable accommodation based on appropriate requests (unless doing so will result in undue hardship to the agency). Ohio National Guard employees and applicants are authorized reasonable accommodations and can consult their chain of command or SEEM for processing a request.
References: The Constitution of the United States Civil Rights Act of 1964, 1991 Executive Orders 0948, 13171, 13583 29 CFR 1604, 1614 DoD Directive 1350.2 Civil Service Reform Act of 1978 Title 32 and Title 5 USC TPR 752 OHNGR 600-22
QUESTIONS ???
EEO/EO Office POC’sMs. Michelle White, State Equal Employment Manager (SEEM) 614.336.7245michelle.r.white40.civ@mail.milMr. Justin Douglas, Equal Employment Specialist 614.336.7497justin.l.douglas3.civ@mail.mil
GENERATIONS Ms. Michelle White and Mr. Justin Douglas
Learning Objectives Recognize : The importance of developing and maintaining inclusive relationships for all generations Identify : Generational profiles, experiences, and influences Discuss : What do generations think of each other? Considerations : Perceptions of Generations and challenges that lie ahead for the workplace Video
Why Understand Generations? Influences Environment Communication
Why Understand Generations? Preferred Communication Style Productivity focuses on how Generations Interact with Others Communication Differences Short Video When generations fail to communicate with each other : May impact turnover rates, recruitment, hiring, training, retention) May impact grievances and complaints May impact perceptions of fairness & equity
What is a Generation? “In addition to coincidence of birth year grouping, a generation is also defined by common tastes, attitudes, and experience…. Those times encompass a myriad of circumstances – economic, social, sociological, and, of course, demographic.” Zemke , R. Raines, C., & Filipczak , B. (2010) Generations at work: Managing the clash of Veterans, Boomers, Xers , and Nexters in your workplace . New York:Amacon .
Current Working Generations Traditionalists ( 1920-1945 ) Baby Boomers ( 1946-1964 ) Generation X *Rough estimate ( 1965-1976) fluid dates Millennials ( 1977-1995) Gen Z (1996 and later) Who do we have here??
What other generations (sometimes) say about Baby Boomers Traditionalists They talk about things they ought to keep private They are self-absorbed Generation X They’re clueless Lighten up; it’s only a job Millennials They work too much Focus on themselves not Family
What other generations (sometimes) say about Generation X ers Traditionalists They don’t respect experience They don’t know what hard work really is Baby Boomers They’re slackers They spend too much time on the Internet and e-mail Millennials Cheer up ! We will support you
What other generations (sometimes) say about Millennials Traditionalists They don’t have good manners They watch too much TV…with crude language and violence Baby Boomers They’re cute Can they do my web page for me? Generation X Neo Boomers What do you mean, “What’s an album?”
Importance as a Leader, Supervisor, Manager Leadership Styles Team Culture Managing conflict resolution Understanding differences
Perception
Summary Discussed : -Definition and Attributes of Generations -Importance of understanding generations for an inclusive workplace -Generational profiles, experiences, and influences -What generations think of each other -Considerations for Leaders in addressing challenges
Ohio National Guard Employee Assistance Program Ms. Michelle White and Mr. Justin Douglas
Employee Assistance Program An employee assistance program is a work based intervention program available to identity and assist employees for resolving personal problems i.e. financial, emotional, martial, substance abuse, etc that adversely affect an employees performance. Title 32 Mday , Title 32 Technicians and military retirees (within 180 days of retirement) have the option to utilize Military One Source. Title 5 (National Guard Employees) who do not have a military connection will have the option to utilize the Ohio National Guard EAP once the contract is complete.
Ohio National Guard Equal Opportunity and Equal Employment Opportunity EO/EEO Ms. Michelle White and Mr. Justin Douglas
Equal Employment Opportunity and Equal OpportunityComplaint ProcessReasonable Accommodations
Title 5, (National Guard Employees) Vs. Title 32 Employees What’s the difference? Title 32 Technicians are dual status employees Required to maintain military service in order to maintain full time employment (Reference Title 32 USC) Per TAG policy, Title 32 personnel are inheritantly military and will follow the military complaint system National Guard Employees Title 5 (Title 5 USC) NOT required to maintain military service in order to maintain full time employment
Supervisors and Commanders … Responsible for the culture and EEO/EO climate in their organizations. Create a culture of excellence = free of discrimination, harassment, bullying, and hazing. Allow individuals the time and opportunity to schedule and meet with the EEO/EO staff to resolve issues, discuss or file a complaint. Seek to know if discrimination, harassment, bullying, or hazing is occurring.
Forms of Discrimination Title 32 (Military and Title 32 Technicians) Race, Religion, Color, National Origin, Gender (including Gender Identity and Sexual Harassment), Sexual Orientation, and Reprisal Title 5 (National Guard Employees) Race, Religion, Color, National Origin, Gender (including Gender Identity and Sexual Harassment), Sexual Orientation, Reprisal, A ge, Disability, Genetic Information and Pregnancy
It is unlawful to harass a person (an applicant or employee) because of that person’s sex. Harassment can include “sexual harassment” or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature . Harassment does not have to be of a sexual nature, however, can include offensive remarks about a person’s sex. For example, it is illegal to harass a woman by making offensive comments about women in general . Both victim and the harasser can be either a woman or a man, and the victim and harasser can be the same sex. Sexual Harassment
Behavior Correction Identify it - take immediate corrective action to stop it Document it for reference Communicate action taken to those involved and clearly explain what actions may be taken if the behavior occurs again Consult with your Leadership, EEO, IG, JAG, Labor Relations Utilize Technician Personnel Regulation 752, Verbal or Letters of Admonishment, Counseling, Reprimand, Suspensions or Removal
Direct Approach Indirect Approach Third Party Chain of command Filing formal complaint Techniques of Dealing with Sexual Harassment
Complaints - worked at the lowest level to attempt a resolution.Mediation - offered first by EEO/EO for the parties involved. EEO/EO Complaint Process
Discrimination complaints must be initiated within forty-five (45) days of the date the incident or the date when the technician or employee became aware of the incident. Any technician or employee who believes that discrimination has occurred may file any one of the following options: An informal or formal complaint of discrimination with the Agency’s EEO Office A grievance pursuant to the provisions of the Grievance Procedures Article of this Agreement An appeal to the Merit Systems Protection Board (MSPB) EEOC EEO Complaint Process
TAG Policy that all T32 employees are inheritantly military and will following OHNGR 600-22 for processing complaints. Complaints for T32 employees can be filed within 180 days from the date of the alleged discrimination or the date the individual became aware or reasonably should have become aware of the discriminatory event or action in which to file a complaint. Mediation - offered first by EEO/EO for the parties involved. EO Complaint Process
Examine yourself - personal and professional standards / behavior Ensure respect for all individuals - regardless of rank or position Ensure a safe and healthy work environment - one that is free of intimidation, hostility, inappropriate remarks, jokes or symbols Manage and lead - so members are focused, productive, and working together towards mission success Take corrective action when inappropriate behavior occurs Avenues of Approach
Who Do I Contact? ANG HRA 121ARW Capt Melissa Appleman melissa.h.appleman.mil@mail.mil SMSgt Jessica Weaver jessica.k.weaver2.mil@mail.mil 178 WG SMSgt Kevin Weller kevin.a.weller.mil@mail.mil 179 AW Capt Raymond Bibb 179 raymond.e.bibb.mil@mail.mil 179 AW SMSgt Amy Mcnary amy.l.mcnary.mil@mail.mil 180 MXG SMSgt Nathan Howard Nathan.r.howard.mil@mail.mil 180 FW 2d Lt Ashley Westbury Ashley.m.westbury.mil@mail.mil
Who Do I Contact? Army EOA 37 IBCT CPT Kristin Defrano kristin.m.defranco.mil@mail.mil 16 th EN BDE SSG Julio Ramirez julio.e.ramirez4.mil@mail.mil 371 st CPT Ebony Pugh ebony.a.pughyarborough.mil@mail.milSTC Not Trained73 SFC Desmond Butler desmond.a.butler.mil@mail.mil; 1LT Danielle Wildman danielle.f.wildman@mail.mil, wildmand@mcohiosheriff.org 174 ADA Not Trained
Reasonable Accommodations The federal government may provide employees with a reasonable accommodation based on appropriate requests (unless doing so will result in undue hardship to the agency). Ohio National Guard employees and applicants are authorized reasonable accommodations and can consult their chain of command or SEEM for processing a request.
References: The Constitution of the United States Civil Rights Act of 1964, 1991 Executive Orders 0948, 13171, 13583 29 CFR 1604, 1614 DoD Directive 1350.2 Civil Service Reform Act of 1978 Title 32 and Title 5 USC TPR 752 OHNGR 600-22
QUESTIONS ???
EEO/EO Office POC’sMs. Michelle White, State Equal Employment Manager (SEEM) 614.336.7245 michelle.r.white40.civ@mail.mil Mr. Justin Douglas, Equal Employment Specialist 614.336.7497 justin.l.douglas3.civ@mail.mil