Manager's Quick Reference Guide - Table of Contents
DDESS DMEO Contacts

DMEO Program Manager

Phone: 678-364-6655
Blackberry: 404-519-2517
Fax: 678-364-6626

EEO Counselor

Phone: 678-364-8013
Fax: 678-364-6626

Employees and applicants must contact the EEO Office at: 700 Westpark Drive, 3rd Floor, Peachtree City, GA 30269 (phone numbers above), within 45 days of the discriminating act to begin complaint counseling. EEO counselors assigned to process informal complaints are appointed by the EEO Chief. They are not advocates for management or the complainant, but serve as an impartial third party.

Resources

DoDEA Diversity Management and Equal Opportunity (DMEO) Program

EEO Complaint Process

Quick Reference Guide for Managers - Discrimination and Sexual Harassment Allegations

DoD Directive on DMEO

DoDEA EEO Policy

Reasonable Accommodation Policy

DoDEA EEO Regulation 5713.9

EEOC Regulations on Federal Sector EEO, 29 C.F.R. Part 1614

Quick Reference Guide for Managers: Religion

Be careful not to schedule activities for an employee, or even a prospective employee, that is in conflict with his or her stated religious needs, unless of course, taking that action creates an undue hardship for your organization.  More about Religious Discrimination.

Examples of Accommodations

  • Flexible scheduling
  • Voluntary substitutions or swaps
  • Job reassignments

Be Careful Not to

  • schedule activities in conflict with an employee's religious needs.
  • inquire about an applicant's future availability at certain times.
  • maintain an unnecessary restrictive dress code.
  • refuse to allow observance of a Sabbath or religious holiday, unless the employer can prove that not doing so would cause an undue hardship.
  • display materials and publications involving matters of religion, politics, or other ideological matters where material may be construed as being endorsed by DoDEA, when in fact it is not.
  • use the term Agency's Christmas party or Easter vacation - instead use the generic term of holiday.

What Constitutes Undue Hardship?

More than just administrative or marginal costs.

When a religious accommodation is requested, a manger should do the following:

  • Inquire as to the nature of the employee's beliefs.
  • Consider the sincerity with which the employee holds those beliefs.
  • Consider the nature of the conflict between the employee's religious beliefs and his or her job obligation.
  • Consider possible accommodations.
  • Consider the burdens on business of each accommodation.