Page 78 - An Indispensible Resource for Being a Credible Activist

I am concerned about how the recent situation with (employee’s name or complaint) is
being handled. Unless I am unaware of additional information or documentation related
to this matter, I recommend that we revisit this situation and seek technical EEO and
Sexual Harassment Prevention (SHP) assistance to ensure that we at (Company) have not
made any errors in violation of any aspect of EEO law.

If we learn that any errors have been or are being made, I recommend that we remediate
those as soon as possible. Moving forward, I recommend that we consider implementing
a decision-making protocol that will include technical assistance consultation from no-
cost government or SHRM resources to prevent errors in the future. Additionally, I recom-
mend that all persons involved in EEO complaint-receipt, investigations, or
determinations attend formal training on EEO and SHP compliance issues. I will follow this
memo up with a list of quality upcoming available trainings in our area or via webinar.

We share a collective responsibility to ensure (Company)’s compliance with EEO laws and
training requirements. I know we share a commitment to prevent liability exposure for
(Company) as well as personal liability exposure.

The resources below are free and available to us to use at any time. My membership in
SHRM provides free information, white papers, case-law information, and cutting-edge
research capabilities along with toolkits for how to best handle EEO and SHP-related
issues. I recommend that we use these resources in the future to ensure legally compli-
ant decision-making processes related to EEO and SHP issues.
http://www.eeotraining.eeoc.gov/viewpage.aspx?ID=030b9cb8-8e56-433c-a410-
cc94ccb64b3a
http://www.eeoc.gov/outreach/index.htm

http://www.shrm.org
http://www.workplacefairness.org/resources

I know we share a strong commitment to the consistent application of all (Company)’s
policies as well as legal compliance with all relevant city, state, and federal laws related
to EEO laws.

Additionally, I know we share an awareness of the importance of precedent in our deci-
sion-making processes and our handling of EEO issues in a legally compliant manner.

SAMPLE EEO TRAINING AID

WHAT “THE WORKPLACE” MEANS WITHIN (COMPANY)’S
HARASSMENT POLICY

The office
Client locations

CHAPTER 4 • Legal Issues for Credible Activists 61