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The course provides an overview of the Equal Employment Opportunity (EEO) responsibilities for FEMA supervisors and teaches strategies to handle equal rights issues. By the end of the course, participants will understand how diversity benefits FEMA, FEMA’s commitment to equal rights, supervisors’ responsibilities in preventing and dealing with discrimination and harassment, laws that protect Federal employees, and the EEO complaint process.
IS-19.23: FEMA EEO Supervisor Course 2023 Answers
Here is the table with answers to the FEMA IS-19.23 course.
| Question | Answer |
|---|---|
| A supervisor was interviewing a female applicant for a position that would require extensive out-of-town travel to rough areas. The supervisor commented that “as a woman,” she probably would have trouble with the travel “because it is dangerous.” | The supervisor, after telling the woman of the job requirements and locations, should have allowed her to decide if she wanted the position. |
| One of your subordinate employees, Timothy, worked extra hours on Tuesday and Thursday so he could attend Ash Wednesday services at his church. Which of the following statements is true? | Permitting Timothy to make up time lost due to the observance of religious practices is a reasonable religious accommodation. |
| Who is responsible for demonstrating the existence of unlawful discrimination by a preponderance of the evidence? | Complainant |
| According to the Age Discrimination and Employment Act, at what age does an employee fall into the age-protected class? | 40 |
| Which statement below is false as it pertains to mediation (a form of Alternative Dispute Resolution)? | All employees who file an EEO complaint must go through mediation. |
| Martha and Rose work in the same office and have worked on several projects together. Martha, a middle-aged African-American woman, was surprised when Rose, a young white woman, was given a supervisory position for which Martha thought she was more qualified. Rose has worked for FEMA for only a short time. In order to minimize the potential of a charge of age and/or race discrimination, Rose’s supervisor should: | Have records proving Rose was better qualified for the job. |
| If an employee feels he or she has been the victim of unlawful discrimination, that individual must initiate contact with an EEO Officer within how many days of the occurrence of the alleged discriminatory act? | 45 days |
| After receiving the Notice of Right To File a Discrimination Complaint, the Complainant has how many days to file a formal complaint? | 15 calendar days |
| After the Complainant files a formal complaint, within how many calendar days must the EEO investigation be completed? | 180 days |
| The Rehabilitation Act of 1973, Americans with Disabilities Act (ADA) of 1990, and ADA Amendments Act of 2008 protect persons with which of the following conditions? | HIV |
| Tom, a supervisor, calls a team meeting and asks Mary, the only woman on the team, to take notes and make copies of a memo for team members who are her peers. In previous meetings, he asked her to make coffee. Mary complains to an EEO Counselor. Which of the following statements is true? | Because of the sexist treatment from her supervisor, Mary may have grounds for a complaint of sex discrimination under Title VII. |
| After receiving the Report of Investigation, how many calendar days does the Complainant have to request either an EEOC hearing or a final agency decision? | 30 calendar days |
| If the Complainant is not satisfied with the results of the final agency decision, then he or she may file a civil action in Federal court. The filing must take place within how many days of receipt of the decision? | 30 days |
| After receiving a request for a final agency decision, how many days does the agency have to issue its decision? | 60 days |
| Which of the following is NOT a reasonable accommodation? | Exempting an employee with a disability from performing essential functions of the job. |
| Which of the following is an example of discrimination under Title VII? | Discrimination on the basis of race or national origin. |
| Cathy, a supervisor, asked Bob, one of her employees, to go out with her on several occasions. Each time, Bob refused. When training opportunities became available, Bob requested training. Although other employees were allowed to take training, Cathy refused to approve Bob’s request. The actions on the part of Cathy, the supervisor, may constitute sexual harassment. | True |
| The No FEAR Act protects employees from: | Reprisal discrimination. |
| While deployed to a disaster operations center, an employee informs a supervisor that they have a medical condition and requires some sort of adjustment to their normal work routine. What should the supervisor do? | Determine if there is something you can do to provide accommodation. Contact the deployed Equal Rights Officer or the Disability Employment Program Manager at HQ. |
| After a complaint is investigated, the Complainant may either request a final agency decision or: | Request an EEOC hearing and decision. |
| If an employee at Headquarters feels that he or she has been discriminated against, he or she should inform: | The Office of Equal Rights. |
| During the informal stage of the EEO complaint process, the Complainant may opt to use EEO counseling or he or she may: | Use Alternative Dispute Resolution if it is offered. |
| Who is responsible for issuing decisions on EEO complaints? | Administrative Judge |
| Section 508 of the Rehabilitation Act requires Federal agencies to: | Provide comparable access to and use of information and services for people with and without disabilities. |
| EEO Counselors are responsible for assisting employees who allege they have been discriminated against, helping employees and supervisors resolve potential EEO matters, and: | Deciding if an EEO claim is valid based on EEO laws and regulations. |
| on the basis of race, color, religion, sex, national origin, disability, age, or genetic information is illegal. | Harassment |
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