SHSU EEO Training
One possible way of handling an incident of discrimination or sexual harassment at SHSU other than
reporting it through your chain of command is to file a complaint with the Texas Workforce Commission,
Civil Rights Division (TWCCRD). ️True
The University's Finance & Oper...
SHSU EEO Training
One possible way of handling an incident of discrimination or sexual harassment at SHSU other than
reporting it through your chain of command is to file a complaint with the Texas Workforce Commission,
Civil Rights Division (TWCCRD). ✔️True
The University's Finance & Operations Human Resources Policy ER- 7: Discrimination and Equal
Employment Opportunity (EEO) policy expands federal and state protections and "prohibits
discrimination or harassment on the basis of race, creed, ancestry, marital status, citizenship, color,
national origin, sex, religion, age, disability, veteran's status, sexual orientation, or gender identity."
✔️True
What federal law prohibits discrimination on the basis of genetic information? ✔️The GINA Act of 2008
According to the federal law Title VII, the five protected classes are as follows: ✔️race, color, religion,
sex, and national origin
Which of these constitutes an unlawful employment practice? To fail or refuse to hire or to discharge
any individual, or otherwise to discriminate against any individual with respect to compensation, terms,
conditions, or privileges of employment, because of such individual's ✔️all of the above
A state agency employs a computer programmer with a known disability. The programmer has missed
deadlines for projects, has not kept abreast with changes in the database package, and he caused
system problems due to issues he should have known about. At no time does he request a reasonable
accommodation from the agency due to his disability. After being placed on a Performance
Improvement Plan, when his performance does not improve, he is terminated. Has the agency complied
with equal employment opportunity law? ✔️Yes. The termination is justified as long as the agency
holds the employee to the same performance standards as other programmers.
Robert is a field agent for a state agency. His territory covers three counties, and he must travel to each
county monthly. Due to staff cutbacks, the agency is increasing the number of counties for each field
agent from three to five. Robert explains to his manager that due to his disability he cannot handle the
extra two counties and the increased traveling, and he asks that he be allowed to have responsibility for
only his original three counties. The agency refuses. Has the agency complied with equal employment
opportunity law? ✔️Yes. The agency may refuse this request for accommodation because it conflicts
with the new production standard. However, the agency should explore with Robert whether there is
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