FORT STEWART, Ga. - Twenty-five volunteers were certified May 18 to counsel issues of alleged discrimination on behalf of the Fort Stewart-HunterArmy Airfield Equal Employment Opportunity Officer.
All of the newly minted counselors are part of the Stewart-Hunter workforce, with the exception of five individuals that came here for the course from other installations or Army agencies. Instructors were brought in from Installation Management Command and MEDCOM Headquarters to conduct the week-long training.
EEO counselors have many important responsibilities.
The first, most important, thing to remember is that counselors are neutral, objective, fact finders in the pre-complaint process and act as a 'bridge' between the aggrieved and the responsible management official.
Counselors ensure individuals are familiar with the federal complaint process, and the burdens of proof the aggrieved carries in that process. Counselors make certain individuals are aware of their rights and responsibilities, their right to representation, their right to remain anonymous during the pre-complaint process, their right to accept Alternative Dispute Resolution (mediation) if offered, and of the avenues of redress available to them in addressing employment-related concerns.
The counselor makes sure the aggrieved understands what is appropriate as relief or resolution in EEO complaints.
"It is important to the EEO program that we have collateral duty counselors," said Vonzetta Davis-Lewis, Stewart-Hunter EEO Officer, "By being part of the workforce, they are in a good position to assist employees and management with addressing issues at the lowest level. Any one at anytime can contact any of the EEO counselors if they think they have an EEO issue."
The EEO counselor also works with management officials involved in the complaint to get their side of the story -- again, just the facts. The counselor ensures that management fully understands their role and the role of the counselor.
The counselor also ensures that management understands the reason for attempting to resolve complaint matters at the lowest possible level.
"When problems are addressed at the informal stage, the potential for resolution is greater," said Davis-Lewis.
Only when the EEO Officer assigns a counselor a claim does the counselor interact with the parties relating to the complaint, including anyone with firsthand knowledge of the issues relating to the complaint. The counselor works closely with the EEO staff and the Civilian Personnel Advisory Center/Human Resources to review documents relevant to the complaint. The counselor also works with the EEO staff and management official who have settlement authority to resolve the pre-complaint.
Counselors have thirty calendar days to complete their informal inquiry.
Before their job is complete they must conduct a final interview with the aggrieved to report their findings, and to provide the EEO Counselor's Report to the EEO Officer.
If relief or resolution is not achieved during the pre-complaint process the counselor issues a Notice of Right to file letter to the aggrieved and ensures they know that they have fifteen calendar days to file a Formal Complaint of Discrimination with the EEO Officer.
As federal employees, counselors know their co-workers, the work environment, and employment rules and regulations.
This allows the EEO office to work with the commander and leadership to promptly address potential problem situations.
EEO Counselors serve to educate fellow employees about employment-related issues and avenues available to them to address problems or concerns they may have.
Not all directorates or tenant organizations may have an EEO counselor assigned. Contact your supervisor to find out if there is one assigned to your organization, or contact the EEO Office directly at 912-767-6924/4072.
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