Equal Employment Opportunity Office

If you are finding that some aspect of the job application process or employment is difficult for you due to a medical condition, inform your supervisor and/or the department’s Reasonable Accommodation Coordinator (“RA Coordinator”), who usually works in the department’s HR or Civil Rights office. You may notify the department of your need for a ...
Read More How do I request a reasonable accommodation?

Any physical or mental impairment that substantially limits a major life activity (seeing, hearing, eating, sleeping, walking, standing, etc.) or major bodily function (immune system, normal cell growth, digestive, bowel, bladder, neurological, respiratory, circulatory, reproductive, etc.) will qualify as a disability under the Reasonable Accommodation Policy.

A reasonable accommodation is any change or adjustment to a job or worksite made to enable a job applicant or employee with a disability participate in the job application process, perform the essential functions of a job, or enjoy benefits and privileges of employment enjoyed by all other employees. The Americans with Disabilities Act (ADA) ...
Read More What is a reasonable accommodation?

No. Anyone who files an EEO complaint and/or participates in an EEO investigation is protected from retaliation. Retaliation for participation in an EEO process is a prohibited form of harassment even if the allegations in the original EEO process are unsubstantiated.

If you are identified as a potential witness to alleged conduct, your participation in the process is important. Even if you think you don’t know anything about the allegations, you should still participate in the interview and share information to the best of your knowledge.

First, you will be notified of the allegations made against you. Importantly, you should not confront the person filing the complaint or other people who may have knowledge of the complaint as doing so may be considered retaliation, which would violate the EEO Policy. Next, you will be expected to attend an investigative interview during ...
Read More If I am accused of conduct that may violate the EEO Policy, what can I expect during the investigation process? What could happen to me?

You will be notified as to whether there was a violation of the EEO Policy. However, any corrective action taken against another employee is confidential and will not be disclosed to you.

Even if the alleged harasser is not a State employee, you are required to report any alleged harassment occurring in the workplace. Under the EEO Policy, the State is required to provide a harassment-free work environment, so it must take appropriate action to stop such behavior from occurring, regardless of the alleged harasser’s employment status.

No. Honoring such requests could place other employees at risk of continued harassment or discrimination as well as place the State at risk for failing to take prompt action. As a supervisor, you have an obligation under the DHRD EEO Policy to timely report all EEO issues to your departmental HR and/or civil rights office. ...
Read More I’m a supervisor or manager. If one of my subordinates reports an EEO issue to me but asks me to keep it confidential, can I honor their request and not inform HR, Civil Rights, or the EEO Division?

You may file an EEO complaint with the following Federal and State external enforcement agencies: Equal Employment Opportunity Commission (EEOC) or the Hawaii Civil Rights Commission (HCRC). For more information on filing a complaint with these agencies, please contact them directly. Please note complaints filed with the EEOC and HCRC are subject to strict time ...
Read More Who else can I report a discrimination, harassment, or retaliation complaint to?