Eeoc compliance manual fact finding conference

 · The EEOC technical assistance manual tells us that a fact finding conference is “an investigative forum intended to further define the issues, determine what is undisputed, clarify disputed issues and determine what other evidence is needed.”Estimated Reading Time: 3 mins.  · The Compliance Manual outlines best practices for investigators to conduct fact-finding conferences so that both parties can ultimately “assess the merits of settlement.”. Title: EEOC COMPLIANCE MANUAL Author: Nick Created Date: 8/9/ PM.

Process for Fact-finding: The recipient's procedures must include a period for fact-finding or investigation of the circumstances underlying the complaint. It is suggested that recipients establish a fact-finding process, explain how it works, state applicable time frames involved, and the identity of the individual or individuals responsible. An investigation is, in the first instance, fact-finding. Investigations determine, fully and credibly, what happened with respect to a particular incident - whether suspected conduct did or did not take place; what the circumstances were; who was involved; whether a violation of law or company policy occurred. An investigation must be. A belief is religious, as opposed to a "social, political or economic philosophy," for Title VII purposes, the EEOC Compliance Manual on Religious Accommodation states, if it is "religious" in the person's "own scheme of things," i.e., it is a "sincere and meaningful" belief that "occupies a place in the life of its.

Title: EEOC COMPLIANCE MANUAL Author: Nick Created Date: 8/9/ PM. The EEOC is authorized by federal law to utilize fact-finding conferences and may specifically require both parties to participate in order to define, resolve, and potentially settle any issues. According to the EEOC Compliance Manual, a fact-finding conference “is an informal investigative forum, not an adversarial proceeding.”. SECTION RELIGIOUS DISCRIMINATION OVERVIEW. This Section of the Compliance Manual focuses on religious discrimination under Title VII of the Civil Rights Act of (Title VII). Title VII protects workers from employment discrimination based on their race, color, religion, sex (including pregnancy, sexual orientation, and transgender status), national origin, or.