Common use of ASSOCIATED TASKS Clause in Contracts

ASSOCIATED TASKS. The contractor is responsible for all tasks required for completing a comprehensive and full counseling case in accordance with applicable laws and regulations. The duties and tasks associated with the equal employment opportunity counseling services detailed herein include, but are not limited to the following:  Assist DHS, FPS HQ EEO in appropriately managing and overseeing the entire counseling process  Directly support recognized equal employment opportunity counseling cases; cases shall be assigned within three (3) business days of receipt with notice of assignment to the DHS, FPS HQ EEO.  Prepare and submit case status reports on a weekly basis to the DHS, FPS HQ EEO; case status reports shall be submitted via electronic media by close of business (COB) the final working day of the week  Prepare and submit to the DHS, FPS HQ EEO a counselor's report; the counselor’s report shall be submitted within five (5) business days of conducting the final interview with the aggrieved or complainant personnel and shall be submitted via electronic media as well as submission of one (1) original hard copy accompanied by all supporting attachments  Assist in advising the aggrieved or complainant personnel about the equal employment opportunity complaint process under 29 CFR Part 1614, and other avenues of relief; this shall include but is not limited to, advising the aggrieved or complainant personnel of their option to participate in the Alternative Dispute Resolution (ADR) program or to undergo traditional equal employment opportunity counseling; through this process the counseling services provided shall fully explain the agency's ADR program. Counseling services provided shall also develop and submit in writing, the requirements for initiating a formal equal employment opportunity complaint, if the dispute is not resolved through counseling or ADR.  Assist in obtaining, recording, and analyzing issues, grievances and/or complaints to determine applicable prima facie elements; this shall also include assisting in determining and appropriately documenting the specific actions which caused the aggrieved person to believe they were a victim of discrimination  Conduct independent inquiries and interviews and gather relevant documents, records, and information pertaining to the issue, grievance and/or complaint raised; compile and organize information and detail gathered.  Assist in clearly defining the issues, grievances and/or complaints and obtain the aggrieved person's agreement in writing of the issues, grievances and/or complaints as framed; this shall include but is not limited to documenting all relevant dates for each allegation raised to ensure that the issues, grievances and/or complaints have been raised in a timely manner  Assist in seeking resolution at the earliest possible stage and provide advice and assistance to managers, supervisors, and employees on ADR approaches and methods; this shall include but is not limited to documenting resolutions through settlement  Notify DHS, FPS HQ EEO immediately if any agency witness deemed necessary is unavailable, difficult to contact, or uncooperative  Analyze statistical data in all cases except for those in which the case is withdrawn at first contact; in the event relevant information and documentation has not been secured by the time of the final interview, conduct the final interview and submit all associated DHS, FPS HQ EEO reports and documents requested; specificity shall be included in the all reports and documents which reflect any matters that could justify a procedural dismissal; this shall include but is not limited to assisting in obtaining additional signed statements, if additional statements pertaining to the specific issue, grievance and/or complaint arise after the original statement is signed  Ensure that amended MD-110, effective November 9,1999 is strictly followed as the guidance described in amended MD-110 details the procedures that shall be followed when processing complaints of discrimination filed by federal employees and applicants for federal employment alleging employment discrimination under the amended 1614 regulations.

ASSOCIATED TASKS. The contractor is responsible for all tasks required for completing a comprehensive and full counseling case in accordance with applicable laws and regulations. The duties and tasks associated with the equal employment opportunity counseling services detailed herein include, but are not limited to the following:  Assist DHS, FPS HQ EEO in appropriately managing and overseeing the entire counseling process  Directly support recognized equal employment opportunity counseling cases; cases shall be assigned within three (3) business days of receipt with notice of assignment to the DHS, FPS HQ EEO.  Prepare and submit case status reports on a weekly basis to the DHS, FPS HQ EEO; case status reports shall be submitted via electronic media by close of business (COB) the final working day of the week  Prepare and submit to the DHS, FPS HQ EEO a counselor's report; the counselor’s report shall be submitted within five (5) business days of conducting the final interview with the aggrieved or complainant personnel and shall be submitted via electronic media as well as submission of one (1) original hard copy accompanied by all supporting attachments  Assist in advising the aggrieved or complainant personnel about the equal employment opportunity complaint process under 29 CFR Part 1614, and other avenues of relief; this shall include but is not limited to, advising the aggrieved or complainant personnel of their option to participate in the Alternative Dispute Resolution (ADR) program or to undergo traditional equal employment opportunity counseling; through this process the counseling services provided shall fully explain the agency's ADR program. Counseling services provided shall also develop and submit in writing, the requirements for initiating a formal equal employment opportunity complaint, if the dispute is not resolved through counseling or ADR.  Assist in obtaining, recording, and analyzing issues, grievances and/or complaints to determine applicable prima facie elements; this shall also include assisting in determining and appropriately documenting the specific actions which caused the aggrieved person to believe they were a victim of discrimination  Conduct independent inquiries and interviews and gather relevant documents, records, and information pertaining to the issue, grievance and/or complaint raised; compile and organize information and detail gathered.  Assist in clearly defining the issues, grievances and/or complaints and obtain the aggrieved person's agreement in writing of the issues, grievances and/or complaints as framed; this shall include but is not limited to documenting all relevant dates for each allegation raised to ensure that the issues, grievances and/or complaints have been raised in a timely manner  Assist in seeking resolution at the earliest possible stage and provide advice and assistance to managers, supervisors, and employees on ADR approaches and methods; this shall include but is not limited to documenting resolutions through settlement agreements or withdrawals; if the complaint is not resolved or withdrawn, advise complainants of their right to file a formal discrimination complaint.  Notify DHS, FPS HQ EEO immediately if any agency witness deemed necessary is unavailable, difficult to contact, or uncooperative  Analyze statistical data in all cases except for those in which the case is withdrawn at first contact; in the event relevant information and documentation has not been secured by the time of the final interview, conduct the final interview and submit all associated DHS, FPS HQ EEO reports and documents requested; specificity shall be included in the all reports and documents which reflect any matters that could justify a procedural dismissal; this shall include but is not limited to assisting in obtaining additional signed statements, if additional statements pertaining to the specific issue, grievance and/or complaint arise after the original statement is signed  Ensure that amended MD-110, effective November 9,1999 is strictly followed as the guidance described in amended MD-110 details the procedures that shall be followed when processing complaints of discrimination filed by federal employees and applicants for federal employment alleging employment discrimination under the amended 1614 regulations.BPA HSHQEH-12-A-00005

ASSOCIATED TASKS. The contractor is responsible for all tasks required for completing a comprehensive and full counseling case in accordance with applicable laws and regulations. The duties and tasks associated with the equal employment opportunity counseling services detailed herein include, but are not limited to the following:  • Assist DHS, FPS HQ EEO in appropriately managing and overseeing the entire counseling process  • Directly support recognized equal employment opportunity counseling cases; cases shall be assigned within three (3) business days of receipt with notice of assignment to the DHS, FPS HQ EEO.  • Prepare and submit case status reports on a weekly basis to the DHS, FPS HQ EEO; case status reports shall be submitted via electronic media by close of business (COB) the final working day of the week  • Prepare and submit to the DHS, FPS HQ EEO a counselor's report; the counselor’s report shall be submitted within five (5) business days of conducting the final interview with the aggrieved or complainant personnel and shall be submitted via electronic media as well as submission of one (1) original hard copy accompanied by all supporting attachments  • Assist in advising the aggrieved or complainant personnel about the equal employment opportunity complaint process under 29 CFR Part 1614, and other avenues of relief; this shall include but is not limited to, advising the aggrieved or complainant personnel of their option to participate in the Alternative Dispute Resolution (ADR) program or to undergo traditional equal employment opportunity counseling; through this process the counseling services provided shall fully explain the agency's ADR program. Counseling services provided shall also develop and submit in writing, the requirements for initiating a formal equal employment opportunity complaint, if the dispute is not resolved through counseling or ADR.  • Assist in obtaining, recording, and analyzing issues, grievances and/or complaints to determine applicable prima facie elements; this shall also include assisting in determining and appropriately documenting the specific actions which caused the aggrieved person to believe they were a victim of discrimination  • Conduct independent inquiries and interviews and gather relevant documents, records, and information pertaining to the issue, grievance and/or complaint raised; compile and organize information and detail gathered.  • Assist in clearly defining the issues, grievances and/or complaints and obtain the aggrieved person's agreement in writing of the issues, grievances and/or complaints as framed; this shall include but is not limited to documenting all relevant dates for each allegation raised to ensure that the issues, grievances and/or complaints have been raised in a timely manner  • Assist in seeking resolution at the earliest possible stage and provide advice and assistance to managers, supervisors, and employees on ADR approaches and methods; this shall include but is not limited to documenting resolutions through settlement  agreements or withdrawals; if the complaint is not resolved or withdrawn, advise complainants of their right to file a formal discrimination complaint. • Notify DHS, FPS HQ EEO immediately if any agency witness deemed necessary is unavailable, difficult to contact, or uncooperative  Analyze statistical data in all cases except for those in which the case is withdrawn at first contact; in the event relevant information and documentation has not been secured by the time of the final interview, conduct the final interview and submit all associated DHS, FPS HQ EEO reports and documents requested; specificity shall be included in the all reports and documents which reflect any matters that could justify a procedural dismissal; this shall include but is not limited to assisting in obtaining additional signed statements, if additional statements pertaining to the specific issue, grievance and/or complaint arise after the original statement is signed  Ensure that amended MD-110, effective November 9,1999 is strictly followed as the guidance described in amended MD-110 details the procedures that shall be followed when processing complaints of discrimination filed by federal employees and applicants for federal employment alleging employment discrimination under the amended 1614 regulations.BPA HSHQEH-12-A-00005

ASSOCIATED TASKS. The contractor is responsible for all tasks required for completing a comprehensive and full counseling investigation case in accordance with applicable laws and regulations. The duties and tasks associated with the equal employment opportunity counseling investigation services detailed herein include, but are not limited to the following:  • Arrange interviews with complainant(s), witnesses, and managers relevant to the recognized issue, grievance or complaint. Compile and organize interview information and detail. Upon receipt of additional information and detail, the agency shall decide if the complaint is to be further investigated and if so, investigated as an individual case or a consolidated case. • Assist DHSin gathering relevant documentation such as statistical information, FPS HQ EEO personnel data and objective evidence relevant to the recognized issue, grievance or complaint. Compile and organize relevant documentation. Such relevant documentation may include but is not limited to medical records that would verify injury or harm. • Assist in appropriately managing securing testimony through questioning, further exchanges through written means to include letters or electronic mail, and/or on-site or telephonic affidavits. Compile and overseeing organize testimony. The testimony of the entire counseling process  Directly support recognized equal employment opportunity counseling cases; cases complainants and witnesses shall be assigned prepared but shall not expand the scope of the investigation without prior agency approval. • Prepare and Submit a ROI within three sixty (360) business days of receipt with notice of assignment to the DHSrecognized issue, FPS HQ EEOgrievance or complaint.  Prepare and submit case status reports on a weekly basis to the DHS, FPS HQ EEO; case status reports The ROI shall be formally submitted via in the following manner; an original, six paper copies and an electronic media by close of business (COB) the final working day of the week  Prepare and submit to the DHS, FPS HQ EEO a counselor's report; the counselor’s report version. The ROI format shall be submitted determined by the individual bureau, further format detail shall be provided after award. The agency shall review the ROI for sufficiency within five fifteen (515) business days of conducting receipt. Once deemed acceptable by the final interview with the aggrieved or complainant personnel and agency, all ROI's shall be submitted via electronic media as well as submission mailed to the Equal Employment Officer/Director at an address to be provided after award. • EEO investigative files shall be appropriately sanitized. Sanitization of one an EEO investigative file shall remove the below list of information that is not to be released, except when the information is specifically for the complainant. EEO investigative files sanitization shall include but is not limited to the removal of the following information: • Current and past home addresses and telephone numbers • Birth date • Height • Weight • Marital status • Dependents • Military service number • Social Security Number • Education nonessential (1to qualifications for selection) original hard copy accompanied • Membership in organizations other than those related to employee's profession (or qualification for selection) • Medical information • Material pertaining to eligibility for 5 to l0-point veterans preference (other than the fact of such a preference) • Information pertaining to relatives and references • Answers on job application/resume and ranking sheets to the following questions: o honorable discharge? o communist affiliations? o fired or requested to resign from prior employment? o arrests and/or convictions? • Prior employment not related to employee's profession other than job title • Information regarding visits to foreign countries, unless on non-sensitive (i.e., non-investigatory) government business • Information pertaining to specific individuals officially investigated by all supporting attachments  Assist in advising employees, unless it is clear that an indictment was obtained, or that the aggrieved or complainant personnel about fact of the equal employment opportunity complaint process under 29 CFR Part 1614investigation is public knowledge • Recognize, and other avenues appropriately document the release of relief; this information and/or detail from existing vacancy announcement certification files. Such information and/or detail released shall include but is not limited to: • Selection certification memoranda with the names of the selected applicants, advising the aggrieved complainant and the selecting official. All other applicant's names must be sanitized. • Rating panel memoranda with the names, rankings, scores, evaluations, and qualifications of selected applicants and the complainant. All other applicant's names must be sanitized. • Supervisory evaluations for promotion, reassignment or complainant personnel of their option to participate appointment. • Job applications/resumes on selected applicants including the following detail: o Past federal/state/local government employment o Prior employment in the Alternative Dispute Resolution (ADR) program private sector related to an employee's duties o Educational background with qualified applicant for selection o Awards and honors received o Membership in professional organizations which added to qualifications for selection. • All scores or rating of other applicants, without names. • Any material relating to undergo traditional equal employment opportunity counseling; through this process the counseling services selection guidelines. • Compile and organize EEO investigation files. The prepared EEO investigation files shall be provided shall fully explain the agency's ADR program. Counseling services provided shall also develop and submit in writing, the requirements for initiating a formal equal employment opportunity complaint, if the dispute is not resolved through counseling or ADR.  Assist in obtaining, recording, and analyzing issues, grievances and/or complaints to determine applicable prima facie elements; this shall also include assisting in determining and appropriately documenting the specific actions which caused the aggrieved person to believe they were a victim of discrimination  Conduct independent inquiries and interviews and gather relevant documents, records, and information pertaining to the issue, grievance and/or complaint raisedEqual Employment Officer/Director. The prepared EEO investigation files shall be formally submitted in the following manner; compile an original and organize information and detail gathered.  Assist in clearly defining the issues, grievances and/or complaints and obtain the aggrieved person's agreement in writing four sanitized copies of the issues, grievances and/or complaints as framed; this shall include but is not limited to documenting all relevant dates for each allegation raised to ensure that the issues, grievances and/or complaints have been raised in a timely manner  Assist in seeking resolution at the earliest possible stage investigative file and provide advice and assistance to managers, supervisors, and employees on ADR approaches and methods; this shall include but is not limited to documenting resolutions through settlement  Notify DHS, FPS HQ EEO immediately if any agency witness deemed necessary is unavailable, difficult to contact, or uncooperative  Analyze statistical data in all cases except for those in which the case is withdrawn at first contact; in the event relevant information and documentation has not been secured by the time of the final interview, conduct the final interview and submit all associated DHS, FPS HQ EEO reports and documents requested; specificity shall be included in the all reports and documents which reflect any matters that could justify a procedural dismissal; this shall include but is not limited to assisting in obtaining additional signed statements, if additional statements pertaining to the specific issue, grievance and/or complaint arise after the original statement is signed  Ensure that amended MD-110, effective November 9,1999 is strictly followed as the guidance described in amended MD-110 details the procedures that shall be followed when processing complaints of discrimination filed by federal employees and applicants for federal employment alleging employment discrimination under the amended 1614 regulationssummary.

ASSOCIATED TASKS. The contractor is responsible for all tasks required for completing a comprehensive and full counseling case in accordance with applicable laws and regulations. The duties and tasks associated with the equal employment opportunity counseling services detailed herein include, but are not limited to the following:  • Assist DHS, FPS HQ EEO in appropriately managing and overseeing the entire counseling process  • Directly support recognized equal employment opportunity counseling cases; cases shall be assigned within three (3) business days of receipt with notice of assignment to the DHS, FPS HQ EEO.  • Prepare and submit case status reports on a weekly basis to the DHS, FPS HQ EEO; case status reports shall be submitted via electronic media by close of business (COB) the final working day of the week  • Prepare and submit to the DHS, FPS HQ EEO a counselor's report; the counselor’s report shall be submitted within five (5) business days of conducting the final interview with the aggrieved or complainant personnel and shall be submitted via electronic media as well as submission of one (1) original hard copy accompanied by all supporting attachments  • Assist in advising the aggrieved or complainant personnel about the equal employment opportunity complaint process under 29 CFR Part 1614, and other avenues of relief; this shall include but is not limited to, advising the aggrieved or complainant personnel of their option to participate in the Alternative Dispute Resolution (ADR) program or to undergo traditional equal employment opportunity counseling; through this process the counseling services provided shall fully explain the agency's ADR program. Counseling services provided shall also develop and submit in writing, the requirements for initiating a formal equal employment opportunity complaint, if the dispute is not resolved through counseling or ADR.  • Assist in obtaining, recording, and analyzing issues, grievances and/or complaints to determine applicable prima facie elements; this shall also include assisting in determining and appropriately documenting the specific actions which caused the aggrieved person to believe they were a victim of discrimination  • Conduct independent inquiries and interviews and gather relevant documents, records, and information pertaining to the issue, grievance and/or complaint raised; compile and organize information and detail gathered.  • Assist in clearly defining the issues, grievances and/or complaints and obtain the aggrieved person's agreement in writing of the issues, grievances and/or complaints as framed; this shall include but is not limited to documenting all relevant dates for each allegation raised to ensure that the issues, grievances and/or complaints have been raised in a timely manner  • Assist in seeking resolution at the earliest possible stage and provide advice and assistance to managers, supervisors, and employees on ADR approaches and methods; this shall include but is not limited to documenting resolutions through settlement  • Notify DHS, FPS HQ EEO immediately if any agency witness deemed necessary is unavailable, difficult to contact, or uncooperative  • Analyze statistical data in all cases except for those in which the case is withdrawn at first contact; in the event relevant information and documentation has not been secured by the time of the final interview, conduct the final interview and submit all associated DHS, FPS HQ EEO reports and documents requested; specificity shall be included in the all reports and documents which reflect any matters that could justify a procedural dismissal; this shall include but is not limited to assisting in obtaining additional signed statements, if additional statements pertaining to the specific issue, grievance and/or complaint arise after the original statement is signed  • Ensure that amended MD-110, effective November 9,1999 is strictly followed as the guidance described in amended MD-110 details the procedures that shall be followed when processing complaints of discrimination filed by federal employees and applicants for federal employment alleging employment discrimination under the amended 1614 regulations.

ASSOCIATED TASKS. The contractor is responsible for all tasks required for completing a comprehensive and full counseling investigation case in accordance with applicable laws and regulations. The duties and tasks associated with the equal employment opportunity counseling investigation services detailed herein include, but are not limited to the following:  Arrange interviews with complainant(s), witnesses, and managers relevant to the recognized issue, grievance or complaint. Compile and organize interview information and detail. Upon receipt of additional information and detail, the agency shall decide if the complaint is to be further investigated and if so, investigated as an individual case or a consolidated case.  Assist DHSin gathering relevant documentation such as statistical information, FPS HQ EEO personnel data and objective evidence relevant to the recognized issue, grievance or complaint. Compile and organize relevant documentation. Such relevant documentation may include but is not limited to medical records that would verify injury or harm.  Assist in appropriately managing securing testimony through questioning, further exchanges through written means to include letters or electronic mail, and/or on-site or telephonic affidavits. Compile and overseeing organize testimony. The testimony of the entire counseling process  Directly support recognized equal employment opportunity counseling cases; cases complainants and witnesses shall be assigned prepared but shall not expand the scope of the investigation without prior agency approval.  Prepare and Submit a ROI within three sixty (360) business days of receipt with notice of assignment to the DHSrecognized issue, FPS HQ EEOgrievance or complaint.  Prepare and submit case status reports on a weekly basis to the DHS, FPS HQ EEO; case status reports The ROI shall be formally submitted via in the following manner; an original, six paper copies and an electronic media by close of business (COB) the final working day of the week  Prepare and submit to the DHS, FPS HQ EEO a counselor's report; the counselor’s report version. The ROI format shall be submitted determined by the individual bureau, further format detail shall be provided after award. The agency shall review the ROI for sufficiency within five fifteen (515) business days of conducting receipt. Once deemed acceptable by the final interview with the aggrieved or complainant personnel and agency, all ROI's shall be submitted via electronic media as well as submission mailed to the Equal Employment Officer/Director at an address to be provided after award.  EEO investigative files shall be appropriately sanitized. Sanitization of one an EEO investigative file shall remove the below list of information that is not to be released, except when the information is specifically for the complainant. EEO investigative files sanitization shall include but is not limited to the removal of the following information:  Current and past home addresses and telephone numbers  Birth date  Height  Weight  Marital status  Dependents  Military service number  Social Security Number  Education nonessential (1to qualifications for selection) original hard copy accompanied  Membership in organizations other than those related to employee's profession (or qualification for selection)  Medical information  Material pertaining to eligibility for 5 to l0-point veterans preference (other than the fact of such a preference)  Information pertaining to relatives and references  Answers on job application/resume and ranking sheets to the following questions: o honorable discharge? o communist affiliations? o fired or requested to resign from prior employment? o arrests and/or convictions?  Prior employment not related to employee's profession other than job title  Information regarding visits to foreign countries, unless on non-sensitive (i.e., non-investigatory) government business  Information pertaining to specific individuals officially investigated by all supporting attachments employees, unless it is clear that an indictment was obtained, or that the fact of the investigation is public knowledge  Assist in advising the aggrieved or complainant personnel about the equal employment opportunity complaint process under 29 CFR Part 1614Recognize, and other avenues appropriately document the release of relief; this information and/or detail from existing vacancy announcement certification files. Such information and/or detail released shall include but is not limited to:  Selection certification memoranda with the names of the selected applicants, advising the aggrieved complainant and the selecting official. All other applicant's names must be sanitized.  Rating panel memoranda with the names, rankings, scores, evaluations, and qualifications of selected applicants and the complainant. All other applicant's names must be sanitized.  Supervisory evaluations for promotion, reassignment or complainant personnel of their option to participate appointment.  Job applications/resumes on selected applicants including the following detail: o Past federal/state/local government employment o Prior employment in the Alternative Dispute Resolution (ADR) program or private sector related to undergo traditional equal employment opportunity counseling; through this process the counseling services provided shall fully explain the agencyan employee's ADR program. Counseling services provided shall also develop duties o Educational background with qualified applicant for selection o Awards and submit honors received o Membership in writing, the requirements professional organizations which added to qualifications for initiating a formal equal employment opportunity complaint, if the dispute is not resolved through counseling or ADRselection.  Assist in obtainingAll scores or rating of other applicants, recording, without names.  Any material relating to selection guidelines.  Compile and analyzing issues, grievances and/or complaints to determine applicable prima facie elements; this organize EEO investigation files. The prepared EEO investigation files shall also include assisting in determining and appropriately documenting the specific actions which caused the aggrieved person to believe they were a victim of discrimination  Conduct independent inquiries and interviews and gather relevant documents, records, and information pertaining be provided to the issue, grievance and/or complaint raisedEqual Employment Officer/Director. The prepared EEO investigation files shall be formally submitted in the following manner; compile an original and organize information and detail gathered.  Assist in clearly defining the issues, grievances and/or complaints and obtain the aggrieved person's agreement in writing four sanitized copies of the issues, grievances and/or complaints as framed; this shall include but is not limited to documenting all relevant dates for each allegation raised to ensure that the issues, grievances and/or complaints have been raised in a timely manner  Assist in seeking resolution at the earliest possible stage investigative file and provide advice and assistance to managers, supervisors, and employees on ADR approaches and methods; this shall include but is not limited to documenting resolutions through settlement  Notify DHS, FPS HQ EEO immediately if any agency witness deemed necessary is unavailable, difficult to contact, or uncooperative  Analyze statistical data in all cases except for those in which the case is withdrawn at first contact; in the event relevant information and documentation has not been secured by the time of the final interview, conduct the final interview and submit all associated DHS, FPS HQ EEO reports and documents requested; specificity shall be included in the all reports and documents which reflect any matters that could justify a procedural dismissal; this shall include but is not limited to assisting in obtaining additional signed statements, if additional statements pertaining to the specific issue, grievance and/or complaint arise after the original statement is signed  Ensure that amended MD-110, effective November 9,1999 is strictly followed as the guidance described in amended MD-110 details the procedures that shall be followed when processing complaints of discrimination filed by federal employees and applicants for federal employment alleging employment discrimination under the amended 1614 regulationssummary.