DSZ Inc. – A Certified, Woman Owned Small Business

Main PictureAn Award Winning EEO Services Provider: DSZ is thrilled to have been twice selected as USDA’s Office of Inspector General woman owned business contractor of the year, 2009 and 2017!

Welcome to DSZ, Inc. We provide quality services designed to improve your employment environment and to effectively address workplace conflicts. Among our services are neutral investigations of employment disputes, counseling and mediation services to help settle such disputes, legally sound Final Agency Decisions (FADs), a wide range of interactive training programs for both managers and employees as well as for employment professionals, and a technical assistance unit capable of evaluating your workplace and providing recommendations for improving it. As a full service EEO Provider, DSZ meets our clients needs from cradle to grave. Let us put our skills to work for you!

Please explore all we have to offer to help you achieve effective equal employment in your workplace by following the links above or to the right.

Services
Training A.S.K. Attitude, Skills and Knowledge Training that helps to organize, manage and minimize employment conflictDSZ’s superb training staff includes lawyers, arbitrators, mediators, and human resource professionals. We provide dynamic, engaging, up-to-date interactive training designed to support your staff as they make critical day-to-day employment decisions. Follow this link for more detailed descriptions of our off-the-shelf course descriptions.     For Your Managers: Equal Employment Savvy for Managers and Supervisors Recognition and Prevention of Sexual Harassment Accommodating the Disabled Worker: Myth and Fact Mediation and Dispute Resolution: Management Input on Outcomes For Your Staff: Equal Employment Responsibilities and Rights Sexual Harassment: Recognition and Prevention Effective Conflict Management in a Diverse Workplace For EEO Professionals: EEO Investigations: How to Conduct Reliable and Defensible Inquiries Compensatory Damages: Investigative Techniques and Assessment Measures Reasonable Accommodation: Strategies That Work Mediation and ADR in Employment Conflicts For Federal Sector EEO Professionals: Basic and Advanced EEO Counselor Training Writing Letters of Acceptance and Early Dismissal Letters Writing Sound Final Agency Decisions in Employment Complaints For more information about DSZ’s training programs, contact Sonya Williams, DSZ Marketing Contact, at swilliams@dsz.com.   [...] Read more...
Special Projects   DSZ Special Projects Division DSZ Special Projects Division provides answers to DSZ clients’ needs, which include more than the mandated services required by the EEO complaint system. In order to meet the unique challenges presented in diverse work environments, support the work of its EEO professionals, and increase the effectiveness and visibility of civil rights and human resource management programs, DSZ provides its clients with: Management-initiated investigations – Web-based and hard copy Desk Guides for civil rights and dispute resolution professionals – Civil rights program assessments and surveys – Civil rights and dispute resolution training videos – Workplace/environmental assessments and surveys – Workshop facilitation and assistance top↑ DSZ Special Projects services Establish and promote our clients’ leadership in human resource and civil rights programs and priorities Identify and focus on problem areas important to all stakeholders Improve processes, including problem-solving, communications, and decision-making Organize and prioritize critical areas for action Increase management accountability and oversight Specifically address our clients’ unique needs, concerns, and problem areas Capitalize on DSZ’s expertise in civil rights and dispute resolution and effective, efficient delivery of services Tailored to the specifics of a client’s need, a DSZ Special Project can move your agenda forward. top↑ Management-initiated investigations Management has an affirmative responsibility to prevent and promptly correct discrimination and to resolve workplace conflicts. When specific issues have been raised and a factual determination which may lead to disciplinary action is needed, a formal, management-directed investigation is appropriate. A management-directed investigation is characterized by: Mandated participation of employees; Signed, sworn statements (affidavits); The collection of testimony and other evidence from which findings of fact may be made. From the findings of fact, disciplinary and other adverse actions may be proposed. Examples of management-directed inquiries conducted by DSZ include investigations of: Gender or ethnicity-based workplace harassment Management wrongdoing Employee misconduct Internal workplace conflicts Grievances top↑ Civil rights program assessments and surveys The size and age of inventories of unresolved complaints along with the influx of new cases and the conflicts that underlie them, combined with organizational restructuring, budget and staff cuts, and continued problems with underrepresentation, mandate that agency civil rights functions operate at maximum efficiency and effectiveness. DSZ can help your agency by assessing the effectiveness of your delivery of civil rights services and recommending options for improved service delivery. Civil rights program assessments are valuable tools in establishing leadership in civil rights programs and priorities, identifying and removing barriers to effective customer service, aligning and prioritizing resources, improving processes, and increasing management accountability and oversight. An assessment of an agency’s civil rights functions may include: A review of current programs and available assessment literature Survey of key civil rights stakeholders, with participation voluntary and confidentiality of responses safeguarded Interviews of stakeholders (either as a supplement to survey results, targeted at particular problem areas, or as the key element to the assessment), with participation voluntary and confidentiality of responses safeguarded Statistical analysis of relevant data, such as staffing, budget, counseling, complaint and compliance review activity, resolution and finding rates A review of government-wide initiatives and “best practices” in the delivery of civil rights services Recommendations or options for improvement of service delivery. top↑ Workplace/environmental assessments and surveys Management has an affirmative responsibility to provide a model work environment to its employees. The results of management’s failure to exercise this affirmative responsibility can be loss of morale, productivity, and valuable and skilled staff, increased litigation and costs for inequities, and loss of faith in the system. Workplace/environmental assessments are valuable tools to identify and focus on problems areas important to the workforce and to meet the unique challenges presented in building and maintaining a diverse, high-quality work force. Assessments and surveys may include any or all of the following elements: Survey of staff, with participation voluntary and confidentiality of responses safeguarded Interviews of staff (either as a supplement to survey results, targeted at particular problem areas, or as the key element to the assessment), again with participation voluntary and confidentiality safeguarded Collection of documents and statistical data (such as promotion, performance rating, and training data) Qualitative and quantitative analysis of surveys, interview results, documentation and statistical data Report, with conclusions Options or recommendations for action top↑ Desk guides for civil rights and dispute resolution professionals Desk guides, especially those that are on-line, can be valuable tools for civil rights and dispute resolution professionals. A desk guide helps insure consistency in substance, format, and style, and model “best practices” for civil rights and dispute resolution staff. It is an important resource for those new to civil rights and dispute resolution processes and to those more experienced professionals who use the desk guide as a refresher and as a starting point when they face particular situations for the first time. On-line desk guides insure consistent and immediate guidance, both for electronic revisions can be easily incorporated. Web-based guidance also can be customized to fit the client’s particular needs and requirements, with links provided to relevant resource materials, guidelines, and agency directives. The initial investment in a desk guide quickly is repaid by the labor saved with staff use. Examples of desk guides developed by DSZ include: On-line bench book for hearing officers conducting employment dispute hearings On-line desk guide for EEO counselors On-line desk guide for ADR professionals On-line desk guide for EEO investigators On-line desk guide for Final Agency Decision writers EEO complaint processing desk guide top↑ Civil rights and dispute resolution training videos Video provides a cost-efficient, convenient, and effective means of communicating about civil rights and dispute resolution processes and substance. The strong, reliable substantive content of our support products is supported by two decades of experience in civil rights, human resources, and employment dispute functions. Our video products are designed to be specific to client needs, and they dramatically and artfully enable our clients to improve mission performance. Examples of topics covered in training videos produced by DSZ include: Conducting an employment dispute hearing EEO investigation Alternative dispute resolution top↑ Workshop assistance and meeting facilitation DSZ facilitators and group leaders provide valuable workshop assistance and meeting facilitation to our clients. We are not only skilled neutrals, with the techniques necessary to help divergent groups improve their problem-solving and decision-making processes, but are also proven professionals and practitioners who draw on our own experiences to help workshop and meeting participants maximize their results. Examples of workshop and meeting facilitation provided by DSZ include: Facilitation of a week-long workshop which produced an employment dispute resolution training video and an outline for a bench book for employment dispute resolution coordinators Facilitation of a team-building and conflict resolution workshop for an entire work unit Conference facilitation and delivery of EEO counseling training top↑   [...] Read more...
Investigations F.I.N.D. Factual, Independent, Neutral, and Documented DSZ’s more than 35 years of investigation experience will provide you with cost effective, accurate, reliable and timely investigations in response to employment discrimination complaints. DSZ conducts over 800 investigations annually. We have more than 60 experienced, independent investigators available, nationwide, in whose technical excellence, judgment and professionalism you can be confident. DSZ has investigated a wide range of employment issues, including those involving individual, consolidated and class complaints. You can trust DSZ’s experience and expertise to help your organization or company effectively investigate its employment discrimination complaints. You can rely on DSZ whether the issue is sexual harassment, reasonable accommodation under the Rehabilitation Act or the Americans with Disabilities Act, Family Medical Leave Act issues, or allegations under Title VII, the Age Discrimination in Employment Act, or the Equal Pay Act. For federal agencies, DSZ’s experienced legal staff also provides written case analyses, including draft and final agency decisions. DSZ’s investigative files have successfully guided employers through administrative hearings and litigation. Our final agency decisions have withstood EEOC and Court reviews and analyses. Do you need experienced and effective investigation services? F.I.N.D. DSZ! If you are interested in more information on EEO Investigations, e-mail DSZ Case Intake, shatten@dsz.com   [...] Read more...
Privacy Policy Who we are The DSZ Inc. Web Site is comprised of various Web pages operated by DSZ Inc. Website addresses are: https://dszweb.com; https://dsz.com; https://dszonline.com DSZ Inc. is committed to protecting your privacy and developing technology that gives you the most powerful and safe online experience. This Statement of Privacy applies to the DSZ Inc. Web site and governs data collection and usage. By using the DSZ Inc. website, you consent to the data practices described in this statement. top↑ Collection of your Personal Information DSZ Inc. collects personally identifiable information, such as your e-mail address, name, home or work address or telephone number. DSZ Inc. also collects anonymous demographic information, which is not unique to you, such as your ZIP code, age, gender, preferences, interests and favorites. There is also information about your computer hardware and software that is automatically collected by DSZ Inc.. This information can include: your IP address, browser type, domain names, access times and referring Web site addresses. This information is used by DSZ Inc. for the operation of the service, to maintain quality of the service, and to provide general statistics regarding use of the DSZ Inc. Web site. Please keep in mind that if you directly disclose personally identifiable information or personally sensitive data through DSZ Inc. public message boards, this information may be collected and used by others. Note: DSZ Inc. does not read any of your private online communications. DSZ Inc. encourages you to review the privacy statements of Web sites you choose to link to from DSZ Inc. so that you can understand how those Web sites collect, use and share your information. DSZ Inc. is not responsible for the privacy statements or other content on Web sites outside of the DSZ Inc. and DSZ Inc. family of Web sites. top↑ Use of your Personal Information DSZ Inc. collects and uses your personal information to operate the DSZ Inc. Web site and deliver the services you have requested. DSZ Inc. also uses your personally identifiable information to inform you of other products or services available from DSZ Inc. and its affiliates. DSZ Inc. may also contact you via surveys to conduct research about your opinion of current services or of potential new services that may be offered. DSZ Inc. does not sell, rent or lease its customer lists to third parties. DSZ Inc. may, from time to time, contact you on behalf of external business partners about a particular offering that may be of interest to you. In those cases, your unique personally identifiable information (e-mail, name, address, telephone number) is not transferred to the third party. In addition, DSZ Inc. may share data with trusted partners to help us perform statistical analysis, send you email or postal mail, provide customer support, or arrange for deliveries. All such third parties are prohibited from using your personal information except to provide these services to DSZ Inc., and they are required to maintain the confidentiality of your information. DSZ Inc. does not use or disclose sensitive personal information, such as race, religion, or political affiliations, without your explicit consent. DSZ Inc. keeps track of the Web sites and pages our customers visit within DSZ Inc., in order to determine what DSZ Inc. services are the most popular. This data is used to deliver customized content and advertising within DSZ Inc. to customers whose behavior indicates that they are interested in a particular subject area. DSZ Inc. Web sites will disclose your personal information, without notice, only if required to do so by law or in the good faith belief that such action is necessary to: (a) conform to the edicts of the law or comply with legal process served on DSZ Inc. or the site; (b) protect and defend the rights or property of DSZ Inc.; and, (c) act under exigent circumstances to protect the personal safety of users of DSZ Inc., or the public. top↑ Use of Cookies The DSZ Inc. Web site use “cookies” to help you personalize your online experience. A cookie is a text file that is placed on your hard disk by a Web page server. Cookies cannot be used to run programs or deliver viruses to your computer. Cookies are uniquely assigned to you, and can only be read by a web server in the domain that issued the cookie to you. One of the primary purposes of cookies is to provide a convenience feature to save you time. The purpose of a cookie is to tell the Web server that you have returned to a specific page. For example, if you personalize DSZ Inc. pages, or register with DSZ Inc. site or services, a cookie helps DSZ Inc. to recall your specific information on subsequent visits. This simplifies the process of recording your personal information, such as billing addresses, shipping addresses, and so on. When you return to the same DSZ Inc. Web site, the information you previously provided can be retrieved, so you can easily use the DSZ Inc. features that you customized. You have the ability to accept or decline cookies. Most Web browsers automatically accept cookies, but you can usually modify your browser setting to decline cookies if you prefer. If you choose to decline cookies, you may not be able to fully experience the interactive features of the DSZ Inc. services or Web sites you visit. top↑ Security of your Personal Information DSZ Inc. secures your personal information from unauthorized access, use or disclosure. DSZ Inc. secures the personally identifiable information you provide on computer servers in a controlled, secure environment, protected from unauthorized access, use or disclosure. When personal information (such as a credit card number) is transmitted to other Web sites, it is protected through the use of encryption, such as the Secure Socket Layer (SSL) protocol. top↑ Changes to this Statement DSZ Inc. will occasionally update this Statement of Privacy to reflect company and customer feedback. DSZ Inc. encourages you to periodically review this Statement to be informed of how DSZ Inc. is protecting your information. top↑ Contact Information DSZ Inc. welcomes your comments regarding this Statement of Privacy. If you believe that DSZ Inc. has not adhered to this Statement, please contact DSZ Inc. at postmaster@dszonline.com. We will use commercially reasonable efforts to promptly determine and remedy the problem. top↑   [...] Read more...
Final Agency Decisions F.A.I.R. Factual, Appropriate, Impartial, and Reliable Analysis and Findings DSZ offers its clients two types of case analyses: Informal findings/conclusions based on investigative records; Formal findings/conclusions, based on investigative records, sufficiently detailed for use in EEOC hearings. Formal findings/conclusions include all appropriate legal citations, and are available in different formats acceptable to EEOC. They include all appropriate appeal rights and can be adopted by the user as provided with little or no change. Informal findings/conclusions are less detailed, less “legalistic” and, as a consequence, less expensive for those users who desire a brief assessment of whether an investigative record supports a finding of discrimination or a finding of no discrimination. This type of assessment is particularly useful for making decisions about whether settlement efforts are warranted. Samples of these different products can be provided for your review. DSZ’s informal findings/conclusions are relied on by DOD, among other clients, while our formal final agency decisions are used by many federal agencies, including the GSA, NASA, SBA, TVA, USDA, and others. Looking for reliable case analyses? DSZ IS ALWAYS F.A.I.R! If you are interested in more information on FADs, please contact DSZ Case Intake, lrobinson@dsz.com   [...] Read more...
Publications Download the latest DSZ Newsletter 2019 Writing Letters of Acceptance and Dismissal: A Step-by-Step Guide for the Federal EEO Professional This book is for use by federal sector equal employment opportunity (EEO) professionals, including EEO specialists, EEO Directors, or agency attorneys, who carry out the mandates of the federal sector EEO program related to the formal EEO complaint process. For both the agency and the complainant, the first critical step in the formal EEO complaint process is the agency’s decision whether to accept and investigate the discrimination issues identified during informal counseling and in the formal EEO complaint. An equally important step is the agency’s identification and analysis of EEO issues that it prepares to dismiss, in whole or part. These key agency decisions are communicated to the complainant through an agency letter of acceptance (LOA) or an agency dismissal. The underlying assumption of this book is that an analytical framework is essential for a full understanding of the varied requirements and complexities in drafting LOAs and dismissals. The goal of this book is to help you develop a workable, analytical framework that includes a review of all key procedural and substantive standards for preparing timely and complete LOAs, and defensible dismissals. Your use of this book will enable you to preserve the rights of all parties during the formal EEO complaint process, while maintaining your commitment to the underlying integrity of the EEO complaint process. top↑ Federal Supply Schedule Price List – NEW SCHEDULE The Federal EEO Investigator’s Companion Nuts and bolts guidance on conducting an EEO investigation! In The Federal EEO Investigator’s Companion, Elizabeth Lytle is your personal guide through the process. Drawing on 25 years experience as an EEO investigator and investigation case manager, she explains the legal theories and bases of discrimination in plain English, using real-life examples to connect the legal with the practical. Along with a firsthand account of the EEO investigator’s role and investigation procedures and protocols, you get ready-to-use guidance to conduct an investigation, including how to: Organize the file and get the investigation off to a good start Write and finalize the affidavit Obtain testimony and interview witnesses, even the uncooperative Identify potential conflicts of interest Determine time frames for the investigation Complete with model forms, documents and other tools to help you through the investigation – and finish with a thorough, quality report. top↑ Resolution Reached, Formal Complaint Avoided: Practical Skills to Settle Federal EEO Disputes Packed with advice, this new pamphlet outlines specific techniques for resolving employee grievances during informal counseling – helping your agency avoid formal EEO complaints. You get pointers to develop your resolution skills, giving you the framework to think through options that could satisfy the interests of both parties early in the process. Here’s the guidance you need start to finish, in chapters dedicated to: Barriers to Resolution and Strategies for Overcoming Them Interviewing the Parties Resolution Techniques Special Considerations Writing the Agreement Save your agency time and money — and reduce stress for everyone involved – with strategies to: Ask the right questions during interviews Present the benefits of early resolution Start – and end – each meeting Handle disability-related conflicts, including private medical information Determine the timeliness of the employee’s counseling contact Give physical cues to let the speaker know you’re paying close attention And, you get boilerplate language already used in agency settlement agreements – to help you write the most effective agreements. top↑ [...] Read more...
Training Courses   EEO Training for Managers/Supervisors (two days): In this course, agency managers and supervisors identify and apply proactive strategies to successfully manage a diverse and productive workforce, contribute to a positive EEO workplace and minimize EEO complaints. In addition, they review the informal and formal EEO complaint system including their roles, rights and responsibilities and that of their employees. Using case studies, the managers and supervisors analyze and discuss all significant Federal anti-discrimination laws, policies and theories of discrimination, e.g., disparate treatment (including workplace harassment), disability accommodation and religious accommodation. Using a role play and case study, they identify and apply key management communication skills and strategies for effectively resolving workplace issues and conflicts. top↑ EEO Training for Employees (one day): This course is designed for non-supervisory employees who will examine the impact of cultural and other workplace biases upon their activities and those of their co-workers in a diverse workplace. They review the informal and formal EEO complaint system including their roles, rights and responsibilities and that of their co-workers and managers/supervisors. Using case studies, the employees analyze and discuss all significant Federal anti-discrimination laws, policies and theories of discrimination, e.g., disparate treatment (including workplace harassment), disability accommodation and religion accommodation. They also identify and apply key employee communication skills and strategies for effectively resolving workplace issues and conflicts. top↑ Reasonable Accommodation (one day): Participants in this course review and analyze an agency’s responsibilities under the Rehabilitation Act to provide a reasonable accommodation to a qualified disabled individual. Using practical exercises, they identify and examine key issues arising under the Rehabilitation Act: Who is covered? What impairments are covered? What is a “reasonable accommodation” and an “undue hardship”? What is the relationship between the Rehabilitation Act and other Federal laws and policies such as the Americans With Disabilities Act, the Family and Medical Leave Act and Workers Compensation? Using a case study and role play, the participants also identify and apply strategies for responding to and resolving a request for a reasonable accommodation. top↑ Letters of Acceptance/Dismissal (two days): This course is designed for EEO professionals who prepare and/or review agency letters of acceptance (LOA) or dismissal under 29 C.F.R. s. 1614. Using a variety of case studies and practical exercises, the participants identify the substantive and procedural standards affecting sound and defensible letters of acceptance and early dismissal letters, including Federal statutes and regulations. Through analytic practice, the participants examine and apply techniques for writing precise, accurate, timely and well-reasoned LOAs in cases relating to timeliness, failure to state a claim, mootness, offer of full relief and failure to cooperate. In addition, the participants analyze complex dismissal issues such as continuing violations, pattern and practice allegations, constructive discharge and hostile environment cases. top↑ Compensatory Damages (two days): In this course, civil rights professionals identify and apply the procedural and substantive standards established under the 1991 Civil Rights Act so that they can conduct a systematic, complete, objective analysis of a claim for compensatory damages. The participants develop and apply a framework for analyzing a compensatory damages claim and apply it to case studies and practical exercises. They will examine and discuss significant issues: What claims are compensable? What are the 10 types of claims which are excluded? What are the procedural requirements for making and responding to a claim? What are the standards for evaluating a claim ?objective evidence, nexus to harm, type of damages, EEOC and other guidelines and agency offsets? top↑ EEO Investigations (two days): This course is designed for EEO professionals who conduct investigations or manage an agency’s EEO investigative processes and system. Through case studies, role play and exercises, the participants identify the analytical framework, practical skills and substantive knowledge which are required for agencies and investigators to conduct timely, complete and impartial EEO investigations. These include planning, listening and interviewing, maintaining neutrality, analysis and writing. They also review and analyze relevant Federal laws, regulations, theories of discrimination and standards of proof which affect civil rights investigations. In addition, the participants apply the analytic skills which are critical to evaluating the materiality, relevancy and reliability of information received during an investigation. top↑ Recognizing and Preventing Sexual Harassment (one day): Participants in this course will review and discuss Federal laws and EEOC standards for defining sexual harassment within a diverse work place, e.g., quid pro quo and hostile work environment. They will review key elements of an effective prevention program, including managers’ liability and employees’ responsibilities. Through case studies and role play, the participants will also analyze their obligation to develop and apply proactive strategies which identify, prevent and resolve sexual harassment issues. top↑ EEO Counselor Training (Basic) (two days): This course is designed for new or recently appointed full time and collateral duty EEO counselors with a year or less of actual counseling experience. Using role play, case study and analysis to supplement extensive written material, the course leads participants through the informal and formal Federal sector EEO complainant system and focuses on the counselor’s primary role and responsibilities. The participants examine the seven step process for successful EEO counseling and build on each stage though their exercises: e.g., defining the issues, maintaining neutrality, resolving the issues, making an agreement and preparing a report. top↑ EEO Counselor Training (Advanced) (two days): The course is designed for EEO counselors with at least one year of full time or 2 or more years of collateral duty counseling experience. Within a review of Federal sector EEO complainant processing and significant recent EEO decisions, participants identify and apply advanced skills for effectively resolving EEO conflicts, including effective planning, setting the stage for successful resolution, defining and processing the issues, and reaching an agreement using interest-based approaches. top↑ Writing Final Agency Decisions (three days): In this course, the participants will examine the analytical considerations which guide the preparation of timely, well-written and legally sound final agency decisions (FAD). They examine a FAD writer’s role, discretion and authority in the Federal sector EEO system and key tools: Federal laws, EEOC regulations and policies, theories of discrimination, standards of proof, remedies and damages. Using case studies and exercise, the participants review and apply standards for evaluating an investigative file and writing a FAD: material, reliable and relevant evidence. They review and analyze an investigative record and draft the essential elements of a FAD based on such record. For more information about DSZ’s training programs, contact Sonya Williams, DSZ Marketing Contact, at swilliams@dsz.com. top↑   [...] Read more...
Training Modules FOR MANAGERS AND SUPERVISORS EQUAL EMPLOYMENT OPPORTUNITY – AN OVERVIEW Key concepts of Equal Employment Opportunity Bases and Theories of Prohibited DiscriminationTitle VII, including the Pregnancy Discrimination Act Equal Pay Act o Age Discrimination in Employment Act (ADEA) Rehabilitation Act Executive Orders (Marital status, parental status, sexual orientation) Genetic Information Nondiscrimination Act Introduction to EEO Concepts EEO and the Manager – What do I need to know? EEO CONCEPT – DISPARATE TREATMENT What is Disparate Treatment? Case study discussions applying standard of proof EEO CONCEPT – DISPARATE IMPACT What is Disparate Treatment? Case study discussions applying standard of proof EEO CONCEPT – SEXUAL HARASSMENT What is Sexual Harassment? EEOC Standards: Quid Pro Quo and Hostile Work Environment Determining What is “Hostile” and “Unwelcome” Behavior Strategies to Identify, Prevent and Resolve Sexual and other Discriminatory Harassment Agency Liability and Manager’s Responsibilities Key Elements of an Effective Prevention Program Policy and Procedures for Addressing Harassment Complaints EEO CONCEPT – DISCRIMINATORY HARASSMENT Defining work place harassment Determining What is “Hostile” and “Unwelcome” Behavior Key Elements of an Effective Prevention Program The office bully: Is it discriminatory harassment? Workplace violence? Manager’s role in addressing allegations of harassment and bullying EEO CONCEPT – ACCOMMODATION Providing a Reasonable Accommodation to Disability Manager’s Role in the Interactive Process Managing the disabled employee Medical documentation and genetic information Providing an Accommodation to Religious Beliefs PROTECTING AGAINST REPRISAL What is Reprisal? Managing after an EEO Complaint: Exercising Management Judgment without Fear of Retaliation Claims ISSUES IN MANAGING DIVERSITY Understanding the scope of a diverse workforce Discussion of issues in discrimination and diversity management OPM guidelines on the transgender employee EEOC Guidance on Pregnancy Discrimination EEO PROCESS CONSIDERATIONS AND CURRENT ISSUES System savvy: how to be an effective participant in the EEO process Identifying and implementing strategies to resolve and manage workplace conflict Resolution Opportunities in the EEO process top↑ FOR EMPLOYEES EQUAL EMPLOYMENT OPPORTUNITY – AN OVERVIEW Key concepts of Equal Employment Opportunity Bases and Theories of Prohibited DiscriminationTitle VII, including the Pregnancy Discrimination Act Equal Pay Act o Age Discrimination in Employment Act (ADEA) Rehabilitation Act o Executive Orders (Marital status, parental status, sexual orientation) Genetic Information Nondiscrimination Act Introduction to EEO Concepts UNDERSTANDING EEO CONCEPTS – DISPARATE TREATMENT, HARASSMENT, REPRISAL What is Disparate Treatment? What is sexual harassment? What is other workplace harassment/hostile work environment? What is reprisal/retaliation? What are an employee’s rights and responsibilities? Case studies UNDERSTANDING EEO CONCEPT – ACCOMMODATION Providing a Reasonable Accommodation to Disability The disabled employee and the Interactive Process Medical documentation and genetic information Providing an Accommodation to Religious Beliefs Case studies EEO PROCESS CONSIDERATIONS AND CURRENT ISSUES System savvy: how to be an effective participant in the EEO process Understanding your rights and responsibilities in the EEO process Achieving resolution, including the use of ADR THE RESPECTFUL WORKPLACE Understanding the agency mission for achieving a diverse workforce Exploring issues in discrimination and diversity management top↑   [...] Read more...
Online Training We now offer our EEO training online. This allows you to train personnel wherever they are located nationally or internationally. With one click, staff can access online training modules that include: Comprehensive content and lectures Downloads of handouts and other related materials Quizzes and tests to measure learning Certificates of completion DSZ online training can be accessed anywhere, anytime Our secure training platform allows you to open the training link on almost any computer or device that has internet access. Your staff can use a desktop, laptop, tablet, or smart phone to complete their training. Our online trainings allow staff to stop and restart the training modules. Staff can access training modules at their own pace, as they have time. DSZ trainings provide certificates of completion Your staff will automatically receive a certificate of completion once they finish the training and successfully complete the quizzes or tests. We typically set passing scores at 80%. DSZ reports your staff’s performance We can provide weekly or monthly reports that tell you which staff has completed their training, started their training, or have not opened the training. We can report quiz answers at the person level. However, since staff can retake quizzes until they meet the threshold for passing, reporting person level answers may not provide value. Want to learn more? Follow this link for more detailed descriptions of our on line training course descriptions Sample – EEO Introduction Training Sample – Sexual Harassment Training Sample – Accommodation to Disability Sample – EEO Training Read more more detailed descriptions of our online training courses. top↑   [...] Read more...
Letters Of Acceptance and Dismissal Writing Letters Of Acceptance/Dismissal DSZ understands the Letter of Accept/Dismiss (LOA) is the platform on which the entire formal investigation rests.  Based on the counseling report and the complaint, and in compliance with the 1614 regulations addressing accept and dismiss obligations, the LOA will determine the issues addressed in the ultimate investigation.  While bases may be added or changed in the course of the investigation, the claim itself is fixed by the LOA and the investigation must limit itself to the confines of that LOA.DSZ regards the task of writing defensible LOAs as seminal to the EEO process and believes it is the LOA writer’s obligation to use the regulations fully, including the dismissal provisions.  When we make a decision to dismiss all or a portion of a complaint, we are fully prepared to write a defensible and sound legal decision explaining our position. It is also our belief that careful vetting of complaints to assure accurate LOAs preserves agency resources for investigating timely claims.  The misuse of terms such as “continuing violation” and “hostile environment” in LOAs often leads to wide-ranging investigations of claims that are ultimately legally indefensible.  The LOA writer must have a full understanding of the Supreme Court standards in continuing violations and harassment and hostile environment claims as well as of all the general provisions of the relevant statutes, case law and regulations. Our LOA textbook is used by all of our writers and is up-dated annually to reflect changes in laws and standards as relevant.  Our LOA unit is under the direction of our Technical Director for FADs as the same rigorous legal vetting needs to be applied to LOAs as to FADs. As DSZ’s clients will attest, DSZ’s LOA work is timely, reliable, rigorous, and knowledgeable. If you are interested in more information on LOAs, e-mail Megan Zorn mzorn@dsz.com.   [...] Read more...
Contact Get in touch and we’ll get back to you as soon as we can.  We look forward to hearing from you! Please feel free to contact either principal directly or check our staff directory for contact information by product. We appreciate your business. Sonya Williams, President Arlington, VA Office 1501 Lee Highway, Suite 170 Arlington, VA 22209 (tel) 703.528.4921 (fax) 703.243.5250 swilliams@dsz.com Megan Zorn, Vice-President Boston, MA Office 7 Mendel Way, #2 Boston, MA 02130 (tel) 617.269.0849 (fax) 617.269.9139 mzorn@dsz.com To securely send information to DSZ staff members – please enter your contact information and choose the file to upload.   [...] Read more...
Counseling EEO Counselings: The First Step Providing effective impartial intervention to help enhance early identification and resolution of workplace disputes DSZ trained, experienced EEO counselors have assisted clients in employment disputes for over twenty years. Our Counselors help the parties identify their concerns and issues, and start them on the road to considering resolution options. DSZ Counselors write clear, objective reports and resolution agreements. Our staff brings extensive substantive EEO knowledge to their tasks, with skills-based dispute resolution techniques and strategies to help early resolution of your workplace conflicts wherever possible. DSZ Counselors have handled complex employment issues from sexual harassment through reasonable accommodation and bring to these issues sensitivity, complete confidentiality, and a full understanding of EEO rights and responsibilities under Part 1614. Let DSZ help you balance informal inquiry and your formal regulatory requirements If you are interested in more information on EEO Counseling, e-mail Sonya Williams swilliams@dsz.com or Le’Tisia Robinson lrobinson@dsz.com.   [...] Read more...
Alternative Dispute Resolution Resolutions for voluntary settlement of workplace disputes DSZ provides trained professionals to mediate your employment disputes, develop resolution options and strategies, and put your resolution agreements into clear, sound, understandable language. DSZ’s experienced professionals combine their extensive EEO knowledge with state-of-the-art mediation practices to bring dispute resolution techniques and strategies to your workplace conflicts.DSZ provides creative alternative dispute resolution services for all employment issues. Our ADR providers handle these issues with sensitivity to all parties’ rights, complete confidentiality and a full understanding of individual rights and responsibilities. Do you have workplace disputes? Let DSZ get them resolved. For more information on ADR, please contact Sonya Williams, swilliams@dsz.com   [...] Read more...
DSZ Inc. – A Certified, Woman Owned Small Business An Award Winning EEO Services Provider: DSZ is thrilled to have been twice selected as USDA’s Office of Inspector General woman owned business contractor of the year, 2009 and 2017! Welcome to DSZ, Inc. We provide quality services designed to improve your employment environment and to effectively address workplace conflicts. Among our services are neutral investigations of employment disputes, counseling and mediation services to help settle such disputes, legally sound Final Agency Decisions (FADs), a wide range of interactive training programs for both managers and employees as well as for employment professionals, and a technical assistance unit capable of evaluating your workplace and providing recommendations for improving it. As a full service EEO Provider, DSZ meets our clients needs from cradle to grave. Let us put our skills to work for you! Please explore all we have to offer to help you achieve effective equal employment in your workplace by following the links above or to the right. [...] Read more...
Principals Letter Welcome to DSZ. For over thirty years, we have focused our company on a single goal: to provide premier services addressing the many facets of conflict that affect our diverse workplaces. We have, from our inception, been dedicated to providing equity and efficiency in process for all parties engaged in employment disputes. We do not litigate: we clarify complaints, through quality investigations, and we resolve conflicts, through counseling, mediation and training. We help our clients identify endemic employment problems and develop effective action plans. We help train managers and employees to implement effective equal employment strategies and to promote equity in their customer service. Our clients include huge Federal agencies with nationally distributed staff, such as DOD, USDA and FDIC, and smaller entities such as the University of Houston, the City of Somerville, MA., and Fisher College in Boston. As we are employment law and employment conflict specialists with a problem-solving bent, you may need us for: Preventive help, such as crafting a sexual harassment grievance policy Crisis help, such as conducting an investigation into an employment complaint or mediating the resolution of a dispute Policy help such as crafting a training program that supports the workplace dynamics that you want for your office or company. Our able national staff of lawyers, social scientists, and mediators are devoted to assuring that our clients receive responsive and personal service in all of these tasks. We would be pleased to help you. Conflict is inevitable. Creative resolution of conflict can draw positive energy from the disputes that surface in any workplace. Our clients have found that we can assist them in bringing the best outcomes from difficult employment encounters. We look forward to bringing such creativity to your employment issues. Sincerely yours, Sonya Williams and Megan Zorn   [...] Read more...
Biographies Delany, Siegel, Zorn and Associates, Inc. (DSZ) specializes in providing quality services designed to resolve workplace conflicts. Since its inception in 1981, DSZ has investigated employment disputes for national and local employers, including managing national contracts for dozens of federal agencies. DSZ has completed thousands of reports of investigation used to clarify and resolve employment disputes. DSZ’s staff provides administrative judge services to many clients, writing hundreds of proposed findings on employment disputes. It also provides mediation and dispute resolution services. DSZ’s quality training materials and its research and written products in key areas of workplace conflict management are well known nationally. Along with employment dispute and compensatory damage claims investigations, DSZ designs and delivers training to varied audiences on significant employment issues, from sexual harassment prevention to managing workplace conflict. The firm also provides technical assistance and writes manuals/desk guides addressing employment program management. Our strength lies in matching the methods and content of our products to the specific needs of our audience/client. Our references will attest to our first rate reliability and product quality. Sonya Williams, President Sonya Williams brings over 30 years of experience to the Presidency of DSZ. One of DSZ’s first employees, she has held numerous roles within the company. Her diverse background gives her a uniquely wide view which translates into a deep understanding of the work and a flexible and creative approach to accomplishing it.         Megan Zorn, Executive Vice-President Megan Zorn strengthens the DSZ leadership with her vast knowledge of the EEO Complaint process. She has managed several of DSZ’s core products to include its largest, investigations, which has grown under her leadership. She continues to carry on the Zorn name with wisdom and integrity.           [...] Read more...
Corporate DSZ Mission Statement: To provide our clients a diverse range of highest quality civil rights products and services, maintaining and increasing our market level while continuing to foster employee satisfaction and development in an interactive and fulfilling workplace. DSZ Vision: DSZ shares a commitment to: The integrity of EEO processes and our own organizational ethics and processes. The quality and timeliness of our products and services Maximizing the contributions of employees by providing opportunities for growth and success. Managed growth. The effective integration of technology into our workplace. [...] Read more...
Products & Services DSZ is known nationwide for producing the highest quality, neutral, accurate, and timely EEO products from our Letters of Accept/Dismiss, through our ADR, counseling, investigations and Final Agency Decisions. Our special services, to include training in all aspects of EEO and in-depth workplace assessments, are designed to help you identify and solve employment problems in the workplace before they become troublesome.   [...] Read more...
Staff Directory   Name Position E-mail/Phone Office Location Corporate Sonya Williams President swilliams@dsz.com 703-528-4921 Arlington Megan Zorn Executive Vice President mzorn@dsz.com 617-269-0849 Boston Juliet Santo Administrative Assistant/Security Officer jsanto@dsz.com 703-528-4921 Arlington Marketing Sonya Williams Director of Marketing swilliams@dsz.com 703-528-4921 Arlington Client Services Sonya Hatten Director of Client Services shatten@dsz.com 617-269-0849 Boston Le’Tisia Robinson Senior Case Intake Associate/Publications Manager lrobinson@dsz.com 703-528-4921 Arlington Investigations Megan Zorn Director of Investigations/LOA mzorn@dsz.com 617-269-0849 Boston Sonya Hatten Director of Client Services jjuster@dsz.com 703-528-4921 Arlington Rachel Williams Case Intake Manager rwilliams@dsz.com 617-269-0849 Boston ADR Sonya Williams President swilliams@dsz.com 703-528-4921 Arlington Sonya Hatten Director of Client Services shatten@dsz.com 617-269-0849 Boston Counseling/Special Projects Sonya Williams President swilliams@dsz.com 703-528-4921 Arlington Le’Tisia Robinson Senior Case Intake Associate/Publications Manager lrobinson@dsz.com 703-528-4921 Arlington FADS/Training Sonya Williams President swilliams@dsz.com 703-528-4921 Arlington Le’Tisia Robinson Senior Case Intake Manager lrobinson@dsz.com 703-528-4921 Arlington Administrative Services/Technology Juliet Santo Technical Support Associate jsanto@dsz.com 703-528-4921 Arlington Administrative Services/Finance Gina Hampton Senior Finance Associate ghampton@dsz.com 617-269-0849 Boston Marjana Capo Finance Associate mcapo@dsz.com 617-269-0849 Boston Office Operations/Publications Le’Tisia Robinson Publications Manager Leader lrobinson@dsz.com 703-528-4921 Arlington Sophia Carter Publications Associate Leader scarter@dsz.com 703-528-4921 Arlington Gem-Marie Santo Publications Associate/Receptionist gsanto@dsz.com 703-528-4921 Arlington Sara Burrus Publications Associate sburrus@dsz.com 703-528-4921 Arlington top↑   [...] Read more...
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