CP#
Investigator:
Date Investigation Completed:
Recommendation(s):
What is the incident?
transfer
reassignment
layoff
job elimination
What is the date of incident?
Was the incident timely filed?
What is the alleged basis?
If the alleged basis is disability, then did Complainant's health
condition meet our three-part definition of disability? Explain.
Who is the Incident Doer (the person who made the incident decision)?
What are the Incident Doer's reasons for the incident?
What were Complainant's "qualifications" or "lack"
of qualifications?
Who had qualifications similar to Complainant's qualifications?
Did any of those "similarly qualified" persons escape
the incident?
Are any of those "escapees" nonbasis persons?
Has the Incident Doer adequately explained why the nonbasis persons
escaped and Complainant did not?
Is there direct evidence of basis motive? Are there basis-related
statements/remarks made by the Incident Doer? Is there a smoking
gun?
Has Respondent violated the antidiscrimination statute before,
as determined by a court or this agency? Was the Incident Doer
involved? If so, explain.
Has the Incident Doer discriminated against other basis persons
or against Complainant previously? If so, explain.
Do snapshot or timeframe work force statistics indicate that Respondent
was basis underrepresented?
Based on the "binomial" (statistical significance test),
could the underrepresentation have occurred by chance?
Was the Incident Doer at least partially responsible for the development
of Respondent's work force?
Throughout Incident Doer's tenure at Respondent, how many persons
has the Doer [incident]? What percentage of those persons are
basis?
Throughout Incident Doer's tenure at Respondent, how many persons
has the Doer supervised? What percentage of those persons are
basis?
Is the Incident Doer's basis-incident percentage greater than
the Doer's basis-supervised percentage? If so, then based on the
binomial, could the Doer's basis-incident record have occurred
by chance?
Was the basis a "motivating" factor in the incident?
If so, then state whether Respondent has claimed or can support
a basis bona fide occupational qualification?
If disability or religious belief/practice is the basis, could
Respondent have reasonably accommodated Complainant's limitations/needs?
Explain.
What is the recommendation?