Description
Make sure you are versed on the latest guidelines should you need to respond to an EEOC charge.The most effective way to avoid an EEOC charge is to make sure you have antiharassment, antidiscrimination and no retaliation policies, that employees are trained, and that all employees understand those policies. Prevention and awareness are areas employers should focus on when dealing with employee discrimination issues. If the worst case scenario happens, this material will tell you how to protect your company when an EEOC charge arises, tips and strategies to respond to the charge, how to prepare your position statement, and how to respond to requests for information and understand the mediation process.
Date: 2021-01-06 Start Time: End Time:
Learning Objectives
Laws Prohibiting Discrimination
• Protected Classifications
• Title VII
• ADA
• ADEA
• Pregnancy Discrimination
• Retaliation
• Prohibited Actions
• Recent Trends and Hot Button Issues
Preventing Harassment, Discrimination and Retaliation Claims
• Anti-Harassment, Anti-Discrimination and No Retaliation Training
• Conducting an Investigation
• Taking Appropriate Corrective Action
Responding to EEOC Charges
• EEOC Authority and Jurisdiction
• Time Period for Filing Charges
• EEOC Digital Charge System
• EEOC or Private Mediation
• What to Include in a Position Statement
• Increased Use by EEOC of Information Requests, Interviews, and Subpoena
Strategies to Address Cause Findings
• Conciliation Process
Litigation of EEOC Charges
• Right to Sue Notice
• Venue • State or Federal Court
• Section 83 Requests
• Class Action Considerations
CLE (Please check the Detailed Credit Information page for states that have already been approved) ,HR Certification Institute ,SHRM ,Additional credit may be available upon request. Contact Lorman at 866-352-9540 for further information.
Heidi Nunn-Gilman-Gammage & Burnham, PLC, Julie A. Pace – Gammage & Burnham, PLC
