Description
Get the tools needed to write an effective EEOC position statement.Many employers have limited experience dealing with the EEOC and charges of discrimination. Often an employer will receive a charge and want to simply respond that it is untrue and they did not discriminate. However, an employer’s response to a charge of discrimination is very important and can significantly impact the ultimate resolution of a claim. This topic will provide tips for effectively responding to a charge of discrimination. It will provide an overview of the EEOC administrative process and provide tips for drafting effective position statements. It also will discuss other options such as early mediation or informal resolution that may be useful in certain situations.
Date: 2020-05-21 Start Time: End Time:
Learning Objectives
The EEOC Process
• What Is Does Exhaust Administrative Remedies Mean?
• Charge
• Position Statements
• Conciliation/Dismissal
• Litigation
The Position Statement
• Effective Preparation
• Witness Interviews
• Compilation of Supporting Documentation
• Legal Research
• Drafting the Position Statement
• Potential Strategies for Responding (Broad vs. Narrow Scope)
• What Should Be Included?
• What Should Not Be Included?
• Exhibits
• Follow-up Requests From the EEOC
• Requests for Additional Information
• Requests for Additional Documents
• Other Considerations During the EEOC Process
• Systemic Claims
• Individual Claims
• Early Meditation
• The Role of the Position Statement in Litigation
The Role of the Position Statement in Litigation
• Admissible?
• Potential Affirmative Defenses
CLE (Please check the Detailed Credit Information page for states that have already been approved) ,Additional credit may be available upon request. Contact Lorman at 866-352-9540 for further information.
Andrew W. McLaughlin-Stearns Weaver Miller Weissler Alhadeff & Sitterson, P.A.
