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Home / Live Webinars / 2022 EEOC & Employers: Investigating Claims of Harassment
& Discrimination

2022 EEOC & Employers: Investigating Claims of Harassment & Discrimination
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2022 EEOC & EMPLOYERS: INVESTIGATING CLAIMS OF HARASSMENT & DISCRIMINATION

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Date: June 09, 2022 | Time: 03:00 PM (ET)
Duration: 90 Minutes | Speaker: Diane L. Dee
Certification: SHRM & HRCI Credits – 1.5


Purchase Oprions
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Transcript – $200.00
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Live + On Demand + Download – $399.00
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2022 EEOC & Employers: Investigating Claims of Harassment & Discrimination
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 * Description
 * Speaker
 * Certifications
 * FAQ's

Organizations have legal and moral responsibilities to support diversity in
their workplaces and to ensure compliance with all equal employment opportunity
rules and regulations.  Unfortunately, workplaces have not always been welcoming
to women and minorities, and many people have faced prejudicial behavior when
seeking employment or while on the job.

While laws like the Civil Rights Act of 1964 have improved the working lives of
many, there are still serious issues that require attention and action.  Human
Resource professionals are especially important for creating hospitable and
inclusive work environments.

Policies that discriminate against protected classes of individuals, either
explicitly or accidentally, are illegal.  Thus, even unintentionally
discriminatory practices that disparately impact those that are vulnerable to
prejudicial treatment must be prevented.

Investigating an employee’s claim of discrimination or harassment requires
immediate action on the part of employers to satisfy the recommendations of the
Equal Employment Opportunity Commission (EEOC).  The EEOC strongly recommends
that employers swiftly investigate and resolve employees’ complaints of
workplace harassment and discrimination.  If an employee lodges a complaint
against a colleague or the employer itself, an investigation is a required step
since courts have ruled that failure to investigate on the part of an employer
is akin to discrimination.

 

Responsiveness to a complaint and an investigation will not only yield the best
information and evidence, but it will also enhance both the investigator’s and
employer’s credibility.  Investigations can help the organization identify and
resolve internal problems before they become widespread.  Given that every
complaint has the potential to become a lawsuit, employers should investigate
every case in a manner in which it can be presented to a court of law, if
necessary.  As potentially disruptive as investigations can be, they must be
prompt, thorough and effective to ensure all parties’ protection.

 

SPECIFIC TOPICS TO BE DISCUSSED:

 * Functions of the EEOC
 * Federal legislation requiring equal treatment of employees
 * Title VII of the Civil Rights Act of 1964: Original protected classes and
   currently-acknowledged protected classes; Amendments to Title VII in 1991 and
   2020
 * Disparate treatment v. disparate impact
 * Various forms of harassment & applicable court cases
 * How is sexual harassment defined?
 * What harassment is NOT
 * Quid-Pro-Quo harassment and Hostile Work Environments
 * Best Practices for avoiding claims of sexual harassment
 * Determining is the harassment is severe or pervasive
 * Sexual harassment red flags
 * Process of filing a charge with the EEOC
 * Common reasons employees state for not filing a claim
 * Charges of retaliation and discrimination
 * Formal complaints and the investigative process
 * Process for employees to follow when filing a charge of discrimination with
   the EEOC and State/Local Agencies
 * What employers can expect once a charge is filed
 * Conciliation process
 * New legislation regarding forced arbitration: Ending Forced Arbitration of
   Sexual Assault and Sexual Harassment Act of 2021
 * Mediation process
 * EEOC determinations
 * Front Pay in lieu of job reinstatement
 * EEOC penalties levied against employers
 * Tips when dealing with the EEOC
 * Affirmative Action programs
 * The cost of non-compliance

 

CERTIFICATION:

Pedu is recognized by SHRM to offer Professional Development Credits (PDCs) for
the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.5 PDCs for the
SHRM-CPSM or SHRM-SCPSM. For more information about certification or
recertification, please portal.shrm.org.

 

This Program has been approved for  1.5  HR (General)  recertification credit
hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and
SPHRi™recertification through HR Certification Institute® (HRCI®).

 

 

WHO WILL BENEFIT FROM ATTENDING THIS WEBINAR?

 * Senior Leadership
 * Managers & Supervisors
 * Project Team Leaders
 * Human Resources Professionals
 * Operations Professionals
 * Recruiting Professionals
 * Employees


SPEAKER

DIANE L. DEE

Diane L. Dee, President and Founder of Advantage HR Consulting, LLC is a senior
Human Resources professional with over 30 years of experience in the HR arena.

Diane’s background includes experience in HR consulting and training &
administration in corporate, government, consulting and pro bono environments.

Diane founded Advantage HR Consulting in early 2016. Under Diane’s leadership,
Advantage HR Consulting provides comprehensive, cost-effective Human Resources
solutions for small to mid-sized public and private firms in the greater
Chicagoland area.  Diane also develops and conducts webinars on a wide variety
of HR compliance and administrative topics for various training firms across the
country.   Additionally, Diane is the author of multiple white papers and
e-books addressing various HR compliance topics.

Diane holds a Master Certificate in Human Resources from Cornell University’s
School of Industrial and Labor Relations and has attained SPHR and SHRM-SCP
certification. Diane performs pro bono work through the Taproot Foundation
assisting non-profit clients by integrating their Human Resources goals with
their corporate strategies.


CERTIFICATIONS



Pedu is recognized by SHRM to offer Professional Development Credits (PDCs) for
the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.5 PDCs for the
SHRM-CPSM or SHRM-SCPSM. For more information about certification or
recertification, please portal.shrm.org.

 

This Program has been approved for    1.5    HR (General)  recertification
credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and
SPHRi™recertification through HR Certification Institute® (HRCI®).



 

Pedu Courses and Webinar or any Education published “Articles & Materials”
strictly follows the standards and guidelines of the Professional Credit / CEU
Providers and Well Researched before publishment.

Pedu doesn’t support any Fake – News, Articles, or Compliance updates; Our
Industry Experts are highly verified and recognized, and their Pre-publishment
is verified via our experts and fact-checkers.


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CAN I ATTEND THE WEBINAR WITHOUT AN INTERNET CONNECTION?

You can request for an on-demand webinar that records the live webinar for you.
After the webinar ends, you will have full access to the webinar’s recording.

WHAT IS AN “ON DEMAND”?

If you can’t attend the live webinar, simply go for the ‘on-demand webinar’ for
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for you to access anytime from anywhere.

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well as comprehensive descriptions of the webinar, so you never miss out a
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