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Form analysis
2 forms found in the DOM

POST

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POST

<form method="post">
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Diane L. Dee


INVESTIGATING EEOC COMPLAINTS OF HARASSMENT & DISCRIMINATION CHARGES AND
RESPONDING TO THOSE CHARGES IN 2022

 * 90 Minutes
 * October 04, 2022
 * 03:00 PM (EST) | 02:00 PM (CST) | 01:00 PM (MST) | 12:00 PM (PST)

"NOT ABLE TO ATTEND LIVE WEBINAR ? PURCHASE ON-DEMAND WEBINAR AND WATCH IT
WHENEVER AND MANY TIME AS YOU WANT."
"YOU WILL GET THE ON-DEMAND WEBINAR ON YOUR REGISTERED EMAIL AFTER COMPLETE THE
LIVE WEBINAR."

Certification: SHRM & HRCI Credits – 1.5

 * Overview
 * Speaker
 * FAQ
 * Certificate

EEOC ON INEQUITY, HARASSMENT, AND DISCRIMINATION IN 2022

With employment discrimination on the rise, EEOC encourages employers to provide
anti-harassment training to their employees and managers and to swiftly
investigate and resolve employees’ complaints of workplace harassment and
discrimination.

Employees should bring any harassment they face into the management’s attention.
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.

Employers should confront the harasser to immediately stop the unwelcomed
conduct. They should establish an effective complaint and investigation process
against harassment that encourages employees to raise valid concerns before they
escalate.

What’s the process for employees to follow when filing a charge of
discrimination with the EEOC and State/Local Agencies? What can employers expect
after a charge is filed? What does an unbiased investigation look like? How’s an
investigator selected?

How do the EEOC complaints hurt employers? What happens when EEOC penalties are
levied against employers? What should employers NEVER do when a complaint has
been received or an active investigation is going on?

How can you mitigate the risk of legal ramifications when conducting
investigations? What are the stages of investigation and what consequences does
non-compliance bring?


JOIN US ON EDUI TO FIND OUT!

 

EEOC AND EMPLOYERS: HARASSMENT COMPLAINTS TO LAWSUITS

 * What are the responsibilities and functions of the EEOC?
 * What is the Federal legislation requiring equal treatment of employees?
 * Title VII of the Civil Rights Act of 1964: Original protected classes and
   currently-acknowledged protected classes; further amended in 2020
 * Best practices to avoid an EEOC investigation
 * Best practices for avoiding claims of sexual harassment
 * What’s disparate treatment v. disparate impact?
 * Different forms of Harassment and applicable court cases
 * What’s Quid-Pro-Quo harassment and Hostile Work Environment?
 * What are the charges of retaliation and discrimination?
 * What’s the process of filing a charge with the EEOC?
 * Common reasons employees state for not filing a claim
 * EEOC determinations
 * Conciliation process
 * How to establish Affirmative Action programs?
 * EEOC’s authority and role when adjudicating claims of harassment and
   discrimination
 * Seriousness of EEOC complaints and costs of litigation

 

HARASSMENT CLAIMS, INVESTIGATIONS, AND CONSEQUENCES

 * Formal complaints and the investigative process
 * How to create a plan for your investigation?
 * How to ensure confidentiality?
 * Providing interim protection for the alleged victim
 * Utilizing internal and external investigators
 * How to develop interview questions and conduct interviews?
 * Making a determination
 * Closure of the investigation
 * How to develop a written summary of investigation results?

 

WHY IS IT IMPORTANT TO ATTEND?
 

Organizations and employers 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).

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.

DIANE L. DEE

Diane L. Dee, President of Advantage HR Consulting, LLC, has over 25 years of
experience in the Human Resources arena. Diane’s background includes experience
in Human Resources consulting and administration in corporate, government,
consulting, and pro bono environments. Diane founded Advantage HR Consulting,
LLC, in early 2016. Under Diane’s leadership, Advantage HR provides
comprehensive, cost-effective Human Resources solutions for small to mid-sized
firms in the greater Chicagoland area. Additionally, Diane conducts webinars on
various HR topics for various compliance training firms across the country.



Diane holds a Master Certificate in Human Resources from Cornell University’s
School of Industrial and Labor Relations and has attained SPHR, SHRM-SCP, sHRBP,
and HRPM® certification.




Diane is a member of the National Association of Women Business Owners and the
Society for Human Resource Management. Additionally, Diane performs pro bono
work through the Taproot Foundation, assisting non-profit clients by integrating
their Human Resources goals with their corporate strategies.

Edui 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 1.50 HR (General) recertification credit
hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, and SPHRi™
recertification through HR Certification Institute®? (HRCI®).




Edui 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.


Edui 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.


FAQ'S

HOW DO I GET ENROLLED FOR THIS WEBINAR/COURSE?

Sign up now on Edui. Visit edui.io to discover a wide range of webinars from
industry specialists. Tick on either ‘live webinar’ or ‘on-demand’, and simply
click on ‘buy now’ to get enrolled.

CAN I GET SOMEBODY ELSE ENROLLED FOR THIS COURSE? IF YES, HOW?

You can refer Edui to anyone in your social circle. Explore your industry with
your colleagues by getting them signed up on edui.io today!

HOW CAN I ACCESS THE LIVE WEBINAR?

Go for the topic of your keen interest on edui.io. Tick on ‘live webinar’ and
get enrolled! Easy registration, transparent transaction.

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
the same price! Now, the live webinar recording will be saved in a cloud storage
for you to access anytime from anywhere.

WILL THE TRANSCRIPT BE A HARD-COPY OR A SOFT-COPY?

Edui offer only soft copies of the webinars. It contains all the highlights as
well as comprehensive descriptions of the webinar, so you never miss out a
single detail.

CAN I ASK QUESTION(S) TO THE SPEAKER?

At the end of each webinar, you have the opportunity to interact with your
industry experts, where you will get answers to all your queries.

I MISSED THE LIVE WEBINAR. WHAT NOW?

Don’t worry, If you can’t join live webinar. Edui has automatically send you On
Demand on your registered mail id after conducting live webinar. So, you never
miss out a single detail.


ISN’T IT HELPFUL?


ASK YOUR QUESTION DIRECTLY FROM OUR CUSTOMER SUPPORT TEAM. 

BUY NOW

 * 0.00
   
   Live Webinar
   $ 199
   On Demand (OD)
   $ 199
   Transcript
   $ 200
   Live + On Demand (OD)
   $ 290
   Live + Transcript
   $ 290
   OD + Transcript
   $ 290
   OD + Download
   $ 299
   Live + OD + Transcript
   $ 399
   Live + OD + Download
   $ 399
   Live - 5 to 10 Attendees
   $ 599
   Live - 10 & More
   Attendees
   $ 999
   BUY NOW


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