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Jul 11


2023 EEOC AND EMPLOYERS: INVESTIGATING HARASSMENT AND DISCRIMINATION

2023 EEOC and Employers: Investigating Harassment and Discrimination

By Audiopence
49 followers
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WHEN AND WHERE


DATE AND TIME

Tuesday, July 11 · 5 - 6:30pm UTC


LOCATION

Online


REFUND POLICY

Contact the organizer to request a refund.


ABOUT THIS EVENT

 * 1 hour 30 minutes
 * Mobile eTicket


DESCRIPTION

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 to the management's attention.
Suppose an employee lodges a complaint against a colleague or the employer
itself. In that case, 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 stop the unwelcome conduct
immediately. 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 inquiry and what consequences does
non-compliance bring?

WHY SHOULD YOU 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 essential 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 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 yield the best
information and evidence and 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.

AREA COVERED

 * 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 harassmentWhat's disparate
   treatment v. disparate impact?
 * Different forms of Harassment and applicable court cases
 * What's QuidProQuo harassment and a 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 do we establish Affirmative Action programs?
 * EEOC’s authority and role when adjudicating claims of harassment and
   discrimination
 * The seriousness of EEOC complaints and costs of litigation

LEARNING OBJECTIVES

 * Formal complaints and the investigative process
 * How to create a plan for your investigation?
 * How do we 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?

WHO WILL BENEFIT?

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


TAGS

 * Online Events
 * Things To Do Online
 * Online Classes
 * Online Other Classes
 * #hr
 * #hrprofessionals
 * #hrtraining
 * #hrtrainingclasses
 * #human_resource
 * #human_resources
 * #hr_training
 * #hr_workshop
 * #human_resources_training
 * #hr_events


ABOUT THE ORGANIZER

Organized by
Audiopence
49 followers
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 * Follow



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