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HR & PAYROLL

Home HR & Payroll 2024 EEOC & Employers: Investigating Claims of Harassment &
Discrimination


2024 EEOC & EMPLOYERS: INVESTIGATING CLAIMS OF HARASSMENT & DISCRIMINATION

Live Webinar

 * SPEAKER
   
   Diane L. Dee, SPHR, SHRM-SCP

 * DATE
   
   Jan 30, 2024

 * TIME
   
   15:00 PM EST

 * DURATION
   
   90 Min

$229.00
Book Now
 * Overview
 * Speaker
 * CEUs

Overview:

 

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 investigators 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.

 

Session Highlight:


·       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

 

Who Should Attend:


·       Business Owners

·       Senior Management

·       Human Resources professionals

·       Compliance professionals

·       Operations Managers

·       Project Managers

·       Team Leaders

·       Managers & Supervisors

·       Talent Development Professionals

 

Ask your question directly from our expert during the Q&A session following the
live event.




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, training, and
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 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.




1.50 HRCI Credit Hours (Applied)


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