2023 EEOC & Employers: Investigating Claims of Harassment & Discrimination

$0.00

Date: April 07, 2023 | Time: 03:00 PM (ET)
Duration: 90 Minutes | Speaker: Diane L. Dee
Certification: SHRM & HRCI Credit – 1.5

*Not able to attend the live session on webinar date ? don’t worry ! purchase on-demand session and watch it whenever you want.

*After conducted the live webinar – you will get the on-demand session within 48 working hours on your registered email.

Summary of the Event: 

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

 

Who will benefit from attending this webinar?

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

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

Speaker

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.

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®).


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.

FAQ's

How do I get enrolled for this webinar/course?

Sign up now on pedu.io. Visit pedu.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 Pedu to anyone in your social circle. Explore your industry with your colleagues by getting them signed up on pedu.io today!

How can I access the live webinar?

Go for the topic of your keen interest on pedu.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?

Pedu 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. Pedu 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.