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Home Shop Live 2022 EEOC & Employers – Investigations of Harassment &
Discrimination
🔍
2022 EEOC & EMPLOYERS – INVESTIGATIONS OF HARASSMENT & DISCRIMINATION
Date: April 05, 2022
Time: 01:00 PM ET
Duration: 120 Minutes
Speaker: Diane L. Dee
CEU Credits : 2.0 HRCI
$0.00
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Categories: All Trainings, Human Resources & Payroll, Live
* Description
* Speaker
* Certification
DESCRIPTION
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.
On March 3, 2022, President Biden signed into law the “Ending Forced Arbitration
of Sexual Assault and Sexual Harassment Act of 2021” (the “Act”). The Act
amends the Federal Arbitration Act (“FAA”) to provide that predispute
arbitration agreements and predispute joint-action waivers relating to sexual
assault and sexual harassment disputes are unenforceable at the election of the
person or class representative alleging the conduct. The Act took effect
immediately upon signing. We will also cover this important update.
Session Highlights:
* 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 released March 3rd 2022 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
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, 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.
CERTIFICATION
This webinar has been approved for 2.0 HR (General) recertification credit hours
toward aPHR™, PHR®, PHRca®,SPHR®, GPHR®, PHRi™ and SPHRi™ recertification
through HR Certification Institute® (HRCI®).
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