Discrimination In The Workplace - Legal Documentation, Timelines & Reporting Requirements to Minimize Risk
Webinar Background & Agenda :
The moment a discrimination or harassment complaint is received, it triggers a series of legal and procedural obligations. The Equal Employment Opportunity Commission (EEOC) has been particularly active in recent times, emphasizing the importance of employers promptly addressing and investigating employees’ complaints of workplace harassment and discrimination. This process should be initiated immediately upon receiving the complaint, ensuring compliance with federal, state, and local laws. Additionally, employers must ensure that the employee who filed the complaint is protected from any form of retaliation, as retaliation claims can further complicate the legal landscape. The integrity of the investigation is critical. It’s important that the investigation is not only thorough but also conducted in a manner that is fair and unbiased, preserving the rights of all parties involved.
The following agenda will be discussed in detail during this webinar :
- EEOC updates on Discrimination Charges against employers
- Responding to an EEOC Discrimination Charge - Timelines & Documentations involved
- Reading between the lines of a discrimination charge
- Conducting an investigation that stands up to EEOC and Legal scrutiny
- Detailed guidance on how to outline and prepare your case
- Legal Pitfalls to Avoid When Conducting Discrimination Investigations in the Workplace
- Timelines involved during discrimination investigations
- Privacy Issues: Cases on Reasonable Expectation of Privacy
- Preparing The Investigative Report
- Tips on Presenting your Investigative Report to Upper Management
- Preparing for Litigation: Preparation for Testifying about Your Report in Court
- How To Interview Witnesses ?
- Discussion of Cases Where Flawed Investigations Were Costly for Employers
- Addressing How to Handle He Said-She Said Scenarios
- Key errors in responding to employee complaints and how to avoid them
- How to conduct an investigation that stands up to legal scrutiny
- Steps for finalizing an investigation so there’s a clear resolution and no loose ends
- Examples & Case studies
With the sharp rise in discrimination charges being filed against employers, it's increasingly likely that such a charge could soon cross your desk. Employers are legally obligated to conduct a prompt and thorough investigation into the complaint. To mitigate the risks associated with discrimination and harassment claims, it’s essential that employers and HR professionals are equipped with the right tools and training. This program is specifically designed to provide you with the knowledge and skills necessary to navigate these complex situations effectively. By understanding your legal obligations, adopting best practices for investigations, and fostering a culture of respect and inclusion, you can significantly reduce the likelihood of costly claims and create a safer, more supportive workplace for all employees.
About The Trainer : Joe Aitchison is HRComTraK Managing Principal and Senior Client Advisor. He provides Business & HR client advisory services and HR out-source services nationally. He is a Human Resource professional with thirty years business management and HR consulting experience. In addition to working with General Industry clients, he provides services to multi plant International Tier I Automotive Manufacturing, Hospitality & Gaming, Retail and Food Processing Industries as well as legal, health care, benefit brokers and third party administrators. Mr. Aitchison is recognized as a leader in human resources and has obtained a lifetime certification as a senior professional in human resource management, SHRM – Senior Certified Professional and Healthcare Reform Specialist by the Healthcare Reform Center & Policy Institute. Mr. Aitchison has served on several for profit and not for profit boards.
