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Description

You have just received the unwelcome news that a former employee has filed a Charge of Discrimination against your organization with the Equal Employment Opportunity Commission (EEOC). What should you do? Should you retain an employment law attorney? Should you commence an internal investigation? Should you arrange a meeting with human resources or, perhaps, the former employee’s direct supervisor? Should you prepare a response to the charge?

The filing of an EEOC charge is the first step in what may be an organization’s lengthy and costly process of defending itself against allegations of discrimination. Upon the filing of a charge, the EEOC commences an investigation to determine the legitimacy of the employee’s claims that an employer violated a federal anti-discrimination law, such as Title VII of the Civil Rights Act, the Americans with Disabilities Act, or the Age Discrimination in Employment Act. An EEOC investigation fulfills the employee’s requirement to first exhaust administrative remedies prior to filing a discrimination lawsuit.

Although an EEOC investigation is administrative in nature, employers should not take it lightly. The process of responding to an EEOC charge is one of the most complicated and disruptive circumstances that a company faces. It raises numerous legal issues that can not only have a substantial impact on the outcome of the investigation, but also cripple an organization’s defense if the employee later seeks damages by filing a discrimination case in court. For that reason, it is absolutely imperative that employers fully understand the EEOC process in furtherance of reducing potential liability and preserving all of the available defenses.

In this webinar, we will walk you through each and every step of an EEOC investigation into a discrimination charge. Specifically, we will provide best practices on topics such as:

Initial steps after learning of the charge
Preparing for drafting a response to the charge (called a position statement)
Drafting a position statement
Handling EEOC requests for information and interviews
Participating in EEOC mediation and reaching an amicable resolution of the charge

Do not miss this important webinar!

Learning Objectives

After this webinar, you will be able to:

Understand the fundamental elements of a discrimination claim
Know recommended strategies that organizations can take to reduce the likelihood of an EEOC charge
Understand each step of the EEOC charge process from start to finish
Recognize potential common pitfalls that may arise during the EEOC charge process
Apply best practices to reduce risk and legal exposure arising from discrimination claims

Target Audience

Human Resources Managers and Staff
C-Suite” Leadership: CEOs, CFOs, CMOs, COOs, and CCO
Directors and Supervisors
Compliance Officers
Risk Managers
In-House Legal Counsel

Recording $199.00 Digital Download $249.00

Transcript (PDF) $199.00

Recording+Transcript $299.00 Digital Download+Transcript $349.00

Speaker Detail

Margie Faulk

Margie Faulk is a senior-level human resources professional with over 15 years of HR management and compliance experience. A current Compliance Advisor for HR Compliance Solutions, LLC, Margie, has worked as an HR Compliance advisor for major corporations and small businesses in the small, large, private, public, and non-profit sectors. Margie has provided small to large businesses with risk management strategies that protect companies and reduces potential workplace fines and penalties from violation of employment regulations. Margie is bilingual (Spanish) fluent and Bi-cultural.Margie’s area of expertise includes Criminal Background Screening Policies and auditing, I-9 document correction and storage compliance, Immigration Compliance, employee handbook development, policy development, sexual harassment investigations/certified training, SOX regulations, payroll compliance, compliance consulting, monitoring US-based federal, state and local regulations, employee relations issues, internal investigations, HR management, compliance consulting, internal/external audits, and performance management.Margie is a speaker and accomplished trainer and has created and presented compliance seminars/webinars for over 16 US and International compliance institutes. Margie has testified as a compliance subject matter expert (SME) for several regulatory agencies and against regulatory agencies, thank goodness, not on the same day. Margie offers compliance training to HR professionals, business owners, and leadership to ensure compliance with workplace and regulations.Margie’s unique training philosophy includes providing free customized tools for all attendees. These tools are customized and have been proven to be part of an effective risk management strategy. Some of the customized tools include the I-9 Self Audit. Correction and Storage program, Ban the Box Decision Matrix Policy that Employers can provide in a dispute for allegations, Family Medical Leave Act (FMLA) Compliance Guide, Drug-Free Workplace Volatile Termination E-Book, and other compliance program tools when attendees register and attend Margie’s training.Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from the Society for Human Resources Management. Margie is a member of the Society of Corporate Compliance & Ethics (SCCE).

Demystifying the Process of Responding to an EEOC Charge of Discrimination

Speaker Detail

Margie Faulk

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Demystifying the Process of Responding to an EEOC Charge of Discrimination

Speaker Detail

Margie Faulk

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