EEOC Enforcement Trends and Litigation Risks Summit: What You Can Do To Protect Your Organization
|Date / Time:
Through its Strategic Enforcement Plan, the Equal Employment Opportunity Commission has outlined several key enforcement priorities through 2016. That means employment policies and practices concerning a wide variety of issues could be subjected to increased scrutiny, such as pay, background and credit checks in hiring, expanded reasonable accommodation obligations, and more. Consider the following examples of the EEOC's latest priorities and enforcements:
- In 2012, a record number of disability discrimination claims were filed with the EEOC, and the number of claims filed with the EEOC has increased steadily since 2005.
- This year marks the 50th anniversary of the Equal Pay Act, and to commemorate the existence of the federal law, the EEOC committed to enhanced enforcement of equal pay laws to eliminate compensation systems and practices that discriminate based on gender. It's off to a good start; the EEOC received more than 4,100 charges of gender-based wage discrimination, and obtained more than $24 million in relief for victims of gender-based wage discrimination.
- The EEOC has a laser focus on recruitment and hiring practices that discriminate against "racial, ethnic, and religious groups, older workers, women, and people with disabilities." This means pre-employment testing, background checks, date-of-birth inquiries, and more will be on the EEOC's radar.
In order to stay up to date on the latest trends, participate in this interactive and advice-rich extended webinar and learn the EEOC's latest enforcement priorities and litigation risks so you can keep your organization prepared and compliant.
In addition, you'll learn:
- The practical impact of the EEOC's pursuit of "systemic" cases of workplace discrimination
- What the EEOC's "Priority Charge Handling Procedures" (PCHP) can tell you about your potential exposure to costly legal liability
- Examples of recruiting and hiring practices that could lead to allegations of class-based discrimination - and how to avoid them
- Best practices for conducting background and credit checks
- How to evaluate your pay practices for internal equity
- What to do if you uncover potential pay disparities so you can make corrections swiftly
- How to manage disabilities in your workplace
- Types of employment policies and practices that could violate the rights of lesbian, gay, bisexual and transgender individuals under Title VII's sex discrimination provisions
- And much, much more
Attorney Merrily Archer, M.S.W., is the founder of EEO Legal Solutions, which offers expert, creative, and cost-effective solutions for managing the burgeoning risk of workplace EEO disputes. Ms. Archer is a former labor and employment attorney and a trial attorney for the U.S. Equal Employment Opportunity Commission. As a former EEOC insider, she uses her knowledge to empower HR leaders and in-house counsel to triage EEOC charges and handle in-house lower risk matters historically referred to outside counsel. Ms. Archer is a past winner of Denver Business Journal's Forty under 40 award, a recognized SuperLawyer in Employment Litigation Defense, and a recently inaugurated finalist in Law in the 2012 Denver PowerBook. She has published several articles and is a much-requested presenter on EEO issues for regional and national HR and trade organizations such as SHRM, CHRA, BAHRA, CAPLAW, the Colorado Bar Association, and the EEOC Training Institute.
Attorney Alanna Brook of Fisher &Phillips LLP's Phoenix office of focuses her practice on labor and employment litigation, employment discrimination and harassment claims, non-competition and trade secret agreements, and retaliation and wrongful termination claims. She has represented clients in both the Arizona Superior Court as well as the Executive Office of Immigration Review.
Attorney Jay Hux of Fisher &Phillip LLP's Chicago office represents management in all aspects of labor and employment law. He represents clients in various federal and state courts and agencies in defense of employment-related lawsuits, including claims arising under Title VII, the Age Discrimination in Employment Act, the Americans with Disabilities Act, the Family and Medical Leave Act, the Fair Labor Standards Act, the National Labor Relations Act, and restrictive covenant actions. Mr. Hux also advises clients on preventive measures and conducts training in regard to a wide array of federal and state employment issues.
Stephanie R. Thomas, Ph.D., of Cornell University's Institute for Compensation Studies specializes in the quantitative analysis of employment practices. She has extensive experience in the statistical analysis of gender, race and age discrimination claims with respect to compensation and selection decisions. Stephanie is the author of Compensating Your Employees Fairly: A Guide to Internal Pay Equity and regularly speaks to legal and industry groups across the country. Through her consulting practice, she works with major law firms, Fortune 500 companies, privately held businesses and government agencies. Stephanie has testified as an economic and statistical expert in federal and state courts throughout the U.S.
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This presentation is also available in a recorded format, in CD version, as shown in the pricing options below.
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All US States: 5
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|Keywords For This Course:|
EEOC, disability, discrimination, sexual harassment
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