Retaliation: How To Avoid The #1 Charge Filing And Write Position Statements To Withstand EEOC Scrutiny

Webinar: ID# 1026357
Recorded On-Demand
About This Course:
Retaliation is the #1 claim filed with the EEOC, so it very well may be your biggest legal threat.

If an employee is subjected to an adverse employment action, such as a demotion, suspension, or firing, after engaging in a protected activity (including filing a harassment or discrimination claim or taking part in a workplace investigation), you could be in for a heap of costly legal trouble.

But what should you do if this employee happens to be terrible at his job, or is incapable of showing up on time? Must you turn a blind eye to legitimate performance issues now that he has engaged in protected conduct?

The EEOC anti-retaliation protection is meant to cover any employer action that “might well deter a reasonable employee from complaining about discrimination.” So you need to be doubly careful not to do anything that might deter other employees from engaging in a protected activity.

If you’re nervous about walking this dangerous tightrope, as many employers understandably are, you won’t want to miss our in-depth webinar. Our speaker will teach you how to take a legally sound, uniform approach to employment documentation and discipline that will minimize the threat of costly retaliation claims.

You’ll learn:
  • What constitutes retaliation under federal law, and how best to avoid legal battles connected with perceived or real adverse employee actions that supervisors and managers may have taken (possibly unbeknownst to HR)
  • When a valid retaliation claim may arise—even when what the employee does is against the rules—and how to avoid it
  • Training and coaching essentials for line managers and supervisors, so you minimize the risk of retaliation claims and consistently reinforce your formal anti-retaliation policy
  • How to carefully and discreetly investigate complaints of discrimination or harassment
  • Why consistency is key—and examples showing how to highlight the consistent application of your workplace policies in defense of retaliation claims
  • Best practices for employee documentation—and how to make the paper trail work to your benefit (and how poorly drafted documentation could work to your detriment)
  • How to handle a situation where discipline or other employment action is warranted for something wholly unrelated to the employee’s protected activity
  • What to do if an employee files a retaliation claim against your company with the EEOC
  • What to put in your EEOC position statement so it stands up to agency scrutiny
About Your Presenter:

Ronald E. Reynolds, Esq.
Murray Law Group

Ronald Reynolds, a shareholder at Murray Law Group, has a diverse business and litigation practice which includes counseling large and small clients on business, employment and real estate issues, as well as litigating real property, employment, business and commercial matters. He has substantive experience in trial courts, appellate courts and arbitration venues, and has been appointed both a facilitator and an arbitrator in complex commercial and real property law cases. He also serves in a “general counsel” capacity for several small businesses. Mr. Reynolds is listed in The Best Lawyers of America in four categories: Eminent Domain and Condemnation Law; Land Use and Zoning Law; Real Estate Litigation; and Real Estate Law. He has twice been selected as one of the “Top 100 Lawyers in Michigan” and “Top 50 Business Lawyers in Michigan” by Super Lawyers. He is admitted to practice in the United States Supreme Court, the United States Court of Claims, the Sixth Circuit Court of Appeals, and numerous other U.S. federal circuit and district courts.
Retaliation: How To Avoid The #1 Charge Filing And Write Position Statements To Withstand EEOC Scrutiny
Available or On-Demand format
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