EEOC and Employer Protocols: Investigating Harassment and Discrimination Effectively

Functions of the EEOC | EEOC Complaints and Resolution | 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 vs disparate impact | Various forms of harassment & applicable court cases | How is sexual harassment defined? | What is not harassment? | 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 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

EEOC Complaints are very high in the numbers. An employee files a complaints due to the various reasons. The EEOC recommends prompt investigation and resolution of workplace harassment and discrimination complaints. EEOC highlights numerous standards and regulations to be fulfilled when harassment is reported. 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. Although, the Civil Rights Act of 1964 do provide employees some advantages, yet employers have to go a long way. | Senior Leadership | Managers and Supervisors | Project Team Leaders | Human Resources Professionals | Operations Professionals | Recruiting Professionals | Employees

Senior Leadership | Managers and Supervisors | Project Team Leaders | Human Resources Professionals | Operations Professionals | Recruiting Professionals | Employees