Time: 10:00 AM - 11:030 AM (PT)
Duration: 90 Minutes
Webinar Type: Recorded Webinar (Recording is not available)
Speaker: Diane L. Dee
Date : Cancelled
This Program has been pre-approved for 1.5 recertification credit hours & HR General toward aPHR®, aPHRi™,PHR®, PHRca®, SPHR®, GPHR®, PHRi™and SPHRi™ recertification through HR Certification Institute® (HRCI®).
Course Description:
According to EEOC statistics, the frequency with which employees allege claims of retaliation has increased dramatically over the past decade. In 2008, approximately 34 percent of all complaints filed with the EEOC included an allegation of retaliation. By 2020, that number increased to more than 55 percent. This dramatic increase means workplace retaliation claims have become one of the most frequently filed claims in employment-related lawsuits.
In most cases, claims of employer retaliation begin with a complaint of a different sort - a report of perceived workplace harassment or discrimination. The law prohibits taking any adverse action against an employee or applicant for engaging in this type of “protected activity,” even if it later turns out the original complaint was unfounded. In most cases, the action is considered retaliatory if the employee’s complaint was a motivating factor in the subsequent employment decision.
Why Should You Attend?
The manner in which an employer handles the employee’s reported concerns - and thereafter addresses other matters related to the complaining employee - often determines whether the employee will later claim he or she was retaliated against for having made the report.
So, how can employers protect against allegations of retaliation by employees who initiate or participate in complaints of harassment or discrimination? By participating in this informative 75-minute program, you’ll be provided with the information you need to assist your organization in preventing and mitigating risks of retaliation.
Areas Covered in the Webinar:
What constitutes workplace retaliation?
Federal laws with anti-retaliation provisions
The role of the EEOC when investigating claims of retaliation
Why employers should fear retaliation claims
Identifying workplace retaliation
Elements of a valid retaliation claim
Concepts of “protected activity”, “adverse action”, and “causation”
Steps employers can take to minimize retaliation claims and litigation
Investigating retaliation complaints
Situations where it’s time to bring in legal counsel
Appointing the right investigator
Preparing and conducting investigative interviews
Importance of having solid documentation
Advice for employees when filing an EEOC claim
Who Will Benefit:
Senior Leadership
Human Resources Directors, Managers & Representatives
Operations Professionals
Compliance Professionals
Recruiting Professionals
Managers & Supervisors
Employees
Instructor Profile:
Diane L. Dee, President of Advantage HR Consulting, has over 25 years of experience in the Human Resources arena. Diane's background includes experience in HR consulting and administration in corporate, government, consulting and pro bono environments. Diane founded Advantage HR Consulting in early 2016. Under Diane's leadership, Advantage HR provides comprehensive, cost-effective Human Resources solutions for small to mid-sized firms in the greater Chicagoland area. Additionally, Diane conducts webinars on a wide-variety of HR topics for various training firms across the country.
Diane holds a Master Certificate in Human Resources from Cornell University's School of Industrial and Labor Relations and has attained SPHR, SHRM-SCP, SHRBP and HRPM® certification.
Diane is a member of the National Association of Women Business Owners and the Society for Human Resource Management. Additionally, Diane performs pro bono work through the Taproot Foundation assisting non-profit clients by integrating their Human Resources goals with their corporate strategies.
