The Equal Employment Opportunity Commission: Mission, Claim Filing, EE & ER Responsibilities

Why Should You Attend:

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.

While laws like the Civil Rights Act of 1964 have improved the working lives of many, there are still serious issues that require attention and action. Human Resource professionals are especially important for creating hospitable and inclusive work environments.

Policies that discriminate against protected classes of individuals, either explicitly or accidentally, are illegal. Thus, even unintentionally discriminatory practices that disparately impact those that are vulnerable to prejudicial treatment must be prevented.

Investigating an employee’s claim of discrimination or harassment requires immediate action on the part of employers to satisfy the recommendations of the Equal Employment Opportunity Commission (EEOC). The EEOC strongly recommends that employers swiftly investigate and resolve employees’ complaints of workplace harassment and discrimination. If an employee lodges a complaint against a colleague or the employer itself, an investigation is a required step since courts have ruled that failure to investigate on the part of an employer is akin to discrimination.

Responsiveness to a complaint and an investigation will not only yield the best information and evidence, but it will also enhance both the investigator’s and employer’s credibility. Investigations can help the organization identify and resolve internal problems before they become widespread. Because every complaint has the potential to turn into a lawsuit, employers should examine each issue in such a way that it can be presented in court if necessary. As inconvenient as investigations might be, they must be conducted quickly, thoroughly, and effectively to ensure the safety of all those involved.

Areas Covered in the Webinar:

• Functions of the EEOC
• Federal legislation requiring equal treatment of employees
• Title VII of the Civil Rights Act of 1964: Original protected classes and currently-acknowledged protected classes; further amended in 2020
• Disparate treatment v. disparate impact
• Different forms of Harassment & applicable court cases
• Quid-Pro-Quo harassment and Hostile Work Environment
• Best Practices for avoiding claims of sexual harassment
• 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
• What employers can expect once a charge is filed

Who Will Benefit:

• Senior Leadership
• Managers & Supervisors
• Project Team Leaders
• Human Resources Professionals
• Operations Professionals
• Recruiting Professionals
• Employees

Diane L. Dee
President, Advantage HR Consulting

Diane L. Dee, President and Founder of Advantage HR Consulting, LLC is a senior Human Resources professional with over 30 years of experience in the HR arena. Diane’s background includes experience in HR consulting and training & administration in corporate, government, consulting and pro bono environments.

Diane founded Advantage HR Consulting in early 2016. Under Diane’s leadership, Advantage HR Consulting provides comprehensive, cost-effective Human Resources solutions for small to mid-sized public and private firms in the greater Chicagoland area. Diane also develops and conducts webinars on a wide variety of HR compliance and administrative topics for various training firms across the country. Additionally, Diane is the author of multiple white papers and e-books addressing various HR compliance topics.

Diane holds a Master Certificate in Human Resources from Cornell University’s School of Industrial and Labor Relations and has attained SPHR and SHRM-SCP 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.

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