Every day managers make decisions that could expose their organizations to very expensive lawsuits. Unfortunately though, employment lawsuits are on the rise. EEOC has made a killing off investigating systemic issues, often leading to costly and burdensome investigations and litigation. Last year, the EEOC collected $392.6 million in monetary damages, settling just under 89,000 suits through both litigation and mediation.
The EEOC has communicated that it intends to vigorously pursue its stated "big six" agenda items enunciated in its Strategic Enforcement Plan. Meaning that we will continue to see a plethora of broad and burdensome requests for information that cover multiple years and locations and a wide range of personnel actions. Why? Because this is already happening and the foreseeable future looks ugly, very ugly. The government's message is clear: the EEOC has been and will continue to scrutinize employers' actions for any hint of wrongdoing. Making the best winning move not to be on the EEOC's target list from the start.
Who will Benefit:
We know that managing human resources is an issue for all employers regardless of the size or industry as well as controlling a broad range of critical business activities such as recruitment, payroll, benefits and employee engagement. It also requires an in-depth knowledge of employment law which is constantly evolving, causing particular challenges when working to meet the changing needs and demands of the workplace.
One of the most important pieces of HRM legislation, which affects all of the functional areas, is Title VII of the Civil Rights Act of 1964 and subsequent amendments, including the Civil Rights Act of 1991. These acts made illegal the discrimination against employees or potential recruits for reasons of race, color, religion, sex, and national origin. It forces employers to follow—and often document—fairness practices.
Related to hiring, training, pay, benefits, and virtually all other activities and responsibilities related to HRM.
The net result of the all-encompassing civil rights acts is that businesses must carefully design and document numerous procedures to ensure compliance, or face potentially significant penalties. In this seminar we will focus on how to assess your organization’s greatest risk areas by using the EEOCs Strategic Enforcement Plan and the six enforcement areas affecting employers the most.
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