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Responding to an EEO Charge

 

Make sure you are versed on the latest guidelines should you need to respond to an EEOC charge.

The most effective way to avoid an EEOC charge is to make sure you have anti-harassment, anti-discrimination and no retaliation policies, that employees are trained, and that all employees understand those policies. Prevention and awareness are areas employers should focus on when dealing with employee discrimination issues. If the worst case scenario happens, this material will tell you how to protect your company when an EEOC charge arises, tips and strategies to respond to the charge, how to prepare your position statement, and how to respond to requests for information and understand the mediation process.

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Responding to an EEO Charge

Agenda

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Responding to an EEO Charge

Faculty

Julie A. Pace

Julie A. Pace

Gammage & Burnham, PLC

  • Partner at Gammage & Burnham, PLC
  • Practice handles employment law, handbooks, drug and alcohol policies, I-9 and E-Verify compliance and audits, OSHA, independent contractor and alleged misclassification issues with DES and other government agencies, and defends claims of sexual harassment, employment discrimination, retaliation, whistle-blower, and wrongful discharge, and against charges by the EEOC or ACRD
  • Handles matters involving EEOC, OSHA, ICE, OFCCP, DOL, NLRB, ADA, FMLA, Davis-Bacon, wage and hour laws, and affirmative action plans
  • Has worked extensively with COVID-19 preparedness and response, FFCRA leaves, PPP, and other issues relating to the COVID-19 pandemic
  • Regularly provides training to companies and assists with investigations
  • Fellow of the Litigation Counsel of America
  • Best Lawyers in Construction
  • Frequent speaker and writer on a variety of employment topics
  • Co-editor of three books on employment law, published by the Arizona Chamber of Commerce and Industry
  • Recipient of Arizona Business magazine‚Äôs 2008 Centers of Influence Award, which recognizes the 10 leading attorneys, accountants and bankers in Arizona
  • J.D. degree, cum laude, Arizona State University; B.S. degree in business administration, magna cum laude, Arizona State University
  • Can be contacted at 602-256-4488 or [email protected]
Heidi Nunn-Gilman

Heidi Nunn-Gilman

Gammage & Burnham, PLC

  • Partner in Gammage & Burnham, PLC
  • Practices human resource counseling and employment litigation; has extensive experience handling employment immigration compliance strategies, including I-9s, E-Verify, ICE and worksite investigations and enforcement under the Legal Arizona Workers Act (LAWA) and similar state and local laws
  • Handles matters involving EEOC, ICE, OFCCP, DOL, NLRB, ADA, FMLA, Davis-Bacon, wage and hour laws, and affirmative action plans
  • Has extensive experience creating employment handbooks, policies, and procedures
  • Has worked extensively with COVID-19 preparedness and response, FFCRA leaves, PPP, and other issues relating to the COVID-19 pandemic
  • Develops I-9 audit and immigration compliance training programs for multistate national corporations
  • Frequent speaker and writer on a variety of employment topics
  • Contributing author to a book on employment law and a book on I-9, E-Verify and immigration compliance published by the Arizona Chamber of Commerce and Industry
  • Can be contacted at 602-256-4455 or [email protected]
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Responding to an EEO Charge

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