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An EEOC Audit May Be Coming Soon: Are You Prepared?

Nearly every business will, at one time or another, receive an EEOC charge of discrimination - make sure you are prepared.

Federal anti-discrimination statutes create a plethora of legal obligations for federal contractors and other private employers. In addition to prohibiting discrimination by employers, federal anti-discrimination laws require employers to exercise due care to take appropriate steps to prevent discrimination, investigate claims of discrimination, take remedial action where necessary. Federal anti-discrimination law also requires certain employers to collect, compile and report certain workforce demographic and pay information. While these responsibilities appear simple in the abstract, these responsibilities become extremely complex in practice because every situation is unique. This topic will help you understand a business's nuanced obligations, so you can establish proper procedures and protocols for your business to meet its obligations and to provide adequate supervision, guidance and training to lower level managers and supervisors. The material will also explain best practices for compiling vital information, documenting efforts undertaken to fulfill obligations, and respond to formal and informal complaints of discrimination.

98 minutes
Certificate of Completion
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Why Lorman?

Over 34 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Agenda

Employer Obligations Under Federal Anti-Discrimination Law

  • What Anti-Discrimination Law Requires and Prohibits
  • The EEOC and Its Enforcement Policies and Procedures
  • Recent Developments and Changes in Federal Anti-Discrimination Law

Responding to Discrimination Claims

  • Taking Appropriate Preventative Steps to Prevent Discrimination
  • Identifying and Investigating Informal Complaints of Discrimination
  • Taking Appropriate Remedial Action in Response to Complaints of Discrimination
  • Follow-up and Preventing Retaliation

Responding to Formal Charges of Discrimination at the EEOC

  • The EEOC's Complaint and Investigation Procedures
  • Conducting Internal Investigations in Response to Formal Charges of Discrimination and Compiling Necessary Information to Respond to Formal Charges
  • Preparing Employees for EEOC Investigations and Potential Litigation

EEOC Reporting Requirements

  • Identifying All Facets of EEOC's Reporting Requirements
  • Changes to Reporting Requirements Including EEO-1 Component 2 Reports
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Why Lorman?

Over 34 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Credits

OnDemand Course

Applications have not yet been submitted for Delaware, Idaho, Kentucky, Maine, Ohio, Oklahoma, South Carolina, and Wyoming CLE for this course. However, if you are interested in obtaining CLE for any of the listed states or have any additional credit questions please email us at [email protected] or call us at 866-352-9540.

This course was last revised on December 18, 2019.

Call 1-866-352-9540 for further credit information.

  • AR CLE 1.5
     
  • This course has been approved for 1.5 hours of CLE by the Arkansas CLE Board.
     
  • CA MCLE 1.5
     
  • Lorman Business Center, LLC. is a State Bar of California approved MCLE sponsor and this course qualifies for 1.5 CLE hours of participatory credit.
     
  • WA CLE 1.75
     
  • This program has been approved by the Washington State Board of Continuing Legal Education for 1.75 hours of A/V credit under the Law & Legal Procedure category.
     

To earn each credit Lorman offers through the OnDemand learning platform, you need to watch 100% of the program. Also, for certain credits you will need to fulfill additional requirements which will be displayed on the "credits" tab when viewing the course.

This program does NOT qualify, nor meet the National Standard for NASBA accreditation.

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Why Lorman?

Over 34 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Faculty

Timothy M. Netkovick

Timothy M. Netkovick

Royal, P.C.

  • Attorney with Royal, P.C. with over 17 years of litigation experience, and has tried multiple cases to verdict
  • Counsels companies on a multitude of state and federal employment laws, including discrimination, harassment and retaliation, wage-and-hour, disability and leave, workplace safety and OSHA compliance
  • Frequent speaker on labor and employment-related legal topics
  • Advises federal contractors by assisting them in creating and developing affirmative action plans and with OFCCP compliance
  • Drafts and reviews employee handbooks and policies, preparing nondisclosure, nonsolicitation, and noncompete agreements
  • J.D. degree, Western New England University School of Law; B.S. degree, magna cum laude, American International College
  • Can be contacted at 413-586-2288 or [email protected]
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Why Lorman?

Over 34 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

All of your training, right here at Lorman.

Pay once and get a full year of unlimited training in any format, any time!


  • OnDemand Courses
  • Live Webinars
  • MP3 Downloads
  • Course Manuals
  • Executive Reports
  • White Papers and Articles

Additional benefits include:

  • State Specific Credit Tracker
  • All-Access Pass Course Concierge

Questions? Call 877-296-2169 to speak with a real person.

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Product ID: 405484
Published 2019
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Available in Multiple Formats

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