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90-minute live streaming program
  • December 18
  • 1:00 - 2:30 pm EST

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Audio & Reference Manual

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

December 18

Nearly every business will, at one time or another, receive an EEOC charge of discrimination – are you prepared for an audit?

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.

Learning Objectives

  • You will be able to identify each element of your business’s EEO-1, including Component 2 EEO-1, reporting obligations.
  • You will be able to describe your business’s legal obligations under federal discrimination law, including Title VII of the Civil Rights Act, the Americans with Disabilities Act and the Age Discrimination in Employment Act.
  • You will be able to discuss the various types of information necessary to locate and compile to comply with EEO-1 Reporting and to respond to EEOC Charges of Discrimination.
  • You will be able to explain to supervisors and managers how to document and investigate complaints of discrimination and how documents investigations and remedial actions to protect your business.

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Why Lorman?

Over 32 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 32 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 Webinar

This course was last revised on April 12, 2018.

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

No Credit Available

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

Live Webinar Registration

  • ASA 1.5
     
  • This program qualifies for 1.5 continuing education hour(s) towards maintaining your ASA credential. Please contact ASA for more information at [email protected]
     
  • AL CLE 1.5
     
  • This course or a portion thereof has been approved by the Alabama State Mandatory Continuing Legal Education Commission for a maximum of 1.5 hours credit.
     
  • AR CLE 1.5
     
  • This course has been approved for 1.5 hours of CLE by the Arkansas CLE Board.
     
  • Arizona CLE 1.5
     
  • The State Bar of Arizona does not approve or accredit CLE activities for the Mandatory Continuing Legal Education requirement. This activity may qualify for up to 1.5 hours toward your annual CLE requirement for the State Bar of Arizona.
     
  • CA MCLE 1.5
     
  • Lorman Business Center, Inc. is a State Bar of California approved MCLE sponsor and this course qualifies for 1.5 CLE hours of participatory credit.
     
  • CT CLE 1.5
     
  • Neither the Connecticut Judicial Branch nor the Commission on Minimum Continuing Legal Education approve or accredit CLE providers or activities. This course has been approved for CLE credit in jurisdictions aside from CT and therefore it automatically meets the content and delivery requirements in Connecticut. Credit is based on a 60 minute credit hour and shall be awarded as follows: 1.5 CLE credit(s).
     
  • HI CLE 1.5
     
  • This program was approved by the Hawaii State Board of Continuing Legal Education for 1.5 CLE credit hours.
     
  • IL CLE 1.5
     
  • This course was approved for a total of 1.5 hours of MCLE Credit by the Illinois MCLE Board.
     
  • ME CLE 1.5
     
  • This course has been approved by the State of Maine Board of Overseers of the Bar. Lawyers who complete this course shall receive 1.5 hours of CLE credit under M. Bar R. 12.
     
  • MT CLE 1.5
     
  • This program has been approved by the Montana Commission of Continuing Legal Education for a total of 1.5 CLE credits.
     
  • NH MCLE 1.5
     
  • NH MCLE does not approve or accredit CLE activities for the NH Minimum CLE requirement. Lorman Education Services believes this course meets the requirement of NH Supreme Court Rule 53 and may qualify for CLE credit(s). Program Length: 90 Minutes.
     
  • NJ CLE 1.8
     
  • This program has been approved by the Board on Continuing Legal Education of the Supreme Court of New Jersey for 1.8 hours of total CLE credit.
     
  • NV CLE 1.5
     
  • This program has been approved by the Nevada Board of Continuing Legal Education for 1.5 CLE hours.
     
  • PA CLE 1.5
     
  • This Distance Learning program has been approved by the Pennsylvania Continuing Legal Education Board for 1.5 hours of substantive law, practice and procedure CLE credit.
     
  • RI CLE 1.5
     
  • This program has been approved by the Rhode Island Mandatory Continuing Legal Education Commission for 1.5 hours of CLE credit.
     
  • TN CLE 1.5
     
  • This program has been approved as a distance learning format by the Tennessee Commission on Continuing Legal Education for a maximum of 1.5 hours of credit.
     
  • VT CLE 1.5
     
  • This program has been approved by the Mandatory Continuing Legal Education Board of Vermont for 1.5 hours of CLE credit.
     
  • WA CLE 1.5
     
  • This program has been approved by the Washington State Board of Continuing Legal Education for 1.5 hours of Law & Legal Procedure credit.
     
  • WI CLE 1.5
     
  • This program has been approved by the Board of Bar Examiners for 1.5 hours for use toward the Wisconsin Mandatory CLE requirement.
     
  • WV MCLE 1.8
     
  • This program has been approved by the West Virginia State Bar MCLE Commission for 1.8 MCLE hours.
     
  • HR Certification Institute 1.5
     
  • This program has been approved for 1.5 (General) recertification credit hours toward aPHR(TM), aPHRi(TM), PHR®, PHRca®, SPHR®, GPHR®, PHRi(TM) and SPHRi(TM)recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
     
  • SHRM 1.5
     
  • Lorman Education Services is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.5 PDC(s) for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org.
     
  • CPE 1.8 including Personnel/HR 1.8
     
  • Lorman Education Services is registered with the National Association of State Boards of Accountancy (NASBA) as a sponsor of continuing professional education on the National Registry of CPE Sponsors. State boards of accountancy have final authority on the acceptance of individual courses for CPE credit. Complaints regarding registered sponsors may be submitted to the National Registry of CPE Sponsors through its web site: https://www.nasbaregistry.org/cpas/complaints. For more information regarding administrative policies such as complaint and refund, please contact our offices at 866-352-9539. CPE Credit: Maximum Credit Hours: 1.8 each session (based on a 50 minute credit hour). You must attend at least 50 minutes to obtain credit. Field of Study: Personnel/HR for 1.8 hours. Prerequisite: . Level of Knowledge: Intermediate. Teaching Method: Seminar/Lecture. Advance Preparation: None. Delivery Method: Group Internet Based. Please refer to the information in this brochure for outline, course content and objectives. Upon completion of this course, you will receive a certificate of attendance. Final approval of a course for CPE credit belongs with each state's regulatory board. Please note: In order to receive CPE credit for this course you MUST use the streaming audio option, as well as enable and complete the required progress checks.
     
  • Lorman Business Center, Inc. is a registered provider for CPA CPE through the State Education Department of New York, Sponsor number: 000640. The following course will carry the subject area of Specialized Knowledge and Applications for 1.5 hours.
     

Audio & Reference Manual

  • Arizona CLE 1.5
     
  • CA MCLE 1.5
     
  • CT CLE 1.5
     
  • GA CLE 1.5
     
  • HI CLE 1.5
     
  • IL CLE 1.5
     
  • ME CLE 1.5
     
  • MT CLE 1.5
     
  • NJ CLE 1.8
     
  • NV CLE 1.5
     
  • VT CLE 1.5
     
  • WA CLE 1.5
     
  • WV MCLE 1.8
     
The CLE Code is ONLY a requirement when applying for CLE Credit in California (for participatory credit), Kansas, New Jersey or New York. Other states do not need to supply the CLE Code to apply for CLE credit.

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

Who should attend?

This live webinar is designed for human resource managers, personnel managers, business owners and managers, benefits and payroll professionals, controllers, CFOs, accountants, and attorneys.

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Why Lorman?

Over 32 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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Over 32 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.

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Product ID: 405484
Published 2018, 2019
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