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Proving or Disproving Employee Discrimination Claims

Gain a better understanding of discrimination claims that are made by employees and could cost and time for employers. Discrimination claims made by employees cost companies time and money. To manage risks, employers need to understand the federal laws governing discrimination and the investigation process. Learn tips to complete investigations to prove or disprove claims based on race, ethnicity, national origin, sex, disability, age and religion. The employer should be aware of discipline and termination strategies. This topic promotes best practices to cover all issues. It also provides an overview of EEOC guidelines that help with the investigation and how to respond to EEOC charges.
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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

Overview of the Alphabet Soup of Employment Laws
  • ADA, FMLA, ADEA and OWBPA
  • FLSA and Title VI of the Civil Rights Act and Sexual Harassment
  • Evidence to Prove or Disprove Discrimination Claims
  • Responding to EEOC Charges
  • Mediation or Litigation
Terminations
  • Pretermination Considerations and Handling the Termination
  • Interviews, Separation Pay or Severance and Releases of Claims
Conducting Investigations
  • Race, Sex, National Origin, Disability and Religion and More
  • EEOC Guidance Regarding Investigations and Tips for Conducting Investigations
  • Resolution of Employee Complaint and Corrective Action
  • Utilizing the Faragher/Ellerth Defense
Litigation and Defending Employment Lawsuits
  • Jury Trials
  • Strategies
  • Standards and Evidence
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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

Audio & Reference Manual

  • Arizona CLE 1.5
     
  • CA MCLE 1.5
     
  • CT 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.

MP3 Download

  • Arizona CLE 1.5
     
  • CA MCLE 1.5
     
  • CT 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.

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More Program Information

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

Julie A. Pace

Julie A. Pace

The Cavanagh Law Firm

  • Senior partner in The Cavanagh Law Firm
  • 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, whistleblower, 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
  • Regularly provides training to companies and assists with investigations
  • Fellow of the Litigation Counsel of America
  • 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’s 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 602-322-4046 or [email protected]
David A. Selden

David A. Selden

The Cavanagh Law Firm

  • Senior partner in The Cavanagh Law Firm
  • Focuses on representing management in a wide variety of employment law matters, including discrimination, wrongful discharge, workplace torts, EEOC, ACRD, OSHA, DOI, ICE and other employment and commercial litigation
  • Recognition in Chambers USA and SuperLawyers
  • Fellow of the Litigation Counsel of America
  • Contributing author to Legal Briefs on Immigration Reform from 25 of the Top Legal Minds in the Country
  • Listed in each edition of The Best Lawyers in America for more than 12 years
  • Adjunct professor of law, taught courses in employment law and employment discrimination law
  • Frequent speaker before professional groups, presenting more than 30 professional seminars each year
  • Chairman of the Employee Relations Committee of the Arizona Chamber of Commerce for 18 years
  • Editor-in-chief of the Arizona and Federal Employment Law – an Employer's Guide, now in its 9th Edition, published by the Arizona Chamber of Commerce
  • J.D. degree, magna cum laude, Georgetown University; B.A. and M.A. degrees, George Washington University, Washington, D.C.
  • Can be contacted at 602-322-4009 or [email protected]
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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.

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Product ID: 405633
Published 2019
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