Call us: +1-855-202-3299
Email: [email protected]
Speaker: Diane L. Dee
Speaker Designation: President, Advantage HR Consulting
Organizations have legal and moral responsibilities to support diversity in their workplaces and to ensure compliance with all equal employment opportunity rules and regulations. Unfortunately, workplaces have not always been welcoming to women and minorities, and many people have faced prejudicial behavior when seeking employment or while on the job.
While laws like the Civil Rights Act of 1964 have improved the working lives of many, there are still serious issues that require attention and action. Human Resource professionals are especially important for creating hospitable and inclusive work environments.
Policies that discriminate against protected classes of individuals, either explicitly or accidentally, are illegal. Thus, even unintentionally discriminatory practices that disparately impact those that are vulnerable to prejudicial treatment must be prevented.
Investigating an employee’s claim of discrimination or harassment requires immediate action on the part of employers to satisfy the recommendations of the Equal Employment Opportunity Commission (EEOC). The EEOC strongly recommends that employers swiftly investigate and resolve employees’ complaints of workplace harassment and discrimination. If an employee lodges a complaint against a colleague or the employer itself, an investigation is a required step since courts have ruled that failure to investigate on the part of an employer is akin to discrimination.
Responsiveness to a complaint and an investigation will not only yield the best information and evidence, but it will also enhance both the investigator’s and employer’s credibility. Investigations can help the organization identify and resolve internal problems before they become widespread. Given that every complaint has the potential to become a lawsuit, employers should investigate every case in a manner in which it can be presented to a court of law, if necessary. As potentially disruptive as investigations can be, they must be prompt, thorough, and effective to ensure all parties’ protection.
Attending this webinar is essential for staying informed about the latest developments in workplace compliance and employee rights. You'll gain valuable insights into the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act, understand the mediation process, and learn how EEOC determinations can impact your organization. The session will also cover important topics such as Front Pay as an alternative to job reinstatement, effective strategies for dealing with the EEOC, and the implementation of Affirmative Action programs. Additionally, you'll discover the significant costs of non-compliance in 2024 and how to protect your organization from legal risks. Don't miss this opportunity to stay ahead in navigating complex employment laws and ensuring a fair, compliant workplace.
The EEOC continues to enforce federal laws prohibiting discrimination based on race, color, religion, sex, national origin, age, disability, or genetic information. With rising claims and case complexities, employers face increased scrutiny to ensure compliance and effectively address harassment and discrimination allegations. The EEOC emphasizes the need for thorough, impartial investigations and timely responses to protect against legal and reputational harm. Understanding EEOC processes and recent legal changes, like the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act, is crucial for maintaining a compliant workplace and avoiding costly consequences.
Diane L. Dee, President of Advantage HR Consulting, LLC has over 30 years of experience in the Human Resources arena. Diane’s background includes experience in Human Resources consulting and administration in corporate, government, consulting, and pro bono environments. Diane founded Advantage HR Consulting, LLC in early 2016. Under Diane’s leadership, Advantage HR provides comprehensive, cost-effective Human Resources solutions for small to mid-sized firms in the greater Chicagoland area. Additionally, Diane conducts webinars on a wide variety of HR topics for various compliance training firms across the country.
Diane holds a Master Certificate in Human Resources from Cornell University’s School of Industrial and Labor Relations and has attained SPHR, SHRM-SCP, sHRBP, and HRPM® certification. Diane is a member of the National Association of Women Business Owners and the Society for Human Resource Management. Additionally, Diane performs pro bono work through the Taproot Foundation assisting non-profit clients by integrating their Human Resources goals with their corporate strategies.
