This 3-hr virtual seminar will focus on the basic tenants of the laws surrounding EEO and what that means for your management practices. It will provide a comprehensive overview of employment law, key legislation affecting your management decisions and your responsibility to understand and comply with it.
Why Should You Attend:
For many, EEO is regarded as management’s worst nightmare and Federal, state, and local legislation is often cited by many emerging firms as one of the major barriers to growth. This may be because of the known consequences for not complying. Unfortunately though, actually managing the human resource of the organization is a discriminatory activity. Decisions have to be made on whom to hire, fire, promote, give pay raises, etc. It is when these decisions are not made according to Equal Employment Opportunity requirements that a company may find it has problems with illegal discrimination.
In this three hour virtual seminar, we will overview employment law and the principles on which it is based so that leadership can be provided with the necessary tools to develop sound policy and provide interpretation and recommendations on a wide range of EEO and civil rights issues to individuals within the organization. In this first of four segments on the subject, the attendee is provided with essential information on the tenants of EEO and common misconceptions about compliance.
Everyone benefits, especially when understanding the consequences of decisions made. With the information provided, attendees will be better equipped with relevant information so that a framework for decisions can be developed to protect rather than risk the organization and its employees. The insight provided in this session describes the background to employment law, the guiding principles that shape compliance practices as well provides some ideas on how to comply with them in an effective and cohesive manner.
Learning Objectives:
Upon completion of this summit, the participant will be able to:
- Define basic EEO concepts and discuss the key provisions of Title VII of the Civil Rights Act of 1964.
- Give examples of three sex-based discrimination issues.
- Indicate the major requirements of the Americans with Disabilities Act of 1990.
- Discuss the two general approaches for complying with the 1978 Uniform Guidelines on Employee Selection Procedures.
Areas Covered in the Seminar:
- History of Civil Rights and Title VII
- Understanding protected class
- Discriminatory employment practices
- General EEO concepts
- Elements of EEO compliance
- Major Federal EEO Laws and Regulations
- EEOC enforcement process
- The complaint process
- How to respond to charges
- Conciliation proceedings
Who will benefit:
- Managers/Executives
- First-Level Supervisors
- Staff with Recruitment/Hiring Duties
- General HR Practitioners
- Corporate Strategy Professionals
- Management and Supervisory Teams
- Corporate Training Professionals
Instructor Profile:
Cathleen Hampton, is a professional Human Resources consultant with over 25 years of experience. She is a recognized expert in developing and implementing staffing and retention programs that include workforce planning and analysis, along with best-in-class HR technology, sourcing, recruiting and selection methods. She is a nationally known speaker and writer on HR Management topics such as risk management, compliance, and best in class management principles.
Ms. Hampton is a dynamic leader who oversees diverse engagements where she partners with her clients to develop strategies using the most up-to-date and sound industry trends and practices. She has been responsible for planning, developing and executing comprehensive strategies for a wide range of client companies, and has broad experience with corporate policy development and program implementation, including affirmative action programs and OFCCP compliance audits.
Ms. Hampton serves as the principal coach/mentor for all client activities where she brings a wealth of experience to her clients regarding strategic and business planning, leadership and management development, compliance enhancement, and performance management. She has developed numerous workshops and is a nationally known presenter on topics such as HR and organizational compliance strategies, performance management, organizational and management development, and human capital.
Topic Background:
Management is wrought with many challenges and responsibilities. One key challenge is in understanding how to navigate the often confusing roadmap that is considered sound EEO. Accepting EEO as an essential component of a supervisor’s work culture is critical in developing a high-performance organization. Understanding and implementing EEO principles is integral towards developing a leadership style and personnel system that incorporate performance management, synergy and emotional intelligence. Employing EEO principles are paramount to high-employee morale and mission accomplishment. Yet compliance to laws covering hiring practices, compensation, employee safety, and labor relations is viewed as a major cost of doing business.
Because of the huge expenses related to fighting employee lawsuits or paying government fines, integrating legal compliance into daily management practices is highly beneficial for both the employer and employee.
A properly administered EEO practice has direct and immediate results, including: better hiring decisions, a more positive workplace, and increased morale and productivity. The long term results exhibit themselves in improved turnover figures, decreased legal costs, increased revenue and profit. This webinar was created to provide tips and advice on how to hire employees and continue to treat them fairly under Equal Employment Opportunity guidelines. As you work through the course, you will learn what you should and should not do to avoid discrimination complaints and maintain fair and equal hiring and workplace practices.
The premise of the Equal Employment Opportunity (EEO) concept is that there is to be no discrimination in employment decision issues on the basis of non-job related characteristics or conditions. Its purpose is to protect individual rights and the individual's inalienable right to pursue career choices.
While the principle of EEO is something most agree with, it’s the condition of discrimination that is hard-wired into much of our conscious thinking, often generating fear of making any decision. But let’s face it, it’s normal to recognize the differences among people – we do it all the time –discrimination is not the issue; the issue is when discrimination gives rise to negative outcomes that serve to limit another’s opportunity.
