Best Practices to Minimize the Risk of Retaliation while Handling Employee Complaints

Instructor: Rebecca Jacobs
Product ID: 706157
  • Duration: 60 Min
This webinar will discuss how employers can lower the risk of retaliation claims when responding to and handling employees’ complaints or concerns about perceived discrimination or harassment. We will cover training points and processes an employer can implement to help reduce the risk of potential retaliatory actions.

recorded version

$229.00
1x Person - Unlimited viewing for 6 Months
(For multiple locations contact Customer Care)
Recorded Link and Ref. material will be available in My CO Section
Last Recorded Date: Sep-2019

Training CD / USB Drive

$299.00
One CD/USB is for usage in one location only.
(For multiple locations contact Customer Care)
CD/USB and Ref. material will be shipped within 15 business days

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Read Frequently Asked Questions

Why Should You Attend:

Do your managers know how to respond appropriately when their subordinates raise concerns about perceived discrimination or harassment? Have you put process sin place to make sure employees are not feeling punished for complaining? This webinar will teach you the best practices to minimize the risk of retaliation claims.

It is illegal for a company to take adverse action against an employee because of his or her protected conduct, such as filing a charge of discrimination or raising a concern about perceived discrimination. Title VII and other federal and state employment laws specifically prohibit such retaliation. Yet companies may unknowingly be risking liability for retaliation by not ensuring that managers respond appropriately in such situations.

This webinar will teach you about the training points for your managers as well as other important processes to reduce the likelihood of a retaliation claim.

Areas Covered in the Webinar:

  • Which employment laws include anti-retaliation provisions
  • Basic elements of a retaliation claim
  • The broad range of actions which are considered sufficiently “adverse” under Title VII to support a retaliation claim
  • Why the success of a retaliation claim does not depend on whether the employee’s original complaint was valid
  • How managers’ reactions to complaints or concerns can pose a risk to the company
  • Steps to take upon receiving complaints or concerns to reduce risk of retaliation occurring
  • Important training points for managers, investigators and human resources personnel
  • Protocols to implement to ensure actions against employees are not retaliatory

Who Will Benefit:

  • Business Owners
  • Executive Officers
  • Operations Manager
  • Departmental Managers
  • General Manager / Plant Manager
  • Investigator
Instructor Profile:
Rebecca Jacobs

Rebecca Jacobs
Training Consultant and Employment Law Attorney, Rebecca Jacobs LLC

Rebecca Jacobs is a Training Consultant and Employment Law Attorney with Rebecca Jacobs LLC. Collaborating with her clients, she develops and presents customized employee training on topics such as harassment prevention, bystander intervention, and discrimination avoidance. She also trains managers on numerous matters, including family and medical leave and disability accommodation requests.

Since 2006, Rebecca has been an adjunct lecturer for the Department of Management and Human Resources at the Ohio State University's Max M. Fisher College of Business. Rebecca teaches the "Contemporary Employment Practices and the Law" class and has recently expanded her teaching to include “Contemporary Employment Practices and the Law II.”

Rebecca has been an employment law attorney for over 20 years and tried a number of cases in federal and state courts, including oral argument before the Sixth Circuit Court of Appeals. She has counseled clients on numerous employment law matters and has prepared employee policies and handbooks. In January, 2019, Columbus CEO magazine quoted Rebecca in “Employment Law: Making it Official with Love Contracts.”

Rebecca holds a Juris Doctorate degree from Vanderbilt University School of Law and a Bachelor of Arts degree from the University of California, Santa Cruz. She is admitted to practice law in Ohio and licensed (inactive) in California.

Follow us :
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Refund Policy

Registrants may cancel up to two working days prior to the course start date and will receive a letter of credit to be used towards a future course up to one year from date of issuance. ComplianceOnline would process/provide refund if the Live Webinar has been cancelled. The attendee could choose between the recorded version of the webinar or refund for any cancelled webinar. Refunds will not be given to participants who do not show up for the webinar. On-Demand Recordings can be requested in exchange.

Webinar may be cancelled due to lack of enrolment or unavoidable factors. Registrants will be notified 24hours in advance if a cancellation occurs. Substitutions can happen any time.

If you have any concern about the content of the webinar and not satisfied please contact us at below email or by call mentioning your feedback for resolution of the matter.

We respect feedback/opinions of our customers which enables us to improve our products and services. To contact us please email customercare@complianceonline.com call +1-888-717-2436 (Toll Free).

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