A+ on Retaliation Claims Compliance: Deal with the problems In House rather than in the Court House

Instructor: Elga Lejarza
Product ID: 703909
  • Duration: 90 Min
This training program will focus on steps to build a successful retaliation claims compliance program. Retaliation is now the most common type of discrimination alleged nationally, topping race (35%), gender (29%) and disability (29%). With these figures in mind, the webinar will also detail techniques for developing a strong defense against retaliation claims and timely investigation process for all claims of retaliation.
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Course "A+ on Retaliation Claims Compliance: Deal with the problems In House rather than in the Court House" has been pre-approved by HRCI as eligible for 1.5 credits towards a participant's recertification upon full completion.
“The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program”.

Why Should You Attend:

With retaliation claims are on the rise, companies must be careful when dealing with an employee who has made complaints about the workplace. This webinar will provide best practices for processing and responding to complaints and provide an understanding of when someone qualifies for protected status. Companies can prevent and protect themselves from employment lawsuits and EEOC claims with compliance training for both supervisors and managers.

Some of the key topics to be addressed in the course are:

  • Why has there been an increase in retaliation claims?
  • What does a plaintiff have to establish for a whistleblowing claim?
  • Understand techniques to monitor conduct to ensure retaliation does not occur.
  • Timely investigation process for all claims of retaliation.
  • Define techniques for developing a strong defense against retaliation claims.
  • Steps for building a successful compliance program.

Areas Covered in the Webinar:

  • Prohibiting retaliation under the Fair Labor Standards Act (FLSA)
  • What constitutes unlawful retaliation?
  • Definition of protected activity and who may be protected
  • Identify potential pitfalls in supervising employees who have engaged in protected activity
  • Best practices for disciplining employees who may be protected
  • Terminating an employee for legitimate reasons even if engaged in protected activity
  • What is an adverse employment action?
  • Creating a strong anti-retaliation policy and ensuring it is enforced
  • Providing anti-retaliation training for our frontlines supervisors and employees
  • The Sarbanes Oxley Act retaliation provisions
  • The Occupational Safety and Health Administration Act’s retaliation program
  • The Environmental Protection Act’s retaliation provisions
  • The critical step of maintaining thorough and complete records for retaliation claims defense

Who Will Benefit:

  • CEOs
  • COOs
  • CFOs
  • CMOs
  • HR Professionals
  • Office Managers
  • Business Owners
  • Compliance Officers
  • Risk Managers
  • Managers and Supervisors
  • Employee Relations Professionals
  • Legal Staff

Instructor Profile:

Elga Lejarza is founder and president of Lejarza HR Consulting LLC. She has over 19 years’ experience in human resources management and is certified as a Professional in Human Resources (PHR). Lejarza HR Consulting provides recruitment, training and consulting services to small to medium sized businesses across the US.

Ms. Lejarza also works as a human resources generalist for Walgreens Distribution Center in Williamston, South Carolina. Ms. Lejarza is a member of the National Society for Human Resources Management, the Greenville Society of Human Resources Management, and the Anderson Society of Human Resources Management.

Topic Background:

Last year, more than 10,000 employers faced civil EEOC lawsuits with an average settlement of over $900,000. The most effective way to prevent retaliation claims is to prevent retaliation from occurring by maintaining open channels of communication between employees and supervisors/management thus encouraging employees to discuss their problems, issues and concerns and escalate the problems to human resources: this way we can deal with the problems in house rather than in the court house. Retaliation claims might result in significant damages to our organizations such as wages, back pay, reinstatement, retroactive benefits, compensatory damages and punitive damages.

Since 2000, the number of retaliation claims filed against U.S. companies are outnumbering race discrimination charges filed with the U.S. Equal Employment Commission (EEOC) has almost doubled and continue to rise. In fact, in 2014 despite the fact that the total charges decreased, the amount of retaliation charges increased to 42.8% of all EEOC claims filed alleged retaliation. Human resources and management needs to be especially vigilant given the recent increases in EEOC enforcement, expansion of retaliation protection and addition of new protected categories.

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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.

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