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.
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.
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
Speaker
Rebecca JacobsCourse Provider
Rebecca Jacobs,
