The EEOC prioritizes its investigations and litigation based on its recently adopted Strategic Enforcement Plan. Many of the priorities involve areas of the law where very few bright lines rules apply for employers. Please join us for a discussion on some of the key issues and initiatives that are the focus of the EEOC on a national and local level, and strategies for becoming, and remaining, compliant with EEO laws and EEOC guidance in these focus areas. While less than 5% of almost100,000charges filed annually with the EEOC result in a reasonable cause finding, many charges morph from a single charging party casein a priority area to a systemic nationwide investigation. The risk of litigation always exists, but oftentimes, a large scale investigation is as costly and disruptive for employers.
Issues that we will cover include:
- General overview of recent EEOC enforcement and litigation activities;
- EEOC’s renewed focus on reasonable accommodations post-ADAAA, including leave as a reasonable accommodation and no-fault attendance policies;
- Accommodating pregnancy-related limitations under the PDA;
- Title VII coverage for LGBT applicants and employees;
- Barriers in recruitment and hiring, including the use of criminal background checks.
If you have any questions, please contact email@example.com and reference this event.
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