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An EEOC Audit May Be Coming Soon: Are You Prepared? - Webinar

  • ID: 4071037
  • Webinar
  • 90 Minutes
  • Lorman Business Center, Inc.
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Nearly every business will, at one time or another, receive an EEOC charge of discrimination are you prepared for an audit?

Today the EEOC is employing new and more aggressive tactics to uncover situations of broad scale, group discrimination. While a charge of discrimination may be commonplace, an EEOC request for additional data, subpoena, or request for an onsite investigation will likely catch even the most experienced HR professionals off guard. This material will help business owners, HR professionals, and in-house attorneys understand the EEOCs primary objectives in seeking additional data and conducting full audits. Learn key techniques for responding to the EEOCs various requests that will significantly reduce the risk of continued EEOC attention. Moreover, in the event the EEOC comes onsite to conduct an investigation, this information will provide key insights into how to prepare for the onsite, what to expect when the EEOC is in the building, and how to respectfully assert your rights during the process. During this unprecedented time of aggressive EEOC enforcement, this information is critical for employers so they can protect their interests during an EEOC audit.

Learning Objectives
  • You will be able to explain the various types of discrimination the EEOC is seeking to redress and how to draft your Position Statement to minimize the risk of a full EEOC audit.
  • You will be able to identify the reasons why the EEOC might seek additional information and understand the risks associated with types of information the EEOC is seeking.
  • You will be able to describe the EEOCs onsite investigation protocols and advise your organization how to prepare and handle an onsite investigation.
  • You will be able to discuss the EEOCs process for analyzing the data and information received during the onsite and understand the options for resolution thereafter.
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  • Not All EEOC Charges Are Created Equal
  • Understanding the Difference Between Disparate Treatment (Individual) and Pattern or Practice and/or Disparate Impact (Group) Discrimination
  • The Position Statement Is Critical
  • EEOC More Likely to Conduct a Full Audit Where It Suspects Group-Wide Discrimination
  • Beware of the EEOC Request for Additional Information - Particularly Requests for Large Groupings of Employee Data
  • Issues Related to EEOC/OFCCP Seeking Company-Wide Pay Data on the EEO-1
  • The Dreaded EEOC Request for Additional Information
  • Why Would My Company Receive a Request for Additional Information?
  • What Additional Information Is the EEOC Looking for?
  • How Can We Challenge a Request That Is Overly Broad, Unduly Burdensome, or Seeks Irrelevant Information?
  • How Does My Company Respond to an EEOC Subpoena?
  • An EEOC Onsite - the EEOC Is Coming, the EEOC Is Coming…
  • How to Prepare in Advance of the Onsite
  • Latest Legal Developments in EEOC Onsite Investigations - EEOC v. Nucor Steel Gallatin Inc.
  • What to Expect When the EEOC Is There
  • Can a Company Representative Participate in Interviews?
  • How to Deal With Both Written and Tape Recorded Witness Statements
  • The Aftermath
  • What Was the EEOC Looking to Find?
  • How the EEOC Reviews and Analyzes the Information Obtained
  • What's Next - Options for Resolution
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Colin Barnacle - Akerman LLP
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This webinar is designed for human resource managers, personnel managers, business owners and managers, benefits and payroll professionals, controllers, CFOs and attorneys.
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