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
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
Speakers
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.
