Why Should You Attend:
How many times have managers/supervisors made decisions you as a business owner or company leadership wished they didn't?
The law is clear on what behaviours from managers are risks of 'Vicarious Liability'. This term has many implications for employers, employees and managers. In fact, the Equal Employment Opportunity Commission (EEOC) has included managers who employees allege harassed them on any of the EEOC discrimination under the Civil Rights Act. The EEOC established the relationship of an employee's supervisor as the identified person where Vicarious Liability claims would be an appropriate charge.
Many Managers do not know that they can be part of an employee lawsuit against wrongful termination or other forms of harassment. That is why one of the principles most HR professionals focus on is training of managers on several legal and compliance guidelines, including 'Vicarious Liability'. Managers are part of the company leadership and therefore they should be held to higher standards.
This webinar is beneficial for Employers, managers, supervisors and even HR professionals by becoming aware of how to minimize the risk of being accused of charges under 'Vicarious Liability'.
Areas Covered in the Webinar:
Definition of 'Vicarious Liability' and the implications
The types of actions that are identified as liable under 'Vicarious Liability'
Who is identified as a supervisor by EEOC and what are the punitive damages if found guilty?
What is the impact of manager/supervisor relationship during the disciplinary process?
What behaviors are more likely to result in 'Vicarious Liability'?
What actions can minimize the risk for employers regarding their manager's aggressive actions?
How to mitigate risk if your managers are not trained properly on management skills, disciplinary actions and discrimination
What penalties can be levied against those charged with violating Civil Rights Act
What part of the 'Affirmative Defence' will assist in reducing allegations of discrimination?
What initiatives can be put in place to eliminate manager/supervisor negative behaviors?
How does the Burlington Industries, Inc v. Ellerth (1998) and Faragher v. Boca Raton cases impact 'Vicarious Liability'?
How many times have managers/supervisors made decisions you as a business owner or company leadership wished they didn't?
The law is clear on what behaviours from managers are risks of 'Vicarious Liability'. This term has many implications for employers, employees and managers. In fact, the Equal Employment Opportunity Commission (EEOC) has included managers who employees allege harassed them on any of the EEOC discrimination under the Civil Rights Act. The EEOC established the relationship of an employee's supervisor as the identified person where Vicarious Liability claims would be an appropriate charge.
Many Managers do not know that they can be part of an employee lawsuit against wrongful termination or other forms of harassment. That is why one of the principles most HR professionals focus on is training of managers on several legal and compliance guidelines, including 'Vicarious Liability'. Managers are part of the company leadership and therefore they should be held to higher standards.
This webinar is beneficial for Employers, managers, supervisors and even HR professionals by becoming aware of how to minimize the risk of being accused of charges under 'Vicarious Liability'.
Areas Covered in the Webinar:
Definition of 'Vicarious Liability' and the implications
The types of actions that are identified as liable under 'Vicarious Liability'
Who is identified as a supervisor by EEOC and what are the punitive damages if found guilty?
What is the impact of manager/supervisor relationship during the disciplinary process?
What behaviors are more likely to result in 'Vicarious Liability'?
What actions can minimize the risk for employers regarding their manager's aggressive actions?
How to mitigate risk if your managers are not trained properly on management skills, disciplinary actions and discrimination
What penalties can be levied against those charged with violating Civil Rights Act
What part of the 'Affirmative Defence' will assist in reducing allegations of discrimination?
What initiatives can be put in place to eliminate manager/supervisor negative behaviors?
How does the Burlington Industries, Inc v. Ellerth (1998) and Faragher v. Boca Raton cases impact 'Vicarious Liability'?
Speakers
HR Compliance Solutions, LLC-Compliance Officer, Margie Faulk, PHR, SHRM-CP-is a senior level human resources professional with over 14 years of HR management and compliance experience. A current Compliance Officer for HR Compliance Solutions, Margie has worked as an HR and Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors. This includes Federal Contracting in the defense, military, anti-Terrorism and Apache Helicopter Training Simulations with Federal Acquisition Regulations (FAR), Federal Sentencing Guidelines (FSG) and Office of Federal Contract Compliance Program (OFCCP). Margie is bilingual (Spanish) fluent and Bi-cultural.Margie's focus has expanded to Global Workplace Compliance in International, multi-state, multi-National, state and local workplace compliance which includes workplace compliance in other countries like the UK, Canada, France, Brazil, China, Africa, Mexico and India, just to name a few.
Margie has created and presented seminars/webinars for many compliance institutes. These national training providers, offer compliance training to HR professionals, business owners and companies interested in having their company compliant with workplace and industry regulations.
This year, Margie was selected by Alan Collins, former Vice President of Human Resources at PepsiCo, a renowned author of 8 books on HR Prosperity & Success, and founder of "Success in HR", to be part of his Mastermind Your Way to Success in HR, "Expert Interview Series based on her successful Webinars/Seminars on HR Compliance."
Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from Society for Human Resources Management. Margie is a member of the Society of Corporate Compliance & Ethics (SCCE).
