How to Respond to An EEOC Charge and Win
David Miklas owns a Labor & Employment law firm and for 24 years he has practiced all types of labor and employment law exclusively representing Florida employers.
He has written hundreds of employment law articles, is the co-author for the premier legal textbook used by lawyers for Florida employment law, is a frequent employment law presenter and is a nationally recognized speaker and an invited guest lecturer addressing employment law and human resource issues with over thirty universities, including Harvard.
Mr. Miklas graduated from the University of Florida College of Law.
This webinar has been approved for 1.00 HR (General) recertification credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org
For any further assistance please contact us at support@grceducators.com
Making the EEOC “go away” definitely is not something an HR professional or business should expect to do without solid training. This session provides you with that training. This is a must-have in 2023. David has handled these matters for 24 years and has developed a system that works. In this session, he will walk you through the steps you should take from the minute you receive the EEOC charge through the end of the EEOC’s investigation. If you even think you might have to handle an EEOC charge in your current or future position, this is one session you do not want to miss.
Unlike boring lectures, David uses plenty of real-world examples to make the learning understandable. This is not a boring session where a lawyer shows you walls of text that he simply reads. You will get plenty of examples and the instructor will zero in on the key parts of the EEOC information.
Areas Covered
3 things attendees will learn in this session:
- How to avoid the most common mistakes HR pros make during EEOC responses
- The tricks to saving time and efficiently handling documents and witnesses during EEOC investigations
- Which parts of the EEOC’s published advice for employer’s position statements are good and which parts should be ignored?
Who Should Attend
Human Resources, CFO, CEO, President, Vice-President
Why Should You Attend
Knowing how to handle an EEOC charge of discrimination BEFORE your organization receives one is crucial to getting out ahead of the problem.
Your Human Resources professional should certainly attend this session. If you do not employ an HR pro, then the C-Suite should educate themselves about the process. It is important that these matters are handled properly right from the beginning. That usually means the first contact from the EEOC, whether that is done by phone or email. There are strict deadlines and you must be on top of things. This session will help you hit the ground running.
Topic Background
The EEOC investigates charges of employment discrimination. It is important for employers to know how to respond when they receive an EEOC charge of discrimination.
-
$200.00
-
