Drafting EEOC Position Statements: Your Step-by-Step Guide to Responding to Discrimination or Retaliation Charges

recording Drafting EEOC Position Statements: Your Step-by-Step Guide to Responding to Discrimination or Retaliation Charges

You Will Learn:

  • What to include (and leave out) of a position statement
  • Wording that could raise red flags with the EEOC
  • Who has access to your statement, and when
  • Which information should/will be treated as confidential
  • How to handle confidential supporting documents upon submission
Access the pre-recorded audio conference
$269.00
 

Has your organization been on the receiving end of an EEOC charge?

Unfortunately, EEOC charges have become a virtual constant for human resources and employment counsel. How you respond to a charge can make the difference between the EEOC dismissing the charge and launching a full-fledged attack in the courts.

In fact, many of the resulting full-scale investigations or lawsuits stem directly from an employer’s response to an EEOC charge.

Position statements are your company’s first line of defense in response to an employee complaint and EEOC rules require clarity and a full explanation of the company’s disputed action.

But, how far should you go to explain your side when responding to a charge? What should you include? When is the position statement due?

Learning Objectives

This information-packed webinar explores the EEOC’s focus on position statements, and offers step-by-step guidance for presenting your defense to the EEOC when responding to a charge, including:

  • What to include (and leave out) of a position statement
  • Wording that could raise red flags with the EEOC
  • Who has access to your statement, and when
  • Which information should/will be treated as confidential
  • How to handle confidential supporting documents upon submission
  • Who should sign the statement

Plus, by the end of this critical session you will know:

  • Timeline for submission of a statement
  • How long an employee has to respond
  • Rules for requesting a filing extension
  • Types of documentary evidence that can support a defense
  • How to use the EEOC’s new ‘Digital Charge System’
  • Top enforcement threats on the EEOC’s radar right now
  • Commission’s preferred methods for statement submission

Product ID: 13927

Bonus Material

Your webinar includes the top-selling guide Conducting Internal Investigations – a $347 value – absolutely FREE!

Jam-packed with compliance guidelines, this 70 page guide will arm you with the knowledge you need to properly conduct internal investigations from complaint to closure.

  • When Do You Need to Conduct an Internal Investigation?
  • Investigative Policy for Your Organization
  • Investigation Process
  • Preparing for the Investigation
  • Conducting the Investigation
  • Collect Evidence
  • Witness Interviews
  • Post-investigation Process
  • Handling Specific Situations

This essential guide also includes finger-tip access to sample materials and relevant policy information, including:

  1. Sample Investigative Policy
  2. Investigative Process
  3. Sample Questions
  4. Sample Report Guidelines
  5. Tips for Successful Investigations

Learn the Keys to Drafting, Submission and an Effective Defense!

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Faculty

Susan Hartmus Hiser
Susan Hartmus Hiser
Shareholder, The Murray Law Group, P.C.

Susan Hiser practices in the areas of labor and employment litigation on behalf of private and public sector employers. Ms. Hiser represents employers in litigation filed in both state and federal courts, as well as in administrative proceedings before the Equal Employment Opportunity Commission, the Michigan Department of Civil Rights, and the Michigan Employment Relations Commission. She has experience in representing employers in multi-plaintiff harassment and disparate treatment cases. In addition to counseling employers on various employment matters, such as FMLA compliance, disciplinary issues and workplace investigations, Ms. Hiser has drafted and reviewed employment contracts, personnel policies, and employee handbooks. She has also conducted in-house training on all areas of employment law, including harassment prevention, legal compliance, and workplace policies. Ms. Hiser is frequently called upon both to assist in and to conduct workplace investigations on behalf of her clients.

Continuing Education Units

  • hrci

    HRCI – Receive recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org.

    “The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.”

  • shrm

    C4CM is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.

Learn the Keys to Drafting, Submission and an Effective Defense!

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