Drafting EEOC Position Statements: Your Step-by-Step Guide to Writing Position Statements that Withstand EEOC Scrutiny

webinar Drafting EEOC Position Statements: Your Step-by-Step Guide to Writing Position Statements that Withstand EEOC Scrutiny

You Will Learn:

  • What to include (and leave out) of a position statement
  • Position statement drafting techniques for class action/individual/failure to hire and equal pay claims
  • Internal investigation techniques that keep EEOC position statements in mind
Watch the pre-recorded web 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
  • Position statement drafting techniques for class action/individual/failure to hire and equal pay claims
  • Internal investigation techniques that keep EEOC position statements in mind
  • 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: 17980

Bonus Material

Your webinar includes the top-selling guide Employee Complaint Investigations – a $227 value – absolutely FREE!

Jam-packed with compliance guidelines, this essential guide will walk you through the steps for dealing with employee complaints; and gives you the guidance you need to handle investigations with confidence.

  • Why You Should Never Ignore Employee Complaints
  • Which Reporting System is Right for Your Business
  • Why Outsourcing May Be Your Best Option
  • A Complaint Comes In: What Do You Do?
    • Planning For The Investigation
    • Who Will Conduct It?
    • Identify Information To Gather
    • Confidentiality Issues
    • Handling Interviews
  • Communication of Your Decision
  • Handling Discipline When Required
    • Termination
  • Federal Resources on Common Complaint Topics

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

Get it on demand now

Faculty

JOSEPH F. SPITZZERI
JOSEPH F. SPITZZERI
Shareholder, Co-Chair of Construction & Employement Groups, Johnson & Bell

Joseph F. Spitzzeri is the co-chair of Johnson & Bell’s Construction and Employment groups. Mr. Spitzzeri’s employment practice includes defending employers in EEOC and IDHR administrative proceedings, and proceedings in federal and state courts arising from Title VII, the ADA, the ADEA, the Equal Pay Act and claims brought under the Illinois Human Rights Act.

GENEVIEVE M. LEFEVOUR
GENEVIEVE M. LEFEVOUR
Shareholder, Co-Chair of Private Security Group, Johnson & Bell

Genevieve M. LeFevour focuses her practice in medical malpractice, employment, general negligence, premises liability and transportation. She also defends security consultants and loss prevention companies as well as cases involving the Fair Labor Standard Act (FLSA) and Welfare & Pension Fund Contribution Deficiency.

Continuing Education Units

  • hrci

    HRCI – Receive 1.25 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.”

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

Get it on demand now

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