This critical webinar will provide practical advice on how to prepare for these sweeping changes and walk you through the steps your organization should take to update your company’s policies and procedures.
Our experts will help you understand the latest governance and policies on:
- Wellness Incentives, and
In just 75-minutes, you will learn effective strategies to limit your organization’s risk and get expert advice on how to avoid EEOC non-compliance mistakes that could expose your organization to major liabilities.
- EEOC’s objectives and red flags every employer should be aware of
- Latest EEOC cases and court decisions against employers
- Which policies you need to edit or implement now to avoid EEOC litigation
- How to analyze your pay practices to be sure they are EEOC compliant
- Which recruitment and hiring practices the EEOC is scrutinizing and why
- Overview of form EEO-1 report filing rules
- Leave issues under the EEOC and how to avoid a costly mistake
- Which employer policies are highest on the EEOC’s radar
- EEOC rules for employer wellness programs, and how to assure yours is compliant
Product ID: 19304
Plus, you get the NEW and EXCLUSIVE guide – Sexual Harassment At Work: Prevention, Policies and Handling Complaints Effectively – a $197 value – FREE!
Jam-packed with step-by-step guidance–Sexual Harassment At Work–will guide you through the most crucial practices, policies and procedures to get your organization up-to-date and trained on sexual harassment prevention.
• What Sexual Harassment Is
• Two Types of Sexual Harassment and Case Studies
• Why Sexual Harassment Should Be Prevented
• Supervisor’s Role in Preventing Sexual Harassment and Handling Complaints
• Supervisor’s Role in Investigating Sexual Harassment Complaints
• Preventing Retaliation Claims
• What Effective Sexual Harassment Policies Should Include
• Case Studies
• A Sample Sexual Harassment Policy
• Hostile Work Environment Checklist
• Court Rulings
Don’t delay! Get the tools you need today to get up-to-date and in compliance!
BONUS MATERIAL #2
That’s not all! You also get Seyfarth’s just released — 2017 EEOC Litigation Report — absolutely FREE.
Jam-packed with legislative updates, case studies and variety of charts, this year’s report provides detailed analysis of the major case filings and all decisions involving the EEOC in 2017.
- Six Strategic Priorities
- Notable Developments
- Summaries of All the Significant Decisions
* Access to the 2017 EEOC Litigation Report will be provided with your webinar materials.
That’s TWO essential resources – absolutely 100% FREE!
Equip Your People and Avoid Risk with this EEOC Compliance Tool Kit!Get it on demand now
Gerald L. Maatman, Jr.
Partner, Seyfarth Shaw LLP
Gerald L. Maatman, Jr. is a partner of Seyfarth Shaw LLP, the leading national employment and labor law firm. Mr. Maatman is resident in the firm’s Chicago and New York offices. Mr. Maatman has a primary emphasis in his practice on defending employers sued in employment discrimination class actions, wage & hour collective actions, EEOC pattern or practice lawsuits, and civil rights/denial of access class actions brought in federal and state courts throughout the United States. Mr. Maatman also pioneered the process of conducting employment practices audits to assist employers in structuring effective and practical personnel policies and protocols. These audits are designed to minimize the incidence of employment-related class action litigation and to maximize management discretion and workplace productivity. Mr. Maatman’s work in this area has been profiled in the Wall Street Journal and Time Magazine.
Continuing Education Units
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.”
C4CM is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.25 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.